Equality, Diversity, and Inclusion

The gender gap is one of the main cross-cutting challenges in the research areas of Particle Physics, Astroparticle Physics, and Nuclear Physics, in which the IGFAE works. Both at the Institute and globally, the representation of women and the LGBTI community is below 30%, compared to more than 70% of cis-heterosexual men at virtually all levels of the research career.

This situation undoubtedly influences the daily coexistence of staff and the research work itself, potentially generating dynamics that perpetuate these imbalances.

In this context, the IGFAE has set the reduction of this gender imbalance and the promotion of diversity as one of the pillars of its activity in the coming years, fostering equal opportunities and actively promoting the recruitment of excellent female and LGBTI research staff, including all types of diversity.

Since 2021, the IGFAE has its own Gender and Diversity Strategy. This document provides a context for the Institute’s situation and establishes a series of actions for its implementation.

This will continue the path opened by various initiatives developed in recent years:

01

Actions

1. International Particle Physics Masterclass on the occasion of the International Day of Women and Girls in Science (February 11). Aimed at first-year high school students from schools in Galicia.
2. Outreach talks on Physics and Diversity at schools in Galicia, faculties of the USC, and other institutions.
3. Training on gender perspective in research for IGFAE scientific and management staff.
4. Monthly meetings of the Gender and Diversity Working Group.
5. Use of inclusive language in internal and external communication materials.

02

Collaborations

– In June 2020, the IGFAE joined the GENERA network (Gender Equality Network in Physics in the European Research Area), which aims to support, coordinate, and improve gender equality policies in physics research centers in Europe and globally. Within this framework, the IGFAE participated in a COST proposal, called BIRDIE.

– Participation in the Gender Working Group of the SOMMa Network.

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03

Other documents of interest

• USC Strategic Plan for Equal Opportunities
• USC Protocol for Prevention and Action against Harassment
• Protocol for Name Changes and Gender-Related References for Transsexual, Transgender, and Intersex People at USC
• Measures and Best Practices to Improve the Careers of USC Teaching and Research Staff (Teaching and Research Staff). Work-Life Balance and Competitiveness