Intersectional Gender Equality for the Structural Transformation of Research Organizations

Abstract

Evolving from Gender Equality Plans (GEP) to inclusive Gender Equality Plans (iGEP) requires the incorporation of an intersectional approach capable of addressing complex and structural inequalities, attending not only to formal equality but also to the power relations that shape experiences within scientific organizations. Intersectionality, as an analytical and political framework, recognizes that gender does not operate in isolation but rather interacts with other social categories -such as ethnicity, class, age, disability or sexual orientation- producing overlapping and interdependent systems of discrimination and disadvantage. In Research Performing Organizations (RPOs), there is often a tension between the scarcity of systematic intersectional data – often caused by personal data protection policies – and the need for evidence to inform institutional policies and practices. However, these constraints cannot obviate persistent inequalities, even in environments that may seem homogeneous. Drawing on the experience of the Institute of Marine Science, this paper presents the various efforts made to obtain intersectional data and evidence of staff perceptions and experiences of discrimination and privilege related to their specific identities. The findings reveal diverse forms of exclusion, as well as dynamics of power, privilege and resistance that continue to shape organisational culture and affect the participation, recognition and career trajectories of specific groups. Addressing intersectional disadvantage requires both methodological sensitivity and ethical accountability.  The paper highlights the contextual nature of intersectionalities, repositions marginalised voices within institutional analysis, and reflects on the positionality of those leading the process. It recognises the limits of perspectives and imaginaries constructed from outside marginalised groups, emphasising the importance of reflexivity and validation. The results of this process, shared and collectively validated within the institution, provide the foundation for the formulation of a GEP+ reinforcing its legitimacy and institutional relevance. The iGEP articulates inclusive policies aimed not only at addressing discrimination and inequalities, but at fostering deep and sustainable structural and cultural transformation. Through this comprehensive and intersectional approach, the iGEP advances substantive equality within the ICM, moving beyond compliance towards structural change, enhanced inclusion, and the recognition of diverse identities and lived experiences across the organisation.