The measures aim at avoiding “blind spots” in research and in projects resulting from a lack of consideration of gender-related factors and other aspects of diversity.
Relevant guidance for potential breadth of information in CVs will be made available in a new, central set of guidelines. Where specific factors have impacted on an applicant’s research output, they may be voluntarily listed to allow them to be appropriately taken into account in the review process. To help applicants structure their CVs more effectively, a template will be made available, which in the interests of equal treatment also does not request a photo of the applicant.
Another means of promoting a greater contribution by female researchers in DFG programs is through calls for project proposals. In the future, calls will specifically encourage applications from the gender, which is underrepresented at the senior level in the relevant discipline – which in most cases will be women.
These measures will be implemented in DFG programs and guidelines in a step-by-step process. The DFG is planning additional packages of measures within the context of the qualitative equality strategy as well.