The Federal Act on University Funding of 1999 introduced so-called "project-tied funding", a new form of financial assistance aimed at supporting joint cantonal and federal concerns of national significance. Projects were selected by the Swiss University Conference. The Federal Programme "Equal Opportunities for Women and Men" was launched in the year 2000.
The programme was conceived from a national perspective and included three coordinated measures modules pursuing overarching goals. It is one of the most important steps taken to date for ensuring equal opportunities at Swiss universities.
Module 1 – Financial Incentives for Appointing Female
Whereas Module 1 measures were regarded as controversial ("per capita premium"), they made the issue of "transparent, gender-sensitive appointment processes" visible within higher education policy making. The resulting "ranking" stimulated competition among Switzerland’s universities. New appointments and the overall share of female professors are still surveyed on an annual basis.
- Survey results 2011/2012 (in German)
- Total Female Professors per University (Diagramme) (in German)
- Survey results 2010/2011 (in German)
- Reemployment per faculty (Diagramme) (in German)
Total Female Professors per University (Diagramme) (in German)
- Survey results 2009/2010 (in German)
- Survey results 2008/2009 (in German)
- Survey results 2007/2008 (in German)
Module 2 - Talent Advancement Projects
Talent advancement projects extend from subject- and target-group-specific one-to-one monitoring through peer mentoring, special mentoring in the field of medicine to gender-awareness-raising courses and lecture series, information databases, and information days for high school students at mathematics and science departments.
Mentoring projects in individual universities
- Basel: (in German/French) - Abstract
- Basel: step! - Abstract (in German/French)
- Basel: Mentoring Medizin / Erleichterung von Teilzeitarbeit - Abstract (in German/French)
- Berne: Mentoring Gender - Abstract (in German/French)
- Berne: WISO-Mentoring - Abstract (in German/French)
- USI: Carriere accademiche al femminile - Abstract (in German/French)
- Zurich: Akademische Nachwuchsförderung für Mediziner/innen - Abstract (in German)
- Zurich: Fakultäres Mentoring 2001/11, 2012/13 - Abstract (in German/French)
- Berne and Zurich: VetMent - Abstract (in German)
- Fribourg: Réseau romand - Abstract (in German/French)
- Lausanne: StartingDoc - Abstract (in German/French)
- Lucerne: Mentoring Deutschschweiz - Abstract (in German/French)
- Neuchâtel: Plateforme Relève - Abstract (in German/French)
- St Gallen: Netz+ HSG Women - Abstract (in German/French)
- Zurich: Fokus Laufbahn - Abstract (in German/French)
Lecture programmes and talks
Measures for Talent Advancement
- Geneva: Subside Tremplin UniGE - Abstract (in German/French)
- Geneva : Excellentes, vous avez dit excellentes? - Abstract (in German/French)
- Lucerne: SpeedUp@UniL - Abstract (in German/French)
- Neuchâtel: Subside Tremplin UniNE - Abstract (in German/French)
Information about Module 2
- Synoptic table Projects 2012 (in German)
- Synoptic table Accepted Projects (2008-2011, 1st call) (in German)
- Abstracts Projects Module 2 (2008-2011, 1st call) (in German/French)
- Abstracts Projects Module 2 (2008-2011, 2nd call) (in German/French)
Module 3 - Balancing Career and Family Life in Academia
In recent years, childcare facilities have been established and expanded at all Swiss universities. Flexible childcare provision (in the case of illness, meetings, congresses) and holiday- and lunchtime provision for school-age children of university staff have also been established.
Module 3 - "Dual Career Couples" (DCC) (from 2008)
"Dual Career Couples" (DCC) are defined as couples holding higher, mostly academic qualifications and whose careers move along an upward trajectory. A far greater number of female academics live in DCC partnerships than their male peers. In view of the increasing lack of qualified scientists, it is more and more important to establish good conditions for recruiting and retaining highly qualified staff.
Highly qualified researchers are a success factor for every university. Universities become more attractive as employers if they can demonstrate that the needs of partners are taken into account in negotiating the terms and conditions of employment. DCC-friendly staff policy makes a general contribution to strengthening Switzerland as an attractive research location.
DDC measures will be continued, as required, within the university action plans drawn up for the period the 2013–2016 .