natgillin/translations-raw huggingface dataset:
Б. като има предвид, че жените сред научните изследователи в ЕС са малцинство, като съставляват средно 35 % от научните изследователи в държавния сектор и във висшите учебни заведения и средно само 18 % от научните изследователи в частния сектор,
B. whereas female researchers are in a minority within the EU, comprising an average of 35% of researchers working in the government and higher education sectors and comprising an average of only 18% of researchers working in the private sector,
В. като има предвид, че делът на жените в най-високите академични степени рядко надвишава 20 % , като за мъжете съществува три пъти по-голяма вероятност да достигнат до професура или друга еквивалентна степен,
C. whereas the percentage of women in the top grades of academia rarely exceeds 20%, and men are three times more likely than women to obtain professorships or their equivalent,
Г. като има предвид, че даже в държавите-членки категоризираните по пол данни за квалификацията, научната област и възрастта научните изследователи са все още са твърде оскъдни,
D. whereas sex-disaggregated data on researchers by qualification, field of science and age are still scarcely available even in Member States,
Д. като има предвид, че научните изследователи жени изпитват повече трудности при съвместяването на професионалния и семейния живот в сравнение с научните изследователи мъже,
E. whereas female researchers experience more difficulty in reconciling working and family life than male researchers,
Е. като има предвид, че броят на жените на лидерски позиции в научните области все още е малък,
F. whereas the lack of women in scientific leadership positions remains significant,
Ж. като има предвид, че в университетските органи за вземане на решения жените не са представени достатъчно добре за прилагането на балансирана политика за равнопоставеност между половете,
G. whereas the representation of women in university decision-making bodies is not high enough for the implementation of a gender-balanced policy,
З. като има предвид, че в повечето от страните броят на жените в научните органи не е равен на този на мъжете,
H. whereas in a majority of countries the share of women on scientific boards has not reached parity,
И. като има предвид, че една от приоритетните области на действие на ЕС в Пътната карта за равенство между мъже и жени 2006-2010 г. е равното представителство при вземането на решения, като включително е заложена цел, която следва да бъде постигната до 2010 г., 25 % от ръководните постове в публичния научноизследователски сектор да се заемат от жени,
I. whereas one of the priority areas for EU action in the above-mentioned Roadmap for equality between women and men 2006-2010 is equal representation in decision making, including a target of 25% of women in leading positions in public-sector research, to be met by 2010,
Й. като има предвид, че Европейският съвет за научни изследвания не е постигнал баланс на половете, тъй като едва 5 от 22-членния състав на неговия Научен съвет са жени,
J. whereas the European Research Council has not achieved a gender balance with only 5 women out of 22 in the Scientific Council,
К. като има предвид, че макар и делът на жените студенти в ЕС да е над 50 % и те защитават 43 % от докторските степени, заеманите от жени висши академични постове са едва 15 %, в резултат на което жените имат значително по-малко влияние при вземането на решения в областта на научноизследователската дейност,
K. whereas, even though women make up more than 50% of EU students and achieve 43% of EU doctoral degrees, they hold, on average, only 15% of senior academic posts and thereby have considerably less influence with regard to decision-making positions in research,
Л. като има предвид, че текущата Седма рамкова програма не изисква задължителни планове за действие във връзка с пола за предложения за проекти,
L. whereas the current FP7 does not require mandatory gender action plans for project proposals,
М. като има предвид, че проучванията показват, че съществуващите системи за оценяване и набиране не са неутрални по отношение на пола,
M. whereas studies show that existing systems of evaluation and recruitment are not gender neutral,
4. отбелязва прекалено големия дял на жените, които напускат научната кариера с течение на времето; счита, че това явление, често описвано като модел на „спуканата тръба”, трябва да се анализира въз основа на различни модели, сред които и модела на „факторите на привличане и отблъскване”; приканва компетентните органи когато предлагат решения, да отчитат различните фактори като работна среда, професионални стереотипи, конкуренция, изисквания за мобилност и семейни отговорности;
Notes that an excessively high proportion of women scientists give up their careers at some point; considers that this pattern, which has often been described as the ‘leaking pipeline’ model, needs to be analysed on the basis of various models including the ‘push and pull factors’ model; calls on the competent authorities to take account of various factors such as working environment, occupational stereotypes, competition, mobility requirements and family responsibilities when formulating possible solutions;
7. изразява съжаление относно факта, че отпуските, които вземат жените по време на научната си кариера по семейни причини, оказват отрицателно въздействие върху техните възможности за кариера, тъй като повечето им колеги мъже не ползват такива отпуски, в резултат на което могат да постигнат сравними позиции на по-млада възраст и по този начин имат предимство в по-нататъшното си професионално развитие; поради тази причина изисква възрастта да се съобразява като критерий за отлични постижения със семейното положение, като се взема предвид броят на лицата, които са на издръжка на изследователя.
Regrets that the breaks women take in scientific careers for family reasons have a negative impact on their career opportunities, as most male colleagues do not take breaks and thus can achieve comparative positions at a younger age and gain an advantage in their further careers; asks, therefore, that age be taken into account as a criterion for excellence together with family situation, including the number of the researcher's dependents; calls, furthermore, for all European research bodies and universities to set up grants for doctoral studies in accordance with national maternity leave provisions;
16. призовава Комисията и държавите-членки за по-прозрачни процедури на подбор, както и да поемат задължението да осигурят баланс на половете в оценителските екипи, комисиите по подбор и всички други комисии, като съставът им да включва необвързваща цел от поне 40 % жени и поне 40 % мъже;
Calls on the Commission and the Member States for more transparent recruitment processes and for an obligation to ensure gender balance in evaluation panels, selection and all other committees, as well as nominated panels and committees with a non-binding target of at least 40% women and at least 40% men;
21. изразява твърдо убеждение, че е необходимо да се въведат специфични мерки за подбор, обучение и връзки с обществеността, с цел популяризиране и насърчаване на по-голямо участие на жени в области като технологии, физика, инженерство, информатика и други области, в които за съжаление все още работят предимно мъже;
Firmly believes that specific recruitment, training and public relations measures need to be introduced in order to promote and encourage greater participation on the part of women in fields such as technologies, physics, engineering, computer science and other domains which are still, regrettably, dominated by men;
29. приветства действията на Европейската платформа на жените учени, целта на които е да се засили участието на жените в науката и да се увеличи броят на жените учени на отговорни длъжности;
Welcomes the activities carried out by the European Platform of Women Scientists, which aim to enhance the participation of women in science and increase the number of women scientists in decision-making positions;
31. възлага на своя председател да предаде настоящата резолюция на Съвета, на Комисията, на Европейския икономически и социален комитет, на Комитета на регионите, на правителствата и парламентите на държавите-членки.
Instructs its President to forward this resolution to the Council, the Commission, the European Economic and Social Committee and the Committee of the Regions, and to the Governments and Parliaments of the Member States.
The report seeks to identify social, cultural and other kind of barriers that account for the under-representation of women in science.
The report seeks to identify social, cultural and other kind of barriers that account for the under-representation of women in science.
It will briefly introduce the context for the situation today, but the main focus of the report will be to look forward to point to possible solutions and best practices for solving the situation.
It will briefly introduce the context for the situation today, but the main focus of the report will be to look forward to point to possible solutions and best practices for solving the situation.
The background for the report is the current European situation, where women are greatly underrepresented in the field of science.
The background for the report is the current European situation, where women are greatly underrepresented in the field of science.
Statistics tells us that more women than men engage in taking a higher education, yet when it comes to choosing the research career, women are still outnumbered by men.
Statistics tells us that more women than men engage in taking a higher education, yet when it comes to choosing the research career, women are still outnumbered by men.
The huge increase in participation of women in higher education has neither led to a corresponding change in the ratio of women to men in particular fields of study or professions – that is, a change in horizontal gender segregation – nor has it eliminated the gender-specific wage gap.
The huge increase in participation of women in higher education has neither led to a corresponding change in the ratio of women to men in particular fields of study or professions – that is, a change in horizontal gender segregation – nor has it eliminated the gender-specific wage gap.
Why should we be concerned with gender segregation in science?
Why should we be concerned with gender segregation in science?
There are two main reasons.
There are two main reasons.
First, certain fields of science are of higher status than others; underrepresentation of women in higher status fields (such as physics) means that, in aggregate, women scientists have lower status than men scientists.
First, certain fields of science are of higher status than others; under representation of women in higher status fields (such as physics) means that, in aggregate, women scientists have lower status than men scientists.
Second, we may face a shortage of scientific personnel in demanding fields.
Second, we may face a shortage of scientific personnel in demanding fields.
If talent for doing very demanding scientific work is unrelated to sex, the pool for these fields would be much larger with women fully participating in science.
If talent for doing very demanding scientific work is unrelated to sex, the pool for these fields would be much larger with women fully participating in science.
Women researchers are still a minority in the government and higher education sectors, with both sectors having an EU average of 35% women.
Women researchers are still a minority in the government and higher education sectors, with both sectors having an EU average of 35% women.
In all countries these sectors nevertheless have higher proportions of women researchers than the business enterprise sector with an EU average of 18% women according to latest data, but there are large cross-country variations.
In all countries these sectors nevertheless have higher proportions of women researchers than the business enterprise sector with an EU average of 18% women according to latest data, but there are large cross-country variations.
The countries with the fewest women in business research are Germany (11.8%), Austria (10.4%) and Netherlands (8.7%) whereas Latvia, Bulgaria and Romania all have over 40% women.
The countries with the fewest women in business research are Germany (11.8%), Austria (10.4%) and Netherlands (8.7%) whereas Latvia, Bulgaria and Romania all have over 40% women.
The situation is improving very slowly.
The situation is improving very slowly.
Women researchers only have higher growth rates than men in less than half of the countries, and for a few countries the percentage of women researchers has decreased.
Women researchers only have higher growth rates than men in less than half of the countries, and for a few countries the percentage of women researchers has decreased.
The distribution of researchers by main fields of science shows different patterns for men and women.
The distribution of researchers by main fields of science shows different patterns for men and women.
Among male researchers in the higher education sector, 54% work in natural science and engineering compared to 37% among women researchers.
Among male researchers in the higher education sector, 54% work in natural science and engineering compared to 37% among women researchers.
This distribution of researchers across the broad field of science of course reflects study choices made by men and women in higher education.
This distribution of researchers across the broad field of science of course reflects study choices made by men and women in higher education.
In recent years various studies comparing countries and historical periods in light of horizontal gender segregation in higher education have been presented.
In recent years various studies comparing countries and historical periods in light of horizontal gender segregation in higher education have been presented.
They indicate that in the past twenty years the number of women in engineering has increased in most countries.
They indicate that in the past twenty years the number of women in engineering has increased in most countries.
This increase, however, is rather small and often lower than in alternate professions and fields of study.
This increase, however, is rather small and often lower than in alternate professions and fields of study.
In other words: the increase in the number of women is occurring mostly in fields of study that already had a high percentage of females
In other words: the increase in the number of women is occurring mostly in fields of study that already had a high percentage of females
A group of individual factors determining individual choices refers to gender stereotypes.
A group of individual factors determining individual choices refers to gender stereotypes.
Gender stereotypes are simplified but often deep-rooted perceptions of male and female characteristics.
Gender stereotypes are simplified but often deep-rooted perceptions of male and female characteristics.
They support the continuity of specific gender roles and occupational gender segregation.
They support the continuity of specific gender roles and occupational gender segregation.
Some approaches assume that gender stereotypes are formed during the socialisation process whereas others suggest a lifelong process of production and reproduction of gender roles.
Some approaches assume that gender stereotypes are formed during the socialisation process whereas others suggest a lifelong process of production and reproduction of gender roles.
Typical male characteristics – according to gender stereotypes – include, among others, their interest in technical issues, analytical competences, talent for craftsmanship, career focus and professional ambition, ability to assert themselves, dominance, selfishness, and willingness to “impression management”.
Typical male characteristics – according to gender stereotypes – include, among others, their interest in technical issues, analytical competences, talent for craftsmanship, career focus and professional ambition, ability to assert themselves, dominance, selfishness, and willingness to “impression management”.
On the other hand, typical stereotypes of female characteristics include beliefs that they are child-friendly, have an interest in family, value harmony, and are empathetic, emotional, and altruistic.
On the other hand, typical stereotypes of female characteristics include beliefs that they are child-friendly, have an interest in family, value harmony, and are empathetic, emotional, and altruistic.
Engineering, obviously, is associated with male rather than female stereotypes – hence professions in engineering are considered to be typically male in nature and tend not to be a woman’s first choice.
Engineering, obviously, is associated with male rather than female stereotypes – hence professions in engineering are considered to be typically male in nature and tend not to be a woman’s first choice.
Gender stereotypes are not only important to the choices men and women make regarding their fields of study, they can also influence the decision making process associated with job allocation or research funding.
Gender stereotypes are not only important to the choices men and women make regarding their fields of study, they can also influence the decision making process associated with job allocation or research funding.
Hiring criteria with male gender stereotypes lead to a preference for hiring men whereas hiring criteria with female gender stereotypes lead to a preference for hiring women.
Hiring criteria with male gender stereotypes lead to a preference for hiring men whereas hiring criteria with female gender stereotypes lead to a preference for hiring women.
Family background, as well as inclusion and exclusion mechanisms among peer groups, are also factors at play on the interpersonal level.
Family background, as well as inclusion and exclusion mechanisms among peer groups, are also factors at play on the interpersonal level.
If a young girl plays with computers and technical toys during her childhood, she might be regarded as an outsider by her female friends.
If a young girl plays with computers and technical toys during her childhood, she might be regarded as an outsider by her female friends.
In this situation support and encouragement from the family turns out to be an important social resource.
In this situation support and encouragement from the family turns out to be an important social resource.
Thus, female students in engineering and other branches of science often have at least one parent with a profession in one of these disciplines.
Thus, female students in engineering and other branches of science often have at least one parent with a profession in one of these disciplines.
This also points to the importance of having a female role model working in a male-centred profession or field of study.
This also points to the importance of having a female role model working in a male-centred profession or field of study.
Despite the expanding access for women to higher education and the growing proportion of female graduates in engineering and other branches of technical sciences, horizontal gender segregation has declined surprisingly little in most countries.
Despite the expanding access for women to higher education and the growing proportion of female graduates in engineering and other branches of technical sciences, horizontal gender segregation has declined surprisingly little in most countries.
The existence of a “glass ceiling” or “sticky floor” for women trying to progress to senior positions is well documented and affects all occupational sectors, even those which are dominated by women.
The existence of a “glass ceiling” or “sticky floor” for women trying to progress to senior positions is well documented and affects all occupational sectors, even those which are dominated by women.
The absence of women in leadership positions is more acute in science and technology occupations than in other fields.
The absence of women in leadership positions is more acute in science and technology occupations than in other fields.
At the highest positions in academia women make up 15% (2003) of full professors and equivalent and this is an increase of two percentage points compared to 1999.
At the highest positions in academia women make up 15% (2003) of full professors and equivalent and this is an increase of two percentage points compared to 1999.
Data on the share of women on scientific boards show large difference between countries.
Data on the share of women on scientific boards show large difference between countries.
The Nordic counties show levels close to 50%, but in a majority of countries parity has not been reached and the percentage is below 10% for several of the new member states.
The Nordic counties show levels close to 50%, but in a majority of countries parity has not been reached and the percentage is below 10% for several of the new member states.
The international trend in discussing gender gap and hierarchy at research institutions points to a “pipeline” structure from PhD student to professor.
The international trend in discussing gender gap and hierarchy at research institutions points to a “pipeline” structure from PhD student to professor.
Most researchers start as PhD students, proceed as post-docs, researchers or assistant professors, and are then promoted to associate professor with some ultimately becoming full professors, as seen in Figure 3.1.
Most researchers start as PhD students, proceed as post-docs, researchers or assistant professors, and are then promoted to associate professor with some ultimately becoming full professors, as seen in Figure 3.1.
If the share of women differs from one level to the next, it is assumed that the pipeline “leaks”, i.e. female researchers leave the pipeline because they are not promoted.
If the share of women differs from one level to the next, it is assumed that the pipeline “leaks”, i.e. female researchers leave the pipeline because they are not promoted.
As scientists advance in their professional career, they are more likely to be promoted to the higher categories.
As scientists advance in their professional career, they are more likely to be promoted to the higher categories.
The more years spent, the higher the probability of being promoted.
The more years spent, the higher the probability of being promoted.
However, promotion seems to be slower for women than for men: inter-gender differences are statistically significant.
However, promotion seems to be slower for women than for men: inter-gender differences are statistically significant.
The later entrance of women into science cannot by itself explain the low presence of women in the upper categories at CSIC, since for a similar length of scientific career, women show slower promotion than men.
The later entrance of women into science cannot by itself explain the low presence of women in the upper categories at CSIC, since for a similar length of scientific career, women show slower promotion than men.
Data suggest that differences in productivity might contribute to explaining the lower promotion of women in some areas (materials science, biology/biomedicine, physics), but this is not the case in others.
Data suggest that differences in productivity might contribute to explaining the lower promotion of women in some areas (materials science, biology/biomedicine, physics), but this is not the case in others.
Differences in personal characteristics, social factors and access to resources have been arguments to explain differences in productivity and gender inequality in science.
Differences in personal characteristics, social factors and access to resources have been arguments to explain differences in productivity and gender inequality in science.
Organizational and institutional factors of gender segregation include inequality mechanisms operating at the level of establishments such as firms, research institutes, or research funding institutions.
Organizational and institutional factors of gender segregation include inequality mechanisms operating at the level of establishments such as firms, research institutes, or research funding institutions.