Equality and Nondiscrimination Plan
The RCF’s equality and nondiscrimination work is based on the Equality and Nondiscrimination Plan for 2026–2028. The plan contains concrete objectives, measures and responsibilities, both in terms of research funding and personnel.
The implementation of the measures is monitored as part of RCF management, annual planning and reporting. An internal working group regularly evaluates progress and reports on the results to RCF management.
Key measures to promote equality and nondiscrimination 2026–2028
|
Theme |
What we do |
|
1 Enhanced effectiveness through communications |
The equality and nondiscrimination perspectives and cultural diversity are considered in all external and internal communications. The equality and nondiscrimination contents on the RCF website will be updated, and we will actively communicate funding practices that promote nondiscrimination in research and research careers. |
|
2 Equality in funded projects |
We require applicants to describe how equality and nondiscrimination are taken into account in the project. These aspects are part of the qualitative review of applications and can be crucial when deciding between applications of equal merit. |
|
3 Diversity of reviewers |
We will strengthen the diversity in review activities in terms of gender, career stage, geographical background and other dimensions of diversity. We support the expertise of panel chairs and reviewers in equality and nondiscrimination issues. |
|
4 Impact assessment in funding |
We systematically assess the gender and nondiscrimination impact of new funding opportunities and systems before they are introduced and in their monitoring. |
|
5 Staff diversity |
The staff’s competence and understanding of equality and cultural diversity is increased through training and active internal communication. We require RCF personnel to complete equality and nondiscrimination training. |
|
6 Staff diversity through recruitment |
The recruitment practices for increasing staff diversity through recruitment are reviewed. The preconditions for language proficiency are considered on a task-specific basis. In the case of equal applicants, the possibility of positive action is utilised. |
|
7 Equal pay |
A gender and nondiscrimination impact assessment related to pay and remuneration measures is carried out, and the impact of the measures will be monitored as part of the pay survey. |
