EQUALITY GUIdE - KU Leuven

128 Equality Guide
dents and postdoctoral students is gender-neutral, while there might be a preference for
men when succession is concerned. Three men could think of examples in which their
supervisors (m/f) wanted a male researcher. Among the women, less researchers (6)
think recruitment is gender-neutral. Three women think personal bonds are important,
irrespective of gender. Seven women think their departments prefer men. One of them
thinks women have to excel men in order to be selected, others think the fear of a
pregnancy and maternity leave makes supervisors recruit more men. Another woman
stated that it was very clear that men were put forward when it came to promotion.
One woman said that she was even discouraged to write an application. In addition, a
member of a committee reviewing her application, said to her: “So, Miss X., you want
to write a doctoral dissertation? Do you realize you won’t have the chance to have a
private life then? Are you comfortable with that?”
Half of the male researchers (8) we interviewed do not think men’s networks are larger
or more supportive. Two men said women are even more versed in building networks.
Six men think gender does play a role in that respect. Three of them believe
men create meaningful bonds after work whereas women are often excluded from
these informal networks. Teambuilding often takes place when women are looking
after their children, and the high proportion of men in formal networks affects the presence
of women in those networks. Another man thinks women prefer to go to an early
lecture at congresses to exploring the city at night with their colleagues. More women
(10) than men do not believe gender plays a role in developing a network or building a
reputation. Three of them think it depends on the gender ratio in their fields: two
women in a masculine field said they were more easily known, one woman in a highly
feminized domain added that the few men involved were quickly spotted. As many
women as men (6) think gender definitely plays a role in networking. Five women said
they only have half the time due to family commitments. One of them said she does
not meet up with other researchers after work when she is abroad. A last respondent
believes women have smaller egos and less self-confidence to make themselves known.
Four men realize it is necessary to search for support to be promoted, but do not look
forward to it. Ten men said they had never invoked contacts to enhance their chances.
One man has a small but very effective network that has led him to his current position.
Four women also said it is important to find support to advance a career, but are
not willing to play the game. They want to prove themselves through their work and
refuse to invoke their contacts in advancing their careers. Two women said they consulted
particular people to get support, but received the wrong advice, which eventually
led to the contrary.
5.5. Conclusions and recommendations
One of the main reasons to leave Ghent University for both women and men is the
work insecurity and short-term contracts. The heavy competition, obscure criteria,