ECSS2020: Informatics Europe Award Ceremony

ECSS2020: Informatics Europe Award Ceremony

we start now the award session of uh informatics europe the 2020 awards ceremony and we have each year we give two awards uh first one is best practices in education and actually this is the 10th anniversary this year of this award that started in 2011. [Music] and which is an award sponsored by by microsoft and then we have the minerva informatics equality award and again this year we have a a recurrence because it’s the fifth anniversary for his uh for this award which is sponsored by google and with these two awards we we try to improve uh research and education by recognizing the outstanding initiatives education and research in europe next slide please oh okay thanks franciscan so uh now we we we started the the ceremony for the best practice in education award which is uh sponsored by microsoft and then therefore i give the floor to elizabeth dinito uh from polytechnic the milano and also from board member and executive committee member of informatics europe which has been the chair of the award committee for for this award so elizabeth on the floor is yours yeah good afternoon everybody i’m very glad to be here presenting this education award which is sponsored also by microsoft and it is a let’s say a traditional award that we are having at informatics europe this year if you go to the next slide please uh this year the focus of uh the award is on lifelong education and talent gap in informatics so every year we choose a specific focus and this was the focus for this year here you see the award committee uh that was composed by ismael garcia varela martin mikhail colin monica landoni and gabriela marco everybody uh cooperated and and rigorously revised the submission and in the end we agreed on one winner and one honorable mention and so we are very proud to present you the winner and the honorable mention uh we are going to start with the vulnerable mention that goes to a turkish project if you go to the next slide please uh and uh these in english is called the we code in uh uh in uh uh i mean i i’ve been trying to re-arse and to learn the the right pronunciation for the turkish name and i have to say that i’m sure that i did not succeed but it should be something like called the new rules which essentially means we called so the emphasis here is in uh support in helping everybody to become a developer as far as i understand and uh so we are very proud of giving this honorable mention i i think that uh the uh the price uh the award holder uh i mean the honorable mention holder is here in individual room so can you want to just very briefly say hello to everyone yes hi everyone this is giljan from turkey very good to be with you today thank you so much for the award and elizabeth you pronounced it perfectly it is called virus as well so thank you so much for uh this award it is it is very great moment for us because when we started the calderas around three and a half years ago our goal was to really uh get an attention to turkey as a talent hub in technology with so much young population and talent so we are very proud that um just we get this award today so thank you so much uh for this organization and your great work thank you to you and so now we go to the award owners and this is a project uh that has been a is a master of id can you please change those slides thank you master of i.t in that has been developed by a group of university in denmark and so they get the award and in recognition of the outstanding educational initiative so i will give now the floor to the to our speaker uh who will be going to present the the master so uh between are you in line online yes i am thank you very much please hello for um before you can get started on your talk which we are very much looking forward to we just wanted to say a quick congratulations i’m also from our site from the informatics europe office we are glad to present you with the award plaque for the best practices and education award which you can see on the picture but it exists actually physically and we will send it to you via mail after the conference lovely so yeah congratulations and um yeah i’m happy to head over the word to you for your presentation just let me know whenever you want to switch to the slides lovely please switch to the first slide then well on behalf of old boy university and orbis university and the university of southern denmark and the coordination committee of the master of ig program i would like to thank the award committee and microsoft for the informatic europe’s 2020 best practice in education award my name is bettina longard and i’m head of the coordinating committee and on my side here is my good colleague associate professor henrikh barbara christensen and next slide please master in it is an educational cooperation between three universities in denmark offering a lifelong learning part-time master’s degree program for it professionals the purpose of the degree program is to help closing the digital talent gap by providing a dynamic portfolio of currently 30 courses of each 15 ects the master of it program is a part-time degree program which allowed students to do their full-time work simultaneously the content is based on the latest latest research which is of crucial importance the digital field is in a rapid and constant development therefore the program ensures that the research is transformed into usable knowledge then can be used directly in the student’s daily work next slide please the students they can compose the content of their individual education based on 30 courses the program offers some students only attend a few courses others around 20 percent takes a whole master degree and if you keep on studying actually we have more than we have some students who have the record around 10 courses for master degree the student choose a specialization in either software construction organization or interaction design and multimedia they can choose areas of interest among subjects as you can see on the slide such as i.t and information security data science digital transformation and much more as you can see next slide please between 2006 and up till this year more than 1800 it professionals from i.t businesses the public sector the industry the financial sector the health sector and the teaching community have attended one or more courses in the degree program in the field of i.t teaching i.t development i.t management i.t security and i.t implementation the program is among the top three of the 19 master programs there are in denmark with most students together with the master in public management and the mba our students mirror the it sector we do mostly have male students and we too have a challenge to get more women into i.t i look forward to the program tomorrow our students though are very experienced which our teachers appreciate because they get some great cases for their ordinary teaching and they use students to test their research last slide please the master of it program has a very high degree of satisfaction among our students instead of quoting my last slide here i would like to quote one of our students he’s called michael and he’s a senior system engineer at systematic one of denmark’s largest it companies and he says my biggest benefits must be that today i feel really good about working with secure software among other things i have become much stronger in asking the right questions about i.t security for a project and i know how to find the right knowledge if i encounter problems i do not know i dare say that systematic gained 120 from the fact that i took the secure software construction course i drawn my knowledge from the course every single day both when working on projects that specifically relate to security components and when it comes to very common projects where security should be a part of the general risk analysis for a project so thank you very much for the award the award is very important and highly appreciated recognition which will help us even more to gain more visibility and hopefully many more students and i really look forward to tell my colleagues and students the great news thank you thank you bethina for your presentation and congratulation for your prize okay and uh i i don’t know i think if there is uh we could take some questions if there is somebody that want to know more i guess yeah actually i do have a question while you’re reading also your proposal i was wondering uh so i noticed that you have a large number of uh students and you also mentioned that not not all of them take the whole program they can take part of it do you have uh do you provide the guidance to these uh to your students to and suggestions on which part is best treated for their uh for their given their initial skill and also uh what is the typical uh starting uh point in terms of skills that they have that the average student has when uh if this is possible maybe there is a very large variety of ingress let’s say skills in your case yeah to ask the first question first yes we do have guidance we both have guidance across the three universities helping them to choose subjects but we also supply guidance within the the institutes we’re providing courses so we have a lot of guidance for the students also on our website for for the education and the other question yes it is very different what background they come with for example when they read um software construction they can either come from a professional bachelor degree and they come both from the i.t communities iit businesses and and other businesses and then you have on on the end the software construction um people and on the other hand you have uh managers within it so they have very different background so we guide them if they need it but most of our students they know often what knowledge they want and they pick the courses where the knowledge is that they want either they want themselves or they need in their business many of them have this dialogue with their managers on what to choose as well yes does that answer questions have a clarification question if you allow yes um what is the admission pre-req do they need a bachelor’s degree or does the professional education suffice the the admission requirements are different uh regarding what you are studying so if you’re studying on our software construction you have a bachelor degree within software construction to reach those subjects on our other specialization we have other admissions requirements but the minimum admission requirements is that you have a bachelor degree and you have at least two years of work experience within the field that you’re studying okay yeah yeah and it’s a 60 credit program for getting the masters yeah it is okay thanks okay is there any more question maybe a question which is probably let’s say classical in this period uh do you have uh uh uh i i guess you you do you have online lectures uh were they part of your master or uh are they becoming part of it or you you do everything in presence how do you organize your classes in that respect 90 or 95 of our classes you you have physical meetings we do not have much online we’ve had a lot of dialogues with our students and their demands are very different for example henrik is is testing some of the online at the moment because some of our students in within the software construction area prefer online uh teaching but in our organization specialization they prefer to be there physically so they they don’t like online education so we’re trying to to um to make our education the way that our students like it so we are adapting but we have tested online teaching for many years but not much and we don’t have that great experience about it they like to meet because they like to talk to each other they like to learn from each other when they meet and they find that very difficult when they’re online but might change this it is changing it is changing a lot of stuff so i’ll see what happened in a few years thank you okay now thanks okay so i don’t see any further records for for uh question uh so once again uh congratulations to bettina for the prize and many thanks to the award committee for having worked for for us and now we can go to introduce the next prize which is uh the miner by informatics equity awards sponsored by google which as uh the the title says uh focused on improving equality in informatics education and this is the the fifth year of the prize and the the this year they trade of the award committee is gordana dodikovic sorry if i didn’t pronounce well your family name and gordana so the floor is yours to introduce the price thank you very much enrico you’re welcome it was a real pleasure to work uh with the award committee in this year’s mineiro informatics equality award as you can see behind me i have minerva and her all symbolizing wisdom and the female strength so we were working really very uh nicely in this committee and we we were united uh behind the decision we have got a lot of great help from leticia and christina but the the main work is in in the award committee which consisted of ivonna brandich from uh technical university wien sylvia elieva from sofia university dimtna osalivan from technical university duplin olof ube from university of oslo alexander celebranic from eindhoven university of technology so it was a great work and as i said we were united behind the decision so please the next slide will show our choice our our winner we have one winner and i’m happy to be able to present informatics europe 2020 minerva informatics equality award which will be presented to department of computer science university college of london in recognition of outstanding support for the transition of female phd and postdoctoral researchers into faculty positions so congratulations and the next slide will show your price thank you guandana and again also from the informatics your office a big congratulations for the award as you can see we have an award plague for you as well and we will send this play to you after the conference in due time i would like to hand over now the word to dr ivana drogniak to tell us more about their initiative and i hope that ivana is already with us as far as i can see she should be here and ivana also allowed you to control the screen so if you would like you can also accept this and take over the slides that would be great thank you so much can you hear me yes i can hear you very well excellent um so do i um yes how do i start the presentation do i uh you just uh the presentation is already going your slides are included and you can just continue with the next slide and then we should already see your presentation um so okay thank you so much well yes so so my name is uh even adrobnyek and i’m an associate professor representing computer science department from the university college london um and i would first like to thank the committee for giving us this award it’s a really really big honor and it’s a really big incentive for us to continue doing further work on gender equality so we worked hard to on promoting gender balance in our department and i think in this talk i’ll present some of the activities we made so we are a really large department um we have over 200 academic and research staff and over a thousand students we have very strong interdisciplinary research and we have we were talking the uk the 2014 research excellence framework 96 of our research is rated internationally excellent we also very strong in teaching and really have strong emphasis on innovation especially in bringing a research and rich teaching program um finally we do have and put lots of emphasis in work around our quality and diversity especially here i will show activities we have for addressing the gender balance so we have the whole kind of very elaborate structure for this we’ve been working on this for the last 10 years so we’ve kind of structured ourselves around five different aids which is the first one is arrive where we develop affinity for computer science in young girls aged from 9 to 18. aspire creates dreams so we showcase the female role models in computer science then in achieve activities we develop the skills for the students and for our junior staff to achieve their full potential in advanced activities we create pathways for career progression and finally in amplify we share best practices nationally and internationally so our whole committee sort of divided to address all of these different um uh areas of our strategy and so here um so we were very lucky and we were awarded um for our strategy several times over the last 10 years so we got the bronze award and two silver awards from the athenazone uk charter for gender equality in 2013 15 and 2020 and we were also awarded the first ever mineral award thank you very much for that it was in 2016 for advancing the careers of female faculty and this year we were awarded for supporting careers of our phd students and our postdoctoral researchers so in those in this talk i will focus on the activities that um are for that purpose so regardless um or of where we are in the world i think for us academics we all share some with similar experience in that the academic part is a little bit like climbing a mount everest i hope you all agree with that um so there are a number of different stations and to reach on that path going from being an undergraduate student to becoming a professor and so they’re all equally important but i guess the and they all have their own challenges however probably the hardest one of all is the transition from the post of a phd student and a postdoctoral researcher to a permanent faculty position so we’ve looked at this whole path line we’ve looked at the percentages of females and males on that path and we try to investigate whether this position affects more men or women and so you can see in this graph we mapped up all the different stages and what we found is that the women suffered more than men in this transition period with average percentage of females dropping by more than 10 percent um from the 23 percent that are in the ranks of students in postdocs to eleven percent that are amongst the faculty what we also found is that um because we looked at i apologize so we looked for some of the reasons for this difference and what we found which is quite interesting is that the age when this transition happens is early to late 30s which is a time when most women nowadays start having families so there are lots of different challenges in that period of a woman’s life and you know some of these are you know child care responsibilities work-life balance um no perspective of stability which is sometimes the um what how it feels in academia too many and possibly an atmosphere which does not easily accommodate for family planning so hence to address these challenges what we have created are some additional steps in that transitional period and for these steps we’ve included also plenty of support so first of all we encourage and support our post docs and our phd students to apply for external independent fellowships such as living food trust or epss or marie curie we created for that purpose a specialized workshop series and the train the students and the staff of how to get the fellowships we provide help with preparing applications we are very hands-on we do frequent follow-ups and prepare them both for applications and for interviews and we always have very successful uh fellows and faculty members present in these workshop series and secondly we’ve also created a special scheme which then chooses the most academically gifted from these fellows um and offers them a position of prolactic lecture so this position was created at that kind of intermediate step and it’s a position which uh automatically becomes an assistant professor position once the fellowship has ended so this scheme is open to both men and women however we find that women especially opt for it because of the feeling of stability that this palette relationship comes with and the scheme itself although it started 2012 and very soon very soon like two or three years after they started we could see a strong impact it was starting to make in the percentage of our female faculty uh we’ve also created a new promotion model so before 2014 the staff used to put themselves forward for promotion however we found that lots of our female members of staff tend to wait longer so they would try to wait until they feel they are ready for promotion while men and average uh waited less so we in 2014 introduced the most promotion model in which every member of staff is automatically considered for promotion every year so their cvs are evaluated and then they get the feedback uh every year so this new promotion model benefited both men and women and increased the percentage of both however it impacted uh much more the the women percentages so and which rose from eight percent to 28 percent of eligible women and now the both men and women percentage of promotion are equal so fourthly we’ve also worked to provide very good family support we introduced a special research award which was uh automatically awarded to the staff that comes back from maternity leave so this is 10 000 pounds that can be spent for any type of research that the staff needs in order to speed them up with their research we also have emergency child care so when you need to attend conference a meeting we avoid this very quickly um to um male or female members of our staff we have a nursery office on site and in our meetings we uh our meetings are often attended by babies i mean numerous occasions i brought my children to work and they were being looked after by students or just with me in the meetings we also encourage flexible and homeworking and we schedule our seminars and meetings in the core work times between 10 a.m and 4 p.m also very very important point which we try to encourage is that our leading figures especially our head of the department they kind of always there to provide encouragement and they give personal examples for work-life balance and i feel this is invaluable to other members more junior members of staff fifthly we apologies there is a another one here so 50 organized social events for women in computer science um and we are aware that many different organizations organize social events and but what we’ve done that is kind of special for ours is that we make sure that the invitations are personal um that goes a long way it makes a big difference for them being rather than being sent like from auto generated emails or from the secretary um we also um all of our uh leading faculty female members are present um and this is also quite invaluable for our younger members of staff who so that the mix between the postdocs the phd students and the very senior professors it’s all happening there why we are celebrating successes both work and personal where we introduce new members and we have fun we also invite external prominent female role models for example we once invited a very famous american scientist computer scientist maya matarich who was a winner of the anita borg award and the presidential award for mentoring instead just for tea and she came and that was really wonderful we also showcase our female role models so in addition to the socials they are visible in our websites in our lecture theaters and in our newsletters and finally our equality and diversity chair sits on all of our leading decision-making meetings in the department so this includes the leadership and promotion committee so that way we are able to challenge biases that sometimes presence in choices that are based on old models or opinions so this all led to a very kind of steady increase in the percent of our female faculties so from 11 in 2010 when we just started to 21 in 2018. so this is um 8 higher than the russell group university’s average and we are very proud of this achievement so if you remember i showed some data from 2010 and we’re looking back at that data and when we compare the data than we have in 2018 we can see that apologies we can see that there is a very big gap and there’s all of the different parts on our on the academic path had an increased female percentage number however what is really important is that gap between the phd position and a postdoc position and the faculty position has greatly reduced i will switch back between these laws lies just a few times so that you can see the how what is the considerable impact that our actions have made um so i think that this success and the impact that we made wouldn’t have been possible just by these activities i think it is really important and i will here show just the three essential ingredients that we had to support what we have done so the first one was that we had a top-down motivation like from the government from the higher body so in our case um this is the athena stone charter so the thinnest one charter provided a structural framework for all of this development and it made an impact across the whole of uk for many other universities in the uk so the second one is that we’ve had really dedicated and really personally invested leaders so our two head of the department stephen john sat on almost all committee meetings and our leading female professors came to even the smallest social event i mean that was um absolutely invaluable and finally um we had the most dedicated brilliant committee over the last 10 years with representatives from the whole academic path line and with strong support from the professional services team i think without all of them i think this award would not be possible and i would like to thank all of them and i would like to thank you for this honor thank you thanks a lot ivana for your presentation and thanks for your very very good project i mean the number you have shown this uh almost doubling of the percentage of female participation is almost unbelievable i mean but we we believe because it’s there and and you know and it’s clearly a a proof that things can be done requires time because you it took 10 years for you to do this so it requires time so we have to trust in in the fact that the strategy is good and the direction is good and it requires commitment from the highest level of of the organization otherwise it will it will not happen but it can be done so this is a very good example and we are happy to have recognized it giving you the the award uh uh so i will now leave the floor to question uh if there is any i have a question uh and that is about how much more work do you need if you yearly evaluate everybody for promotion yes that’s a it’s a very challenging thing to do and we have because we in in our department we have a very strong appraisal process so we in preparation for submitting a cv for promotion committee we have a step of appraisal where each member of the staff discusses their cv with the senior member of the faculty and in that process already the senior member of the faculty is aware of the person and aware of all the characteristics so when the kind of promotion committee happens the senior members of the faculty are able to sometimes summarize or sometimes emphasize some of the key points we also sometimes this commit is divided into smaller groups and each different groups looks at the different number of the cvs so we use them a range of different strategies for that but it is something that we constantly have to reevaluate because our professors are full of lots of different responsibilities and going into the details of every cv is quite challenging so usually it is one or two characteristics that are kind of important and essential for a person to have as a feedback uh rather than you know feedback that is broken down for every single element um on the cv but usually that one or two characteristics are usually sufficient for the person to work continue further thank you eva okay um is there any more remark or question yes so i mean it’s really amazing what your department has done uh i’m very very impressed and really happy that the department has done all this but i can imagine it’s very daunting for a department that hasn’t taken on any of these actions or activities yet where should we start what’s the first thing we should do in order to get some sort of initial gains to make us more uh responsive now receptive to the other actions that we could take um thank you it’s a really really good question i think probably the one of the most fundamental questions so we were very lucky with that because we had the athena swan equality charter and i think that’s top down in motivation from the government and having something set up that is higher than the universities itself makes it much easier so the athena swan charter kind of works for all of the universities across the uk and they encourage departments to apply for awards and what’s really important is that now even the funding bodies in the uk require departments and universities to have at least a bronze award so that kind of in a way like the funding and the money sources are now very connected to this framework so those two are very strong incentives so we were lucky to have them and so we were then then it was possible for us then the department and university has an incentive to invest in these committees then the leaders become much more invested um and so by the time it comes to the committee and all those motivated people you know there’s a kind of path that there is to follow so it is easier so i would recommend for for for you who may be to maybe look and work together in trying to find a more um wider initiatives that to join wider initiatives or to have universities commit to wider initiatives in parallel to the work that you can do as kind of just on the ground the committee itself i think that both approaches top and bottom are extremely important and for example minerva informatics award is really important it’s really great to be able to just share these experiences because then um it’s just another way of showing that it’s very important to have that top-down support uh to go also like the committee that there is at the moment the european one from gender and quality i think those are all very good initiatives that need to happen for this just to be embraced by the society okay so i think we are now to the end of this session so thanks again to and congratulations to to ivana and to ucl for for the prize and uh thanks to the entire award committee for having worked for us in identifying the the ordeal and before going to the break there should be okay please remember that um we have also a page whose link is in the chat box a page with the member spotlights where we have put the information from our members that uh want to to to to point to various initiatives that they are organizing all around europe and um so have a look at this page whose who links you you find there and then we meet again at uh 3 o’clock for the informatic europe’s special session which will be actually two two sessions the first one dialogue with members so we will be speaking with you our members but not only members are invited i mean this is an open an open session and please come maybe you will become member after having seen how interesting our our activities and the the second part of this session so the second session the final one of this afternoon will be the general assembly where we will take some uh the formal decision which we take in every assembly so ever have a nice coffee break and see you again at three o’clock sean thank you
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ECSS2020: Informatics Europe Award Ceremony

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