Friday, 27 January 2012

ULB organiseert conferentie over vrouwen aan de universiteit











Université Libre de Bruxelles

Le mercredi 7 mars 2012 à 16h


Salle Dupréel, Bâtiment S, 44 avenue Jeanne, 1050 Bruxelles






Ouverture de la conférence par les Ministres Fadila Laanan et Jean-Claude Marcourt et par Didier Viviers, Recteur de l’ULB







Nicky Le Feuvre, sociologue, professeure à l’Université de Lausanne : « Les carrières universitaires à l’épreuve du genre »







Danièle Meulders, économiste, professeure à l’ULB : présentation des résultats de l’étude « GENIUF : Les inégalités entre femmes et hommes dans les universités francophones de Belgique »







Clôture de la conférence par Pierre Marage, Vice-Recteur à la politique académique et à la recherche de l’ULB











La participation à la conférence est gratuite mais pour des raisons d’organisation, nous vous prions de signaler votre présence par email à Rachida Buziarsist ( avant le 24 février 2012.




Thursday, 26 January 2012

Manifesto for Integrated Action on the Gender Dimension in Research and Innovation

This Manifesto represents views of individuals working in the European science system on the actions needed to enhance research and innovation by addressing gender equality issues. Each action distils the collective responses to questions asked in the online public consultation conducted by genSET in conjunction with the 1st European Gender Summit. As such, it complements the consensus recommendations of: a) the genSET Science Leaders Panel (1), b) the DG Research, Innovation and Science Expert Group on Structural Change in Research Institutions (2), and c) the Gendered Innovations project (3).

The Manifesto elaborates the question included in the earlier EC public consultation on the Green Paper - “What actions should be taken at EU level to further strengthen the role of women in science and innovation?” - in order to focus attention on twenty-five years of research demonstrating how gender impacts the quality of research and innovation.

Over 300 individuals participated in the online consultation. These contributions were presented and discussed at the First European Gender Summit in Brussels, attended by over 400 stakeholders.

This Manifesto is a work in progress to be advanced through evidence based actions and cooperation between scientists, policy makers and gender research scholars.

We, the undersigned European scientists, scholars and researchers call for integrated and coordinated action on the gender dimension in research and innovation. Striving to enhance the European Research Area and Innovation Union, we wish to:

1 Recognize that past EU Framework Programmes have failed to engage, benefit, and promote women to the same extent as men (still less than 20% of senior Grade A posts are awarded to women). The EC needs to ensure that the gender imbalance is corrected in HORIZON 2020. Amsterdam Treaty provides the legal basis requiring that “Each Directorate-General is responsible for mainstreaming equal opportunities into its policy areas (4).” The solid evidence showing how gender inequalities can negatively impact on the quality of scientific research should inform all levels of R&D budget management, at the national level, by research agencies, and universities. Continuing dialogue between policy makers, scientists and gender research experts will help ensure that mainstreaming actions bring about the desired gender equality improvements.

2 Ensure that explicit requirements to address gender issues are included when the priorities of HORIZON 2020 are translated into specific research Calls. Ensure that the individual budgetary commitments are seen as investment in society and include flexible financial measures to incorporate the gender dimension: a) as part of research design and process; b) in creating balanced teams; and c) in enabling researcher and leadership training.
The strong societal focus that defines the HORIZON 2020 priority areas will require interdisciplinary solutions. Sensitivity to gender issues promotes such connections and creates new opportunities for knowledge transfer that increase markets for scientific knowledge.

3 Move towards more gender balanced, collective and cooperative systems that: a) welcome diverse leadership styles; b) facilitate more distributed problem solving; c) adopt fair assessment criteria that equally value the inputs of all involved; and d) improve opportunities for different members of society to benefit from science. Researcher team (gender) diversity leads to diversity of ideas and thus increases scientific excellence. Furthermore, gender balance in teams has been shown to increase the collective intelligence of the team.
Sensitivity to gender issues enhances opportunities for stimulating the research process.

4 Consider “whether, and in what sense, sex and gender are relevant in the objectives and methodology of the project” to ensure excellence in research. This, key question must be asked by researchers, research funders, evaluators, reviewers and journal editors. Evidence demonstrates that the assertion that science is gender neutral is not the case. When gender is not taken into account, research often results in different health and safety outcomes for women and men. Researchers also need to question how to ensure that the products and services they help develop benefit both women and men.

5 Assess the merit of women and men fairly. Evidence shows that cultural influences and implicit and explicit gender stereotypes can influence hiring and promotion decisions -often to the benefit of men (this can be true for both women or men evaluators).
Different disciplines employ different approaches when defining and judging excellence - something that must be taken into account when evaluating interdisciplinary work. Women are frequently assumed to prefer such research and are often encouraged to follow this type of career path.

6 Ensure that the evidence of how gender shapes and is shaped by science is embedded in the science curriculum across all levels. These insights should be communicated to the public to make science more relevant to both women and men, and to challenge negative gender stereotypes.

7 Create research cultures that provide flexible working environments that equally support the careers of women and men by improving the way gender and diversity are managed in universities and research organizations. Increase opportunities under the EC structural change of research institutions programme to reform career models and paths. Both women and men should be allowed to combine their work and life aspirations.

8 Ensure that the plans to modernise European universities include opportunities “to enhance the recruitment of women researchers, including women research leaders”, as demonstrated by the success of Marie Curie Actions (5).

9 Promote closer collaborations between schools and universities to support efforts to recruit more women into research by creating: a) positive images of women scientists; and b) appreciation of the benefits of science in a multi-cultural, and multi-lingual Europe. Investing in higher education for women and engaging Europe’s diverse populations provides a unique competitive advantage to achieve Innovation Union commitments.


TO SIGN go to

Saturday, 21 January 2012

Startevent Het verstand komt met de jaren -

De provincie Limburg, ERSV Limburg, VDAB en HBVL Jobs starten de campagne ‘Het verstand komt met de jaren –’, een Limburgs actieplan gericht op een innovatief en duurzaam personeelsbeleid met een focus op het behoud en de instroom van 50-plussers op de arbeidsmarkt.

Wij nodigen u graag uit voor het startevent van deze campagne.






Provinciehuis, Boudewijnzaal
Universiteitslaan 1
3500 Hasselt


More info on

Friday, 20 January 2012

Sociology of work & employment - Call for papers

In 2012 Work, Employment and Society celebrates 25 successful years of publishing quality research in the sociology of work and employment!


To mark this landmark, we are planning a series of activities to mark the WES contributions to debates in work and employment over the last 25 years. The celebrations will culminate in a Special Issue of the journal to be published in February 2013.



The Editors are inviting submissions for consideration in the 25-year Special Issue. Submissions should either reflect on key debates launched by WES, review ‘hot topics’ of interest to scholars of work and employment or analyse the ‘direction of travel’ of the sociology of work and employment over the past 25 years. Papers that are broad in scope, review extant WES debates or re-appraise seminal WES contributions will be particularly welcome.



Read the full call for papers, including key topics of interest:



Submission details:

Deadline for submissions: 10 April 2012

Word limit: 8000 words (including references, abstract, keywords, images/tables)

Queries: or












Monday, 16 January 2012

Making diversity interventions count: call for abstracts

The University of Bradford organizes the conference ”making diversity interventions count” (Thursday 21st June 2012). The conference aims to explore the varying interventions aimed at advancing equality, with the objective of informing the development of good practice in the effective use of diversity interventions in organisations. The deadline for abstract submission is February 29th.




Voka benoemt prof. Mieke Van Haegendoren tot hoogste status

Voormalig SEIN-directeur, Mieke Van Haegendoren, werd, door werkgeversorganisatie Voka-Kamer van Koophandel Limburg, samen met 6 andere Limburgers bedacht met het ere-lidmaatschap. Het is de eerste keer dat Voka Limburg deze onderscheidingen uitreikt aan de 7 personen die wegens hun verdienste voor de Limburgse economie erkentelijkheid verdienen. Naast Mieke Van Haegendoren werden ook Jean-Baptist Claes van JBC, Jef Roos ex-directeur van ALZ , oud-burgemeester van Stad Genk Jef Gabriëls,  Willy Claes, Sylvain Sleypen en kok Roger Souvereyns in de bloemetjes gezet.







Friday, 13 January 2012

Is it time to rethink positive discrimination?

Take the time to listen to the interesting lecture given by Mike Noon, Professor of HRM at Queen Mary, University of London, at Bierbeck College in June 2011 (1 hour).

See also Noon, M. (2010) The shackled runner: time to rethink positive discrimination? Work, Employment & Society, 24(4): 728–739.


Is dit nog werken?

Frank Van Massenhove, directievoorzitter FOD Sociale Zekerheid, legt zijn visie over het nieuwe werken uit op De zevende dag (20/11/2011).

Volgens hem een antwoord op arbeidstekort in de toekomst…


AGNES (Age Gain Now Empathy System)

AGNES is a suit worn by students, product developers, designers, engineers, marketing, planners, architects, packaging engineers, and others to better understand the physical challenges associated with aging. Developed by AgeLab researchers and students, AGNES has been calibrated to approximate the motor, visual, flexibility, dexterity and strength of a person in their mid-70s. AGNES has been used in retail, public transportation, home, community, automobile, workplace and other environments.


For more information see