https://gati.dst.gov.in/
Director’s Message:
CSIR-CDRI acknowledges the initiative by DST to conceptualize and execute the pilot program of Gender Advancement for Transforming Institutions (GATI). The success of an organization depends on inclusion, equality and diversity. CSIR- CDRI is happy to be the part of GATI pilot program and is committed to formulate practices and transparent policies which foster cultural transformation and gender parity. This year is being celebrated as the International Year of Basic Sciences for Sustainable Development (IYBSSD, 2022) and gender equality is one of the sustainable development goal (SDG-5). The “leaky pipeline” in academia reflects the under-representation of females in specialized professions. This can be fixed by creating an inclusive and supportive system for students, staff and faculties. CSIR-CDRI is determined to take steps forward for capacity building and strengthening an inclusive research ecosystem across the gender spectrum.
Dr. Radha Rangarajan (director[AT]cdri.res.in)
GATI Nodal Officer’s Message:
Gender equality is not just women’s issue!! True equality is when both women and men have a voice against ignorance/denial about the rights and responsibilities. The invisible glass ceiling will break only when people across gender spectrum are open for a dialogue on perceptions/stereotypes, barrier and challenges, opportunities and support.
Dr. Niti Kumar (niti.kumar[AT]cdri.res.in)
CSIR-CDRI’s commitment
• Create gender-responsiveness and awareness
• Institutionalize policies for equity across the gender-spectrum
• Nurture young minds, strengthen the S&T ecosystem and support structure for capacity building
Letter of Recognition under the DST-GATI Program- reg
CDRI GATI Self-Assessment Team (GSAT) comprises of students, technical staff, administrative staff and faculties.
Organizational facilities for fostering safe and gender-inclusive environment
1) Internal Complaint committee: prevention, prohibition and redressal of harassment of women at work place.
2) On-campus crèche facility: Availed by staff, research scholars
3) Recreation facilities: Indoor and outdoor sport facilities and regular staff club events
4) Sensitization programmes: Sessions for how to deal with street harassment or harassment at work place
There is conscious effort to balance gender representation in programmes, panels and committees
Events@GATI-CDRI
Interaction of Mr. Gaurav Bhargava from ThinkThrough Consultancy (TTC) with CDRI’s GSAT on June 13, 2022. DST is partnering with British Council for GATI project. TTC is helping British Council and DST for monitoring and mid-term evaluation of GATI project.
May 9, 2022: Mini-symposium to celebrate International year of Basic Sciences in Sustainable Development.
The mini-symposium covered topics covering different sustainable development goals. In the programme, a GATI-session was organized, in which Kanika Gupta (photo journalist covering South Asia) was invited to give a talk on “Scientific temper as a way forward for dialogue and peace”. Kanika covers conflict zones and war-torn countries. She shared her experience as photo journalist covering Afghanistan and how recent ban on female education is further deteriorating the society. She shared the story of young girl who aspires to become a doctor but in current regime, her dream has become a white hope. Many women, who lost their husbands in the war, are now resorting to prostitution to earn their livelihood. She also shared the story of young children involved in opium cultivation and the struggle of the society with opium addition.
March 8, 2022: Talk by Dr. Urvashi Sahni “Women Leaders: How to navigate the gendered minefield”?
Dr. Urvashi Sahni is a Founder President & CEO of Study Hall Educational Foundation and Nonresident Fellow (The Brookings Institution). She spoke about why there are very few women in leadership positions and what are the barriers. She spoke about the discrimination, both overt and covert which adds to professional impediments. Further many women are satisfied in subordinate roles and sometimes they are reluctant to take up senior leadership positions due to hostility and non-cooperation by male colleagues, team members and their family. She mentioned about women leaders may have to build a strong support and network or teams of people across age-groups and expertise which would allow them to navigate through the gendered minefield.
Understanding the gender-climate at workplace
An online survey was conducted for staff and students to understand the gender climate/stereotype/perception at workplace.
· 24% (students) responded that their colleague or known person left PhD for family reasons.
· 25% (staff) and 34% (student) respondents did not report complaint against verbal or non-verbal harassment.
· 32% respondents feel that females are given academic housing responsibilities rather than decision-making institutional responsibilities.
· 26% respondents feel that there is gender disparity in funds or work allocation.
· 35% partially agreed that that women staff are judged as “likable/unlikable” and men are judged as “capable/incapable” during work allocation or other institutional responsibility.
· 67% respondents feel that childcare leave should be divided between both mother and father.