Feminist Strike Day- Equal Opportunities within the NCCR DFAB

14 June is Feminist Strike Day in Switzerland. All the more reason to take a closer look at the NCCR DFAB’s Equal Opportunities programme. Since the launch of the NCCR DFAB in 2014, this programme has aimed to increase the number of women at all levels of research and support all genders in maintaining a strong and equally supportive work-life balance.

The responsible Equality Officer, Kaitlin McNally, gives an insight into gender relations within the NCCR DFAB and shows how FLINTA individuals in STEM are supported from an institutional perspective.

The acronym FLINTA stands for: female, lesbian, inter, non-binary, trans and agender people

Every year thousands of FLINTA march on the streets of Swiss cities to draw attention to issues related to gender equality and women's rights. Photo by Keystone.

Kaitlin, what tools does the Swiss National Science Foundation have at its disposal to ensure that gender is taken into account when hiring research staff?

The SNSF has developed a strong gender equality policy, supported by concrete action plans with clear goals. Plus, their regular monitoring of gender-disaggregated data helps us see where progress is happening and where the gaps still remain. By endorsing the DORA principles, the SNSF encourages more qualitative evaluations, moving away from narrow metrics that can disadvantage women—especially those who have taken career breaks. The unconscious bias training for evaluation panels is another important step in creating fairer outcomes. The push for gender-balanced panels is also a strong signal; while they don’t use strict quotas, the targets they have set do help shift the culture. And the family support measures—like part-time options, maternity leave extensions, and childcare support—are key for making academic careers more inclusive.

That said, I think there’s still room to go further—particularly in addressing the deeper structural issues that affect long-term retention and advancement for women in academia. The foundations are there, but continued commitment, exploration of the challenges, and accountability will be essential.

How does ETH Zurich, as the home institution of the NCCR DFAB, support gender equality initiatives?

ETH Zurich provides a strong framework for supporting gender equality initiatives within the NCCR Digital Fabrication. Their Gender Action Plan, introduced in 2014, outlines clear goals and assigns responsibilities to promote gender balance across all levels of academia. This plan encompasses various measures, including mentoring programs, career development opportunities, and efforts to integrate gender perspectives into research and teaching.

The university's commitment is further demonstrated through the ETH Diversity office, which offers resources and support to foster an inclusive environment. They conduct annual Equality Monitoring to assess progress and identify areas for improvement, ensuring transparency and accountability in their efforts. For those interested in exploring ETH’s broader efforts, the Women at ETH page is a valuable resource, consolidating various initiatives and support structures.

Is there a specific programme which you want to highlight?

Importantly, these institutional efforts now align with the ETH Domain’s newly launched Diversity, Equity and Inclusion (DEI) Strategy 2025–2028. This strategy reinforces a system-wide commitment to embedding DEI principles across all institutions in the ETH Domain, including ETH Zurich. It emphasizes inclusive leadership, systemic change, and improved working conditions to promote equity—not just in numbers, but in culture and impact. This alignment is critical in helping us move from isolated efforts to a truly cohesive, long-term vision for inclusion in STEM.

While ETH Zurich has made significant strides in promoting gender equality, we recognize that challenges remain, particularly in addressing traditional gender biases present in many disciplines. Continued commitment and proactive measures are essential to create a more balanced and inclusive academic environment.

What current initiatives and projects are underway at the NCCR DFAB to support FLINTA employees in their research and make them more visible?

At NCCR DFAB, we are committed to supporting FLINTA researchers and making their work more visible across several fronts. One area we focus on is partnerships and events. We’ve collaborated on initiatives like Women in Robotics, which offers space for FLINTA voices in tech-focused discussions, and we recently co-organized the AdvanceAEC Postdoc Network Meeting. Events like these help foster community, offer professional development, and create visibility for early-career researchers.

Although we are not actively hiring much anymore, for several years we have implemented hiring guidelines and monitoring practices to support inclusive recruitment when opportunities arise. These help ensure transparency and maintain our focus on gender equity, even in a reduced hiring phase.

We’ve also started profiling female alumni to highlight their career trajectories beyond the NCCR. Showcasing their achievements is not only inspiring but also builds a sense of continuity and visibility for current and future researchers.

Finally, we are working to increase the number of women entering our field through targeted support for female interns. We offer small support grants to labs who take on women interns, and we’re currently setting up a new technical internship for a woman in the Robotic Fabrication Lab—something we’re quite excited about.

The network Women in Robotics hosted an event together with the NCCR DFAB at ETH Zurich. Photo by Lea Keller

What successful measures from other international research programmes serve or could serve as examples of best practice?

Several NCCRs across Switzerland have launched impressive Equal Opportunities initiatives that really stand out as best practices—and ones we can learn from. A great example is NCCR RNA & Disease, which introduced a Parental Support Measure that helps researchers during and after pregnancy. They cover the salary of a research assistant in the final trimester so the researcher can train someone to keep the project running during their maternity leave. It’s a smart, hands-on way to support both the researcher and the continuity of the work.

Then there's NCCR Automation, which is doing really important work through its inclusive outreach programs. They’ve partnered with local organizations to run STEM workshops specifically designed for children who might not otherwise have access to these kinds of opportunities—simplifying language, using visual tools, and removing financial and educational barriers. It’s a great example of tackling inequality from the ground up.

NCCR MARVEL has been running the INSPIRE Potentials Fellowship, which supports excellent women at the Master’s level to do research in simulation and materials science. It’s not only about visibility—it’s about real access to hands-on lab experience in top-tier environments.

Beyond that, many NCCRs—including ours—run or participate in mentoring programs that connect junior and senior researchers and professionals, often with a specific focus on supporting women and FLINTA individuals through the challenges of academic life. These personal relationships can be incredibly impactful, and it’s encouraging to see such initiatives becoming the norm rather than the exception.

Together, these kinds of efforts help build more inclusive, supportive research cultures.

How can mentoring and networking be strengthened specifically for FLINTA and underrepresented groups in STEM?

One of the most powerful ways to strengthen mentoring and networking for women and underrepresented groups in STEM is to move beyond informal connections and invest in structured, sustainable systems of support. This means pairing junior researchers with mentors who are not only scientifically aligned but also trained in inclusive mentorship practices—ensuring guidance is attuned to the specific challenges these individuals may face.

We also need more cross-institutional and international networks that give early-career researchers access to role models, collaborators, and opportunities beyond their immediate environment. Programs that facilitate this kind of exchange—through conferences, mobility grants, or research residencies—can make a huge difference.

Creating spaces where underrepresented voices are heard, validated, and amplified is essential. Whether through peer groups, speaker series, or leadership training, we must normalize the presence of FLINTA in decision-making roles and visible platforms.

Ultimately, the goal is not only to support individuals, but to reshape the ecosystem so that equity is embedded at every level—from recruitment to promotion, from lab culture to leadership. The momentum is here, and with coordinated efforts, we have a real opportunity to build a research landscape that reflects the diversity of talent it holds.

Summarised a list of links you might find useful:

• DORA Principles: The Declaration on Research Assessment (DORA) recognizes the need to improve the ways in which researchers and the outputs of scholarly research are evaluated.
• Women at ETH
• Diversity, Equity and Inclusion (DEI) Strategy of ETH Zurich
• Community Women in Robotics
• Parity Talks: An annual event series at D-ARCH which focuses on the debate on gender equality and diversity in architectural education and professional practice in Switzerland and abroad.