First Gender Equality Plan of CFM

At CFM we are betting on a future full of diversity and based on equal opportunities as the only possible way forward.

With this motto, and within the great objectives of corporate social responsibility and work ethics that we set ourselves in our centre, CFM has assumed the responsibility for alleviating gender inequality, and has shown its commitment by designing the first Gender Equality Plan (GEP) , which was born with the vocation to respond and denounce a real problem that we suffer in each and every one of the areas of our society.

Implementation Report 2021-2022 Implementation Report 2020-2021 Gender Equality Plan DIAGNOSIS REPORT

resources generated in the plan

first decalogue on inclusive use of language at CFM Unconscious bias in hiring and promotion processes Analisis of the hiring processes at CFM


At CFM we are actively working to create a healthy work environment for everyone at all levels. We are sincerely concerned about the well-being of our staff, especially those at the earlier stages of their careers.

To be able to make a diagnosis of the situation and level of satisfaction of PhD candidates at CFM regarding mental health and work/life balance, in 2022 we launched an anonymous survey, the results of which can be seen below.

Mental health and work/life balance PhD Survey at CFM First analysis of the Mental health and work/life balance PhD Survey at CFM

Harassment protocol


Or talk directly with the personal counselors: Gabriel Molina Terriza and/or Idoia Mugica Mendiola

Your privacy and anonymity will be fully guaranteed 

The Protocol in a poster
The Protocol in a poster


At CFM we expect everyone to follow this simple set of ground rules

Good practices in a poster
Good practices in a poster

Gender equality at CSIC

III Gender Equality Plan of CSIC Equality at CSIC

Actions in place

While the CFM GEP was officially launched in 2020, a series of specific actions to be addressed in the short term are already identified and have been already put in place. The aim of those is, among other things, to inform and carry out activities to raise awareness of gender issues among the entire center’s staff, as well as to the general public, and to encourage scientific vocations of young women.

  • Organization of the International Day of Women and Girls in Science
  • “Science by women” and “Learn Africa”programs with Women for Africa fundation and Gipuzkoa coopera
  • Ensuring the representation of 50% of women in all the dissemination lectures organized by CFM.
  • Encouraging women researchers to participate in the different dissemination programs, especially those aimed at children, families and young people. The list of activities in this line includes visits by schoolchildren to the center, the “Zientzia Azoka- Elhuyar” project and the “A life in science” congress at the Eureka! Science museum, among others.
  • Using the CFM social media to highlight the research results of the women scientists working at CFM.
  • Promoting other initiatives that share the fundamental contributions of women in science, such as “Women with Science” by Marta Macho (Chair in Scientific Culture)

Gender Equality Committee

The plan is the final result of a great effort, mostly assumed by the Gender Equality Committee (GEC), with the technical advisory service on gender issues from the Elhuyar Foundation.

The current GEC is composed by:

Daniel Sánchez-Portal (Director and Plan’s Responsible)
Idoia Mugica Mendiola (Coordinator and personal counselor)

Arantza Iturrioz Ezeiza

Elixabet Sarasketa Zabala

Nerea Zabala Unzalu

Gabriel Molina Terriza (Personal counselor)

Ester Verde Sesto

Divy Joti

Isabel Pascual Robledo

Former members of the GEC are:

Cristina Mier González

Sara Barja

Cristina Sanz

Javier Aizpurua

Alberto Sainz de Murieta

History and future

In 2017, the design and implementation of this specific Gender Equality Plan was proposed for the center, which finally materialized in 2019, with the support of the services offered by “Elhuyar Aholkularitza”.

The development and implementation of the GEP included four (4) stages:

1.Analysis stage (2018-2019 completed)

This stage included the collection of center data disaggregated by sex, with the aim of making a critical evaluation of the procedures and practices for the recruitment of staff, support for maternity and paternity leave, etc., and detecting possible gender inequalities and prejudices in the criteria, if any.

2.Planning stage (2019 completed)

For the definition of the improvement objectives, and the actions and measures to achieve within the established deadlines, as well as the CFM staff responsible for implementing and monitoring them. An equality commission was set up to carry out this stage.

3.Implementation stage (2020-2024)

In which improvement activities will be implemented and dissemination activities will be carried out, in order to expand gradually the commitment of all to gender equality.

4.Monitoring phase

In which the implementation process will be regularly evaluated The results of the monitoring exercises will allow for reorientation, if necessary, of the improvement actions set out in Stage 2, so that the results of the GEP can be optimized.

In mid-2018, the initial phase of the design of the CFM GEP began, which corresponds to the pre-diagnosis of the center’s gender situation. In 2019, a gender equality committee was established at the center, made up of researchers, relevant administrative personnel, and the management team. This committee, accompanied and advised at all times by the techniques of Elhuyar aholkularitza, worked on the evaluation of data from the CFM, obtained from the surveys carried out and the extensive work of compiling indicators and documentation carried out in CFM.Throughout 2019, the GEP was shaped as a specific and exclusive plan of CFM, which reflects the general situation, and brings together all the commitments, actions and will of CFM to cover gender equality in our institution in all its breadth. At the beginning of 2020, after assuming the changes in the management team, the gender commission was re-es-tablished and will be responsible of launching and implementing this plan in the period 2020-2024.

External Resources