Equality and nondiscrimination
The RCF requires that RCF-funded research and activities promote equality and nondiscrimination in both the content (e.g. research questions, data and analysis) and the implementation (e.g. research group activities and recruitment) of funded projects. Taking equality and nondiscrimination into account is a way to strengthen the quality, accountability and impact of research or other activities.
Applicants must always describe in the application how equality and nondiscrimination are promoted in the project relevant to the project and in appropriate ways. The description contained in the application is part of the qualitative review of the application and affects the overall rating of the application. If there is no description of equality and nondiscrimination in the research plan, the application will not be considered (processed). Learn more: Equality and nondiscrimination.
What do equality and nondiscrimination mean?
Equality is the principle of preventing discrimination based on gender, gender identity or gender expression. The Finnish Act on Equality between Women and Men also requires the promotion of equality by actively addressing practices and structures that place genders in unequal positions relative to one another. Equality is promoted so that all genders have equal access to participation and action.
In research, the gender perspective may be related, for example, to the following topics:
- the selection of research subjects, data or samples in such a way that certain gender groups are not unjustifiably excluded or left invisible
- gender differences considered in analyses or in the interpretation of the results
- developing solutions (e.g. treatments or services) for previously understudied gender groups and taking into account the needs of these groups
- dismantling of gendered phenomena and structures in research and the scientific community
- the assembly of a research team or working group, the division of labour and career development.
Nondiscrimination means that no one is discriminated against based on age, origin, nationality, language, religion or belief; opinion, political or professional activity, family relations, state of health, disability, sexual orientation or any other personal characteristics. The Finnish Nondiscrimination Act also requires active promotion of nondiscrimination so that all groups of people have effective equal opportunities to participate and act.
In research, nondiscrimination may be related, for example, to the following topics:
- the selection of subjects, materials or samples for the study in such a way that certain groups are not unjustifiably excluded or left invisible
- co-creation, where research subjects or other stakeholders are involved in defining research questions, methods and utilisation of results
- developing solutions (e.g. treatments or services) for previously understudied groups and taking into account the needs of these groups
- methods of analysis and interpretation that avoid stigmatising generalisations
- dismantling practices that generate or maintain inequality, possibly in cooperation with the parties concerned
- strengthening the diversity of research teams or working groups and taking into account the life situations of the members
- recruitment, cooperation practices, language and accessibility.
How should equality and nondiscrimination aspects be described in the application?
The RCF requires applicants describe in the application how equality and nondiscrimination will be taken into account in the project’s contents, such as in research questions, data, methods, analyses and interpretation. In addition, applicants shall describe separately how equality and nondiscrimination will be promoted in the implementation of the project, such as in the assembly and operation of research teams or working groups.
The descriptions are part of the qualitative review of the application. A particularly exemplary description is project-specific (not generic), credible and feasible. It demonstrates that the applicant has identified the key challenges and risks, presented appropriate approaches to them and described how they will be monitored.
The applicant is not required to address all possible aspects of equality and nondiscrimination, only those relevant to the project. The planned measures must be proportionate to the scope and resources of the project, but each project is required to include a conscious and justified consideration of equality and nondiscrimination. If there is no description of equality and nondiscrimination in the research plan, the application will not be considered (processed).
Equality and nondiscrimination in the content of research or activities
Applicants must provide a well-reasoned assessment of whether aspects related to equality and nondiscrimination are relevant to the project’s content and objectives. These aspects may be related to research questions, data, methods, analyses or interpretations, for example.
- If the aspects are relevant, the applicant should describe in the plan how they have been taken into account.
- If they are not relevant, the applicant must provide a valid and justified explanation. Simply saying “is not relevant” is not enough.
In a particularly exemplary description, the applicant can, for example:
- deal with equality and nondiscrimination aspects in the context of their own research or activities and not in isolation
- identify any risks or questions concerning equality or nondiscrimination related to the subject or implementation of the project
- provide credible solutions (e.g. making constraints or impacts visible, taking into account alternative interpretations) or justifications
- or convincingly justify why equality and nondiscrimination are not relevant to the research or its implementation.
Equality and nondiscrimination in the work of research teams or working groups
The applicant must describe as appropriate for their own project:
- how equality and nondiscrimination will be taken into account in assembling research teams or working groups
- how equality and nondiscrimination are reflected in the division of labour, management and recruitment
- how career breaks, care responsibilities, accessibility, language issues or internationality will be taken into account in practice.
This section is not an evaluation of the composition of the team or group or the division of labour as such, but rather an assessment of conscious approaches and proactive practices.
In a particularly exemplary description, the applicant can, for example:
- identify gendered situations in their field (e.g. gender distribution or role-related imbalances) or other biases and the structures that sustain them
- propose measures appropriate to the scale of the project to mitigate biases
- describe responsibilities and monitoring (e.g. review of recruitment and division of roles during the project)
- integrate equality and nondiscrimination into good management and project implementation.
