Gender in Research


Gender equality is a central theme underlying European and National Research and Innovation policy. Three objectives which underpin gender equality as it influences research and innovation policy include:


  • Fostering equality in scientific careers
  • Ensuring gender balance in decision-making processes and bodies
  • Integrating the gender dimension in research and innovation content, i.e. taking into account the biological characteristics and the social features of women and men.


While there are research projects in which biological sex and/or gender may not be relevant in terms of the research content, it is well established that integrating the gender dimension in research and innovation helps improve the scientific quality. Not integrating sex and gender analysis into all phases of your project (design, implementation, evaluation and dissemination) and clearly defining this in your funding applications, can lead to not being selected at review and evaluation stage. In fact, considering this element in your research may even highlight some interesting avenues for your research and make your research more applicable to a wider portion of the population and society at large, thus far more impactful.



The Athena Swan Charter

In 2019, MTU Cork Campus was awarded the Bronze Athena SWAN Award athenaswan  

The award recognises that the university has a solid foundation for eliminating gender bias and developing an inclusive culture that values all staff. MTU has been proactive in its efforts to progress in adopting the Athena SWAN principles.  

The Athena SWAN Charter was launched in Ireland in 2015 and is a major national initiative supported by the Higher Education Authority. It was established with the aim to encourage and recognise commitment to advancing the careers of women in higher education and research in the fields of science, technology, engineering, maths and medicine (STEMM) employment. Since its origin the Charter has expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), in professional and support roles, and for trans staff and students. The Charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.

 MTU is committed to equality of opportunity for all its staff and students and promotes a culture of inclusivity and diversity. In MTU’s Strategic Plan, inclusivity is specifically listed as the first of five core values whereby: 



‘We strive to support and nurture inclusivity, diversity and equality, recognising the value they have to the future of our students, staff and the wider community’. 


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