Opportunity Insights’ Post

The application cycle for the 2024 Diversity and Inclusion Advancing Research Grants for Early-Career Scholars is open! The deadline to submit your application is May 6, 2024! The APSA Diversity and Inclusion Advancing Research Grants provide support for the advancement of early-career political science scholars from historically underrepresented backgrounds and minoritized groups, or those whose research aims to broaden participation in political science and focuses on issues affecting underrepresented racial and ethnic groups or issues of tribal sovereignty and governance.  The Spring application cycle awards early-career scholars whose research areas focus on one or more of specific target research areas: ‣ racial and social justice ‣ systemic racism, inequality and inequity ‣ gender, sexuality and politics ‣ LGBTQ+ politics ‣ accessibility politics ‣ qualitative, quantitative, interpretive, or mixed methodological approaches are also welcome Learn more about award details and eligibility requirements using the link below: https://lnkd.in/em5rChBk #APSA #politicalscience #research #grants #diversity #inclusion

The annual Conference of Research Careers organized by the European Commission was held last November 26, in Brussels. The conference gathered researchers, professionals, stakeholders' representatives and policymakers to discuss the latest policy developments on research careers. This year, the annual conference focused on the next policy agenda of the European Research Area for 2025-2027. Strengthening Research Careers, Gender Equality and Inclusiveness and Research Assessment are key areas for future policy. Professor Manuel Heitor, Chair of the High-level Group also presented the experts’ latest report ‘Align, Act, Accelerate’, which outlines 12 strategic recommendations for the upcoming Framework Programme 10 (FP10). Key highlights from the report include: - Doubling the FP10 budget to at least €220 billion, ensuring robust funding for European research and innovation. - Establishing two new councils: the Industrial Competitiveness and Technology Council and the Societal Challenges Council. - Expanding flagship programmes as the Marie Skłodowska-Curie Actions (MSCA) and the European Research Council (ERC) to support more researchers and groundbreaking projects. - Launching a new initiative, “Choose Europe”, a co-funding mechanism aimed at enhancing opportunities for postdoctoral researchers. This scheme will pilot in 2025, using MSCA co-funded projects hosting postdoctoral fellows. The pilot proposes extending fellowships by 2–3 years (for a total of 4–6 years) under MSCA conditions and rates, provided institutions commit to offering longer-term job opportunities.    - The morning presentations are available via the livestream: https://lnkd.in/dEqdhvSw  

Two months and nearly 270 responses later, it’s time for 𝙑𝙚𝙧𝙨𝙞𝙤𝙣 2 of the 𝗙𝗶𝗿𝘀𝘁 𝗣𝗼𝘀𝘁-𝗣𝗵𝗗 𝗔𝗹𝘁-𝗔𝗰 𝗝𝗼𝗯𝘀—𝗦𝗮𝗹𝗮𝗿𝘆 𝗗𝗮𝘁𝗮𝗯𝗮𝘀𝗲 🥳🥳 I have really enjoyed seeing the database grow, and it makes me so happy whenever I see comments telling me how helpful they are finding the resource! I have also been listening to your feedback and requests. For this iteration I decided to incorporate the most commonly requested items: 💃🏻 𝘔𝘦𝘮𝘣𝘦𝘳𝘴𝘩𝘪𝘱 𝘪𝘯 𝘮𝘪𝘯𝘰𝘳𝘪𝘵𝘺 𝘨𝘳𝘰𝘶𝘱𝘴 (𝘦.𝘨., 𝘨𝘦𝘯𝘥𝘦𝘳) 𝘵𝘩𝘢𝘵 𝘵𝘦𝘯𝘥 𝘵𝘰 𝘢𝘧𝘧𝘦𝘤𝘵 𝘱𝘢𝘺 𝘦𝘲𝘶𝘢𝘭𝘪𝘵𝘺 🌎 𝘙𝘦𝘨𝘪𝘰𝘯𝘴 𝘰𝘶𝘵𝘴𝘪𝘥𝘦 𝘰𝘧 𝘵𝘩𝘦 𝘜𝘚 💰 𝘚𝘶𝘣𝘴𝘦𝘲𝘶𝘦𝘯𝘵 𝘴𝘢𝘭𝘢𝘳𝘪𝘦𝘴 So if you haven’t yet filled it out—please do! You can do so here: https://lnkd.in/giiEhkmh 🤗 If you already have and want to provide the additional datapoints—leave me a note in the Comments section and I’ll do my best to match and remove redundancies! (You can always DM me too—I’ll keep it confidential 😌) Link to the database is in the comments 👇 #phdtoindustry #phdsalaries #jobseeking

Kezia Olive, G-Versity early stage researcher, also published a few other contributions concerning her research area on our #Blog. You can find them listed below 👇 #1: My “Re-Imagination”: How I Was Challenged as a Researcher through My Secondment "I had no idea what I was signing up for when I joined a project by Portia Ltd (our non-academic partner organization) in developing a workshop as part of my G-VERSITY training. PORTIA is a non-profit organization focusing to advance understanding of gender issues in science, in participation, in organizational practices, and in science knowledge – so I just thought that I’d like to work with them to learn something about how research is translated into policy. Moreover, since this placement is part of my academic training, I thought that means I would do a lot of reading, and maybe work with some data and present them or something along those lines. Yet, Dr. Claartje Vinkenburg and Dr. Elizabeth Pollitzer from PORTIA took me in as a response to my interest and opened the backstage door for me to a whole new experience..." https://lnkd.in/dWvVddfi #2: Planning a Career or Where Do I Go from Here? "Even though I am only at the end of the ... semester of my doctoral degree, I wonder a lot about how my career will develop. I am somehow constantly reflecting on whether I want to stay in #academia or consider other #career #opportunities, and also borderline anxious about deciding on what opportunities and skills I should invest in and how I can come to the right decision.  Should I think more about my skillset? My trajectory so far? The current visible opportunities, challenges and competition? Should I compare my progress with other PhD students? How do you make this kind of decision?" https://lnkd.in/dGA3nEM4 #3: Reflecting on Expectancy Value Theory for My Career Decisions "Can the #theoretical #framework that I have been using in my #research help me think more wisely about my next #career step? I really like the Situated #ExpectancyValueTheory (#SEVT for short) by Jacque Eccles and colleagues because this framework seems to explicitly consider not only individual’s personal characteristics, but also the complexity of other sources of information in shaping choices and decisions – which had been helpful for my work in exploring #gendered #pathways of #students. As I have been reading and pondering extensively over the past two (almost three) years on the Expectancy Value Theory to guide my research, I realized I could perhaps use it to reflect on my own career options too..." https://lnkd.in/dax3JV7t

The second intern in our #InternSpotlight is Daphne Hoang. Daphne is entering her junior year at the University of Chicago, double majoring in Human Rights and Gender & Sexuality Studies. She is excited to be doing a research project on the impact of dams along the Mekong River, as a part of the Feminist Roadmap for Sustainable Peace and Planet project, and also to be part of the social media, web launch, and “accuracy, tagging and relevancy” teams during her internship at the Consortium. Some of her passions are reproductive justice, the sex work industry, sexual health, political feminist movements, and transitional justice, with a focus on South East Asia and her home country - Vietnam. #ReproductiveJustice #SexualHealth #TransitionalJustice

In my recent job search (that continues), a couple of employers have asked my thoughts on diversity, equity, and inclusion. Today I want to share some of that with you. Although I've written extensively on my personal blog, my experience on college campuses points to a few practices in the right direction of addressing DEI. First, addressing diversity and equity always begins with oneself. Do we have awareness of what we bring to the institution? Who are we and what informs the way I think, understand, and view the world? I am a middle class, white, cisgender, able-bodied, (mostly) neurotypical male with a graduate degree. I am also father to an autistic young person with a developmental disability. My mother came out as gay in her forties. All this informs the way I think, understand, and view the world. Second, addressing diversity and equity requires us to look at the data. And make that data more accessible to everyone across campus. When I reviewed on the online learning data a few years ago I was dumbfounded at the inequity in this modality. Action begins with understanding the data. Third, faculty hiring is where real institutional change can occur. Can we can transform the job announcement and the interview experience to create an employee base that is diverse, inclusive, and equity-minded? Four, we can turn to those voices on campus who have experience and knowledge of diversity and equity issues. Can we spend the time just listening when others are speaking up? More importantly, do we believe the lived experiences of others? I am grateful this journey began for me in the early 90s as a young man living in San Francisco. And yet, even with 30-years of trainings, workshops, conferences, and personal work on DEI, I will definitely continue to have misunderstanding. But I remain teachable and willing to learn more both externally and internally. #dei #diversityequityinclusion #highereducation #diversity

A Decade Journey of a Woman in a Man's World: Happy Women's Day, Week, Month, and Year - 2024 ! (I took some time to reflect & write). As you might know, (and as I comment many times addressing violence against women), I began my student internship in 1998, working on issues of violence against women. Then, I aided women who were both victims and offenders and worked with criminal justice stakeholders. Finally, I worked with male offenders to promote nonviolence, peace, and secure societies in my little world of operations while teaching Criminology. Undoubtedly, the journey was challenging for its own reasons. Indeed, it was also a test of personal conviction to live without the tag of man. Living as an independent woman, making everyday personal and professional choices was an experiment worth undertaking. I discovered my strengths when I lived independently. Of course, I was true to my journey ! I uncovered many layers of inequality and inequity that exist in our societies. With utmost caution and care, I navigated each layer as delicately as possible. The journey enabled me to discover and recognize my strengths and weaknesses through wisdom and experience. Indeed, every man and woman should try living independently for some time, and especially attempt to understand each other's perspectives, to truly empathize. We can create a humane world when we respect and care for each other while understanding intricate existential differences. Men and women complement each other, not rival ideologies. We can be more sensitive towards each other and towards the third gender as well. #Happywomensday & Women's Movement 2024.

It's banal to say that "people are the most important part of our organisation"; it's less common to demonstrably try and live by this principle. Since the beginning over 10 years ago, at Data-Pop Alliance we have strived to provide opportunities to young dedicated graduates to show their potential as (paid) interns or junior officers and grow within the organisation. Most 'senior' team members including all current Program Directors started as interns or project officers 4 to 8 years ago (the majority of them women in a field typically dominated by men). With and through this "Employee Spotlight" series, we don't want to be self-serving; we want to recognise the work and achievements of some of these young(er) team members and giving them an opportunity to discuss their motivation, background, and interests. This edition features Amanda Quitério de Gois, Letícia Hora, and Bárbara Battistotti, all from Brazil 🇧🇷, who focus on 'Data Feminism' and 'Technology and Democracy' and have quickly become important members of the team. A famous French demographer once wrote "il n'est de richesse que d'hommes"; what he meant exactly has been debated, but I've made this quote one of my favorites--to mean that an organisation is as good as the people who make it up and how it treats them. We don't do everything well; we don't provide great salaries or benefits; we have faced major bumps and storms over the years. But the immense majority of team members has stuck with us through them and goes above and beyond to 'make a difference'. When they face bumps and storms, we do all we can to stick with them. I refuse the notion of a wall between the 'personal' and the 'professional'. This is for toreros and mafiosos. It does *not* mean, obviously, that we don't have private lives or can throw tantrums in meetings when we're tired or stressed. It doesn't mean we are 'a family'. It means that we live by the same values and principles in both our personal and professional lives and are sensitive to contexts and moments. Being sensible, truthful, caring about one's work or co-worker or work partners ins't being professional, it's being respectable. If this series and the trajectories and words of Amanda, Letícia and Bárbara can inspire anyone and trigger reflexions and connections, it'll already be a good outcome. (and thanks Ivette Yañez Soria and Anthony Deen!)

Are you seeking a PhD or Masters of Research opportunity. I have an exciting project that is now recruiting. This is open to anyone who is Indigenous, queer, or an awesome ally/accomplice ready to do some fabulous and important work. The ‘Walking my Path: NSW Indigenous LGBTIQ+ peoples experiences and aspirations’ linkage project is now recruiting and offering a a tax-free stipend of $32,192 p/a per annum for up to 3.5 years. Rates for stipend differs for Masters of Research students, and for Indigenous students. The PhD (or Masters) candidate will carry out independent research into any topic related to the broader project as negotiated with the research team. Topics might include, but are not limited to; education, employment, care giving and/or parenting, partnering and intimate relationships, community care, kinship structures, identity. Please note you do not need to be Sydney based, however this opportunity is only open to domestic students. Please share with anyone who you think might be interested. Email me if you have any questions or intend on applying: corrinne.sullivan@westernsydney.edu.au All information including how to apply can be found in the link below. #indigenous #lgbtqcommunity #lgbtqi #lgbtiq #lgbtq #lgbtqrights #lgbtiqa #queer #queercommunity #aboriginal #aboriginalculture #indigenousknowledge #employment #partners #highereducation #education #housing #relationships #parenting

Are you currently working in research—or have you explored a research career in the past but decided to leave? We want to hear from you! I’m part of the PATHWAYS Project, which aims to uncover the reasons behind career choices in research in Ireland. We’re exploring critical questions about gender equity, career trajectories, and why early-career female researchers leave research roles at higher rates than their male counterparts. Your insights can make a difference. Whether you’re in academia, industry, or another field, we want to know: Where are you now? How did you get there? What has influenced your decision to stay in or leave research? By participating, you’ll contribute to the first national dataset that captures gender differences in research—a vital step toward creating meaningful, systemic change. The survey takes just 15 minutes to complete, but the insights you share will have a lasting impact. 📢 Follow the link to take part: https://lnkd.in/e9ZbZ-QC Your voice matters. Thank you for helping us shape a more inclusive future for research careers.