GENERA implementation. When setting up the GENERA team the regional heterogeneity of INFN had been taken into account. There are people included who had not been active in gender equality work before but also the head 9 National Institute for Nuclear Physics, CUG: Proposal of the Fifth INFN Three- Year Plan of Positive Actions for the realization of equal employment opportunities between women and men, approved in April 2015. of the CUG as implementation manager which guarantees continuity and coordination with gender activities before and parallel to GENERA, but which also implies the risk of too short time resources (CUG components perform this task without reducing their research work load). At the time of the interviews, no decisions had been made about the measures to be implemented by GENERA or/and to be integrated in the next GEP. The GENERA team did not express clear targets. It was seen as important to intensify the communication within the INFN GENERA team. One suggestion was to advance gender equality in different regional units. As an important next step, the goals and planned outcomes of GENERA need to be specified. The top management stated to have a maximum of openness for the GENERA approach. GENERA should outline problems, objectives and respective interventions, best in a visualized form.
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Sources: Grant Agreement, Grant Agreement