Dubach et al., 2017(, p.76). UNIL has taken this reality into account in its policies concerning young researchers, by developing at the Graduate Campus workshops and careers advice to support transition to the non-academic job market.
While this transition is not always easy for PhD holders, it can be particularly hard for women, who testify to having more difficulties finding an adequately qualified job and who continue to be a minority in leading positions (Koller & Meffre, 2010, p. 44 et 50).
In addition to this vertical segregation, horizontal segregation also prevails, as women researchers remain widely under-represented in some sectors of activity (SHE Figures, 2015, p.71). While networking is one of the main ways for recruitment and career advancement, outside academia women also generally are less integrated into networks of socialization and benefit from fewer informal support opportunities than men.
While UNIL has little power over the discriminations that might explain gender inequalities in the non-academic professional sphere (Dubach et al., 2017, p.60), it can nevertheless support female researchers in their professional transition by offering them tools, training and networking opportunities. That is what PROWD Non-academic career proposes.
the workshops and activities offered by the Graduate Campus, which PROWD participants are encouraged to follow as well:
- Applications for non-academic opportunities
- Your Professional Profile: TRIMA
- Networking, online profiles, and exploring the alternatives
- Career cafés