Minerva Informatics Equality Award Catalogue. Celebrating a Decade of Gender Equality in Informatics Research and Education: Best Practices in Europe

MINERVA INFORMATICS EQUALITY AWARD CATALOGUE Celebrating a Decade of Gender Equality in Informatics Research and Education: Best Practices in Europe Minerva Informatics Equality Award Catalogue Celebrating a Decade of Gender Equality in Informatics Research and Education: Best Practices in Europe Authors: • Simona Motogna, Babeș-Bolyai University (Romania) [email protected] • Cristina Manresa-Yee, Sociedad Científica Informática de España / The University of the Balearic Islands (Spain) [email protected] • Svetlana Hensman, Technical University Dublin (Ireland) [email protected] October 2025 Published by: Informatics Europe Binzmühlestrasse 14/54 8050 Zurich, Switzerland www.informatics-europe.org [email protected] © Informatics Europe, 2025, CC BY-SA 4.0 Contents Introduction .................................................................................................................................................. 1 Classification ................................................................................................................................................. 3 Catalogue ...................................................................................................................................................... 4 Impact assessment ...................................................................................................................................... 24 Appendix A - Definition of tags ................................................................................................................... 28 © Informatics Europe, 2025, CC BY-SA 4.0 | Page 1 Introduction The Informatics Europe Working Group on Diversity and Inclusion aims to: 1. create awareness about the problems, challenges, and values of diversity, 2. act as a collector of European initiatives on diversity and inclusion, 3. define best practices to cope with diversity through inclusion. The working group chairs the Minerva Informatics Equality Award, which recognises outstanding European initiatives and best practices in attracting, supporting and encouraging women pursuing research and education careers in Informatics. The Award was launched in 2016 and has seen increasing interest from all over Europe. Until 2022, the Award followed a three-year cycle, each year focusing on a different career stage. Since 2023, the Award has considered initiatives at any stage of the career pipeline, including but not limited to: • encouraging female students to enrol and persist in Informatics/Computer Science programmes; • supporting PhD and postdoctoral researchers in transitioning to faculty positions; • advancing the careers of female faculty through retention and promotion. The main benefit of this initiative is to raise awareness and improve the current status, and to inspire institutions to take action. The objective of this contribution is to offer a comprehensive, easy-to-search catalogue of good practices that have the potential to impact women’s academic careers. This catalogue aims to serve as a resource and guide for academic institutions, departments, academic leadership and individuals committed to fostering gender equity in academia. Through the openness of the contributors to the submissions and the effort of the diversity and inclusion community, the submissions nominated for the Minerva Award from 2016 to 2025 have been analysed, labelled and reviewed to create this catalogue. © Informatics Europe, 2025, CC BY-SA 4.0 | Page 2 Methodology Data collection The data are represented by the past submissions nominated from 2016 to 2025 for the Minerva Award. All submissions are highly valued by the evaluation committee and describe diverse initiatives implemented in institutions across Europe. Therefore, we took into consideration all submissions for this catalogue, not only the winners. We took advantage of the fact that, given the openness and transparency of the community, the proposers have agreed to publish their submissions even if they did not win. Data processing The work was split between three members of the research team in order to resolve ambiguities and avoid biases. First, consensus on processes and steps was reached. Then, the initial step was performed independently by each researcher, followed by a debate between all three members. The following workflow was adapted from existing practices of thematic analysis 1 : • familiarise with data by carefully reading and structuring the text to allow better processing; • generate keywords: to identify strings relevant to our study; • classify the keywords: grouping keywords into categories based on their meaning and effect; if a keyword did not match any existing category, a new one was created. As a result, this step also resulted in a set of created categories; • review of the approach: self-assessment by the research team, with debate on keywords and categories, followed by an external audit in which an external researcher (not involved in previous steps) reviewed the results. One of the biggest challenges was to reach a consensus between terms, for example, how to distinguish between educational activity and training. As a consequence, we defined a list of terms that is supposed to completely and unambiguously characterise the keywords. The complete list of term definitions is in Appendix A. 1 Cruzes, D.S., Dyba, T., 2011. Recommended steps for thematic synthesis in software engineering, in: 2011 International Symposium on Empirical Software Engineering and Measurement, pp. 275–284. doi:10.1109/ESEM.2011.36. © Informatics Europe, 2025, CC BY-SA 4.0 | Page 3 Classification Until 2022, the Award followed a three-year cycle, each year focusing on a different career stage: • encouraging female students to enrol and persist in Informatics/Computer Science programmes; • supporting PhD and postdoctoral researchers in transitioning to faculty positions; • advancing the careers of female faculty through retention and promotion. We started classifying the activities from proposals based on these three categories, which we further divided into subcategories as we identified that they were targeting different objectives. The classification process was performed in several steps: initially, one member of the team classified each entry, then the whole team debated the designated class, and for some complex cases, the opinion of the Diversity and Inclusion Working Group was investigated. The final form of the initiative classification is shown in Figure 1. Figure 1: Categories of initiatives In addition, each initiative was tagged to indicate its type, purpose, and target audience. In the catalogue, each initiative contains one or more tags to provide useful details. The complete list of tags used and their description is provided in Appendix A. © Informatics Europe, 2025, CC BY-SA 4.0 | Page 4 Catalogue We present the complete list of the identified initiatives grouped into categories. A searchable tabular format of the catalogue is available here. A. Encouraging female students to enrol and persist in Informatics Comprising activities to recruit young female students (Table 1) or to retain female students in faculty (Table 2), this category consists of the initiatives describing activities outside the university, in schools, camps or within the university campus organised for young girls. Table 1. Recruitment of students Initiative Reference Tags Ensuring diversity on interview panels [1] recruitment strategy Ensuring diversity on marketing materials [1,62] recruitment strategy advertise Visits to universities by female staff, and female-only student open days; [1] role models highschool Attracting students from various backgrounds such as psychology and cognitive sciences [1] interdisciplinary programmes Several monoand co-educational programmes encouraging girls from 5 years (preschool) up to 18 years (senior high schoolers) to enroll in CS programmes [2,27] primary highschool Website providing online information about female role models [2] role models Master degree “Computing in the Humanities" [2] interdisciplinary programmes © Informatics Europe, 2025, CC BY-SA 4.0 | Page 5 Bachelor’s study programme in Computer Science (CS) which is strictly single-sex during the first 3 semesters [3] education BSc Computer Science (International), where each student studies a language (Chinese, German, Korean) - international attraction [4] interdisciplinary programmes Free coding courses for non-tech female students [4] interdisciplinary programmes Run the annual “Computing Academy” for transition year students (15 y) [4] highschool Organize Technology Camp and Girl’s Day event for highschool students on university campus [5,25] highschool 2-weeks intensive summer camp [6,28] highschool 2-weeks campus: training and communication activities with young female students as mentors [8] highschool role models Distant tutoring [9] mentoring highschool Sessions with girls (6 to 18y) and families accompanied by a volunteer [10] highschool primary family Summer camp for girls (17-18y) [11,42] highschool Admission Caravan [12] advertise IT Camp for highschool girls [13] highschool © Informatics Europe, 2025, CC BY-SA 4.0 | Page 6 Student for a day [13] highschool event Female pupil outreach workshops (11-14y) [14,38] highschool Promotion of success stories to motivate female students to enrol in the STEM studies [17,27] advertise role models Outreach programme providing tools, teaching materials and staff support [25] teaching support Introductory courses to CS age 12-18 (newsletters) [25] highschool advertise Course on Robotics for highschool (age 16-18) [25] teaching support highschool Promote female professional role models [27,36] role models Develop gender neutral promotional materials [27] advertise Tea party with role models [27] role models event Course Programming with Vaiana (Disney character) (age 7-12) [27] primary Promotion of sciences to high school girls [36] highschool Workshop - create artefact [41] highschool International Women Degree Programme in Computer Science (IFI) [49] interdisciplinary programmes © Informatics Europe, 2025, CC BY-SA 4.0 | Page 13 Communications and Presentation Course (including female only sessions) with an individual report outlining the key strengths and a summary of leaning points Mandatory inclusion workshop for all staff focused on unconscious bias to improve the quality of the working environment for female staff [18] training Inclusive Leadership programme [45] training Mentoring for fellowship applications for PhD students and postdocs [15] mentoring support with applications Support the transition from postdoc to permanent academic posts (e.g. Proleptic Lectureship Scheme) [15] career development general with positive effect Post-break awards (for maternity or career leave) meant to help the awardee’s research getting back up to speed after an extended break [15] family-friendly policies financial support Offer emergency childcare to attend meetings or conferences [15] family-friendly policies general with positive effect Carry out Group Model Building sessions. Senior staff members, male and female, together with female junior staff had two sessions with the Effective Gender Equality in Research and Academia team [16] training Active support of female staff/researchers by their managers [16] active support Actively stimulate all female staff to participate in the university’s mentoring programme for women, both in the role of mentors as in those of mentees [16] mentoring active support © Informatics Europe, 2025, CC BY-SA 4.0 | Page 14 Creation of the ‘Women in CS group” [16] community Creation of Workgroup on gender diversity [16] policy Support during and after pregnancy leave [16] family-friendly policies Fellowships for women (e.g. Mohrmann fellowship) [16] career development female-specific positions Network for both female undergraduate and postgraduate students, and staff members with formal/informal events each month [16] event community Support and encourage nominations for awards of successful female researchers [17] active support Connecting with other female researchers and initiatives (e.g. collaborations with Women in Cyber Manifesto, IEEE Women in Engineering organisation) [17] community Female support group for sharing advice, ideas, suggestions, and reflections, especially when it comes to maternity leave and returning after it [17] community family-friendly policies Flexible working hours when on maternity leave, and also later, when it comes to care for children [17] family-friendly policies Absences are considered in the evaluation of achievements for promotions by extending the evaluation periods for the length of the leave [17] career development family-friendly policies Support and encourage female PhD students to consider a post-doctoral career [18] active support Mentoring for new female staff during their probation period [18] mentoring Training for line manager in conducting appraisals [18] recruitment strategy Offer an appraisal outcome, including a detailed career plan and immediate development needs for [18] career development © Informatics Europe, 2025, CC BY-SA 4.0 | Page 15 all staff, collated into the School Training Plan and the School’s Human Resources Executive Create female-specific career development opportunities (e.g. attend Women in leadership in a changing world conference) [18] career development financial support Develop and support teaching skills: Teaching fellowships to allow postdoc researcher to acquire teaching experience [18] training financial support general with positive effect Develop and support teaching skills: offer the opportunity to PhD students to demonstrate in undergraduate practical classes [18] training general with positive effect Development and support of networking and wellbeing: regular PhD and staff surveys and focus group sessions are held [18] community Development and support of networking and wellbeing: networking opportunities (e.g. ‘brown bag’ events) including female focused events. [18] event community role models Development and support of networking and wellbeing: host a broad range of social activities [18] event community Mentoring system in place, with specific attention for female staff [19] mentoring Prestigious tenure track fellowship programme aimed at high talent female researchers (Rosalind Franklin). [19] career development female-specific positions Scholarships and Travel Grants Programme [40] financial support Online library with books on diversity-related topics [43] general with positive effect Career mapping in ICT [46] event © Informatics Europe, 2025, CC BY-SA 4.0 | Page 16 Mentoring programme - pairing new (young) staff with more experienced colleagues, 1-to-1 meetings every 6-8 weeks [20,46] mentoring Mentoring events for female postdoc, tenuretrack and professors - breakfast/lunch Also individual tailored 1-to-1 mentoring programmes [21,43] mentoring Support for early career researchers -support for conferences, inclusion on PhD supervision schemes and seed-funding of research proposals [22] mentoring Female staff are encouraged to mentor more junior female staff [22] mentoring Role models for female staff via female school managers [22] mentoring Mentoring female staff [31] mentoring Mentoring: Teaching support and research support sessions [24] mentoring Stimulated all female staff to participate in the university’s mentoring programme for women, both in the roles of mentors as in those of mentees. [33] mentoring Female research mentor [34] mentoring role models Women in Computing Science Group hosting (informal) lunches, meetings and discussions [33] mentoring role models community Yearly panel meetings for women with recently promoted women acting as panelists explaining [24] mentoring support with applications © Informatics Europe, 2025, CC BY-SA 4.0 | Page 17 the promotion application process and sharing general strategies Establishing a support network - WLHE (women leaders in higher education). Holds informal event with invited speakers [22] mentoring community Sense of community - mailing list specifically for female staff [20,56] community Sense of community - lunch for female staff with focused discussions around topics relevant to them [20,48] community Series of monthly events including inspirational talks, interactive workshops, careers days, etc [29] community Development of national network for academics at 3rd level computer science - Ingenics (The Irish Network for Gender Equality in Computer Science) [22] community Team games to encourage tighter bond among female members [31] community Celebrate achievements - communicated via email or news webpage (for all staff, not only female) [24] community Conference series on gender equality (Fifty-fifty conference series) [20] education Compulsory training for all staff, male and female, on prevention and awareness of harassment [20] education Local library of books on women in (computer) science, with ‘reading circles’ for discussions [20] education © Informatics Europe, 2025, CC BY-SA 4.0 | Page 18 Unconscious bias training on student and staff recruitment and staff promotion [23] education Mandatory training on unconscious bias for interview panel members [29, 30] education Gender awareness training [33] education Female-only post-doc positions (some later continue on as full time staff) [21] female-specific positions Tenure-track positions for female researchers [21] female-specific positions Additional tenure-track positions for female researchers provided by excellence-based career grants [21] female-specific positions Coaching for award applications - sending information about upcoming awards and prizes, and providing help with preparing application [20] support with applications advertise Contact potential female candidates and encourage them to apply [21, 22] support with applications Workshops on grants writing, support with reviewing grants applications and interview preparation [21] support with applications Actively encouraging females to apply for positions [30] support with applications Recruitment - Share posts with women-only career networks [24] support with applications advertise On-site childcare [21] family-friendly policies Financial support for childcare to female staff while attending science events [21] family-friendly policies © Informatics Europe, 2025, CC BY-SA 4.0 | Page 19 Seminars and meetings organised between 9-5pm, with childcare options for events outside those hours [21] family-friendly policies Core meetings between 10am -4pm [23] family-friendly policies Away days over 2 days and residential, with option for staff to go home at end of day 1 and return for day 2 [23] family-friendly policies Timetabling is done with consideration of family commitments such as consideration of early morning starts or evening workloads [22] family-friendly policies Flexible working hours, home office options [21, 22, 23,24, 29] family-friendly policies Teaching modules prior to maternity leave are reallocated to the same staff on their return [22] family-friendly policies Females returning from maternity leave midsemester can be allocated flexible project [22] family-friendly policies Role sharing options to encourage women to engage in department leadership [24] family-friendly policies Faculty who have taken parental leave can extend their tenure by up to an additional 18 months to support transition back to research. [29] family-friendly policies Females returning from maternity leave are allocated the previous position [31] family-friendly policies Family-friendly workplace environment, e.g. high chairs in cafes, baby changing facilities, priority parking for pregnant employees, etc [29] family-friendly policies Enhanced policies: maternity leave policy (6 months full pay), shared parental leave policy, paid leave for careers policy (up to 10 additional days [29] family-friendly policies © Informatics Europe, 2025, CC BY-SA 4.0 | Page 20 paid leave a year to deal with short term extraordinary situations, e.g. caring for a sick child) Career grants to support career costs while attending training events and other research opportunities [29] family-friendly policies Post-break award - grants after large breaks, e.g. maternity leave, to get research back to speed [23] family-friendly policies Support for returners - fellowship for returners from career break [29] family-friendly policies Enabling an employee to work from home in case an employee is located further from work or in case the environment at home is better supporting her productivity and wellbeing [32] family-friendly policies Part-time work possibilities, e.g. after coming back from maternity leave or due to some change in private life [32] family-friendly policies Funding and support for females to participate in Aurora leadership programme and university leadership initiatives [22,24] targeted training for females Training opportunities for female leaders - five month programme to accelerate the development and promotion of high-potential women [29] targeted training for females Anti-harassment committee: a spin-off of the gender-equality committee, whose aim is to propose actions preventing moral and sexual harassment. [20] policy Explicit policies of equal chances and gender balance [32] policy © Informatics Europe, 2025, CC BY-SA 4.0 | Page 21 Making female role models clearly visible, having strong female leaders in the department in various positions (group leaders, senior lecturers and professors) [32] role models Practice of inviting female reviewers and opponents to the doctoral dissertations [32] role models Aim for one female member in each advisory appointment committee in equal or senior to the position advertised. [33] role models recruitment strategy Funding part-time PhD scheme for staff (for all staff, not only female) [22] ALL STAFF Annual performance review for all staff, allowing female staff to articulate any difficulties or aims. Conducted by school exec, majority of whom are female [22] ALL STAFF Proleptic lectureship scheme for both male and females - promoting talented researchers (on nonpermanent posts) to a proleptic lectureship post which automatically turns into academic post (permanent) once their fellowship is finished [23] ALL STAFF All non-professorial staff (female and male) are required to submit their CV in a yearly meeting to the departamental professors, and receive feedback/recommendation on promotion [23] ALL STAFF Yearly staff appraisal meetings with staff [23] ALL STAFF Adopt a checklist of the proposed 48 measures in the publication More Women in Informatics Research and Education (recruiting female students, recruiting female, interviewing women, [17] policy © Informatics Europe, 2025, CC BY-SA 4.0 | Page 22 keeping women, promoting women, support measures) Conference “Women in IT - Sustainable Success Factors for Studies and Career” [49] event Role models event [60] role models event Telegram “Women at ETSII” sorority network [63] community Feminine Informatics Society [63] community C. Advancing the careers of female faculty Continuously supporting females along their career encompasses diverse actions to retain them in their positions (Table 5) and activities towards raising the gender awareness of the entire academic community (Table 6). Table 5: Retention Initiatives of female academic staff Initiative Reference Tags Return to work after maternity leave [12] family-friendly policies Group “Women in Computer Science” [25] community Lunch lectures [25] community Mentoring programme (also for students) [26] mentoring Dedicated workshop organized at a conference (WiMIR) [26] mentoring Awareness events [36] event Women in Data Science [39] community Community-building events [40,44] event Nursery rooms and childcare [40] family-friendly policies Role model leaflets [43] role models © Informatics Europe, 2025, CC BY-SA 4.0 | Page 29 Training = activity of a shorter period, might result in a certification but not a grade, and have a narrow scope. List of submissions: The list of references includes the department or school, the affiliated university, the proposal title, the year of submission, and a link to the original source where available. During the review process, four submissions were excluded due to the fact that they did not fit the scope of this catalogue: one was a duplicate entry from a previous year [55]; another was a description of a community [54]; the third describes the legacy of a single individual [53], and the fourth was a private educational initiative [58]. [1] School of Mathematical and Computer Sciences, Heriot-Watt University. EPSRC Centre for Doctoral Training in Robotics and Autonomous Systems (CDT-RAS): Female Recruitment and Retention Initiatives & Female Mentorship Programme (2021) [link] [2] Information Systems and Applied Computer Sciences, University of Bamberg. The Bamberg CS30 Strategy (2018) [link] [3] Hochschule Bremen. International Women´s Degree Program in Computer Science (IFI) and IFI-Dual (2021) [link] [4] Dublin Institute of Technology. Computer Science for All (CS4All) (2018) [link] [5] Norwegian University of Science and Technology. The Girl Project Ada (2018) [link] [6] Department of Information Engineering, Computer Science and Mathematics, University of L’Aquila. PinKamP - Le ragazze contano! (2021) [link] [7] Department of Mathematics and Computer Science, University of Basel. A Student Association at the University of Basel, Switzerland (2021) [link] [8] University of Málaga. Campus Tech Girls UMA - Informática (2021) [link] [9] Séphora Berrebi Foundation. Séphora Berrebi Scholarships for Women in Computer Sciences. (2021) [link] [10] School of Engineering, University of Valencia. Girls4STEM project (2021) [link] [11] Department of Engineering ‘Enzo Ferrari’, University of Modena and Reggio Emilia. Ragazze Digitali (2021) [link] [12] Computer Science Department, Babeș-Bolyai University. No title (2018) [link] © Informatics Europe, 2025, CC BY-SA 4.0 | Page 30 [13] IT University of Copenhagen. No title (2018) [link] [14] School of Electronics, Electrical Engineering & Computer Science, Queen’s University Belfast. Recruiting and Supporting Female Students (2018) [link] [15] Computer Science, University College London. No title (2020) [link] [16] Institute for Computing and Information Sciences, Radboud University. No title (2017) [link] [17] Institute of Informatics, Faculty of Electrical Engineering and Computer Science, University of Maribor. The Ladies in Informatics Initiative (2020) [link] [18] School of Electronics, Electrical Engineering and Computer Science, Queen’s University Belfast. No title (2017) [link] [19] Institute of Artificial Intelligence and Cognitive Engineering (ALICE), University of Groningen. No title 3 (2017) [20] IRISA and Inria Center of University of Rennes, University of Rennes. Gender-equality and anti-harassment committees of IRISA and Inria Center of University of Rennes (2022) [link] [21] Faculty of Informatics, Vienna University of Technology. Developing the Careers of Female Faculty, Including Retention and Promotion (2022) [link] [22] Technological University Dublin. SUCCESS @ TU Dublin Computer Science Source, Career, Environment, Support for SuCEsS (2019) [link] [23] Department of Computer Science, University College London. ADVANCE – increasing numbers of CS female academics (2016) [link] [24] Department of Computer Science, Brunel University London. WE-CARE (Women Empowerment - CAreers and REcognition) @Brunel Computer Science (2022) [link] [25] Institute of Computing Science, Radboud University. Radboud Women of Computing Science (2018) [link] [26] Department of Information and Computing Sciences, Utrecht University. Women in Music Women in Information Retrieval (WiMIR) initiative (2018) [link] [27] Faculty of Electrical Engineering and Computing, University of Zagreb. #FERgirl (2018) [link] [28] Department of Computer Science and Engineering (DCSE), Faculty of Applied Sciences, University of West Bohemia. Summer week of computer science for girls (2018) [link] 3 Publishing permission not yet confirmed. © Informatics Europe, 2025, CC BY-SA 4.0 | Page 31 [29] Genome Research Limited. Equality, Diversity and Inclusion Programme (2019) [link] [30] Department of Computer Science and Information Systems, including Lero – the Irish Software Research Centre, University of Limerick and Lero. Gender equality initiatives for the recruitment of female staff (2019) [link] [31] Institute of Informatics, Faculty of Electrical Engineering and Computer Science, University of Maribor. Ladies in Informatics (2019) [link] [32] No access 4 , Computer Science, Åbo Akademi University (2016) [33] Institute for Computing and Information Sciences, Radbound University. No title (2016) [link] [34] Department of Computing, Engineering and Technology, Faculty of Applied Science, University of Sunderland3 above3. (2016) [35] Faculty of Informatics, Eötvös Loránd University. Innochange: Promoting Gender Equality and Equity project (2023) [link] [36] LIS (Computer Science Lab), Aix Marseille University. Gender-equality and anti-harassment committee (2023) [link] [37] Department of Computer Science, Norwegian University of Science and Technology. IDUN Project: From PhD to Professor (and Beyond!) (2023) [link] [38] International University of Sarajevo, Bosnia and Herzegovina. We, GEN Z Girls in IT (2023) [link] [39] Computer Science Department, Faculty of Mathematics and Computer Science, West University of Timisoara. Gender equality (2023) [link] [40] TUM School of Computation, Information and Technology, Technical University of Munich. Women in CS@TUM: Female Students Support, Encouragement and Retention Initiatives (2023) [link] [41] Department of Computer Science, University of Copenhagen. FemTech.dk (2023) [link] [42] Computer Science Department, University of Technology Compiegne. Promoting computer science among young women (2023) [link] [43] Department of Information and Computing Sciences, Utrecht University. Women in Information and Computing Sciences (WICS) network (2023) [link] 4 Permission to publish not granted. © Informatics Europe, 2025, CC BY-SA 4.0 | Page 32 [44] Steering Committee of “Alice & Eve: a celebration of women in computing” initiative. Alice & Eve: a celebration of women in computing (2024) [link] [45] Department of Computer Science and Engineering, Chalmers University of Technology and Gothenburg University. GENIE: GEnder INitiative for Excellence, Informatics (2024) [link] [46] University of Coimbra. INSPIRA (2024) [link] [47] Centre for Doctoral Training in Natural Language Processing, University of Edinburgh. No title (2024) [link] [48] Hochschule Bremen – City University of Applied Sciences. The International Women’s Degree Program in Computer Science (2024) [link] [49] Department for Interdisciplinary Didactics & Department for Informatics, Karlsruhe Institute of Technology. RockStartIT project (2024) [link] [50] Delft University of Technology. F+Cube, the Future Female+ Faculty mentorship program (2024) [link] [51] Faculty of Computer Science, Universidad Nacional de Educación a Distancia. Workshops on Women & Engineering: Transforming invisible societal challenges into visible and sustainable achievements (2024) [link] [52] Department of Computer Science, Faculty of Science, Vrije University Amsterdam. Hack4Her: Hackathon for Female Students in the Netherlands (2024) [link] [56] Department of Computer Science, Norwegian University of Science and Technology. Sustaining Gender Diversity Over Three Decades (2025) [link] [57] Department of Computer Science, Tallinn University of Technology. TalTech - Diversifying IT (2025) [link] [59] Department of Computer Science and Engineering, Chalmers University of Technology and University of Gothenburg. Girls Code Club (2025) [link] [60] Department of Informatics Engineering, University of Coimbra. INSPIRA (2025) [link] [61] Educational Technology Laboratory, Intelligent System and Analytics Research group, Department of Computer Science, Norwegian University of Science and Technology. No title (2025) [link] © Informatics Europe, 2025, CC BY-SA 4.0 | Page 33 [62] Department of Computer Science and Mathematics, University of Passau. Promoting High School Girls in a Computer Science Summer Camp (2025) [link] [63] Escuela Técnica Superior de Ingeniería Informática, University of Seville. NO Title (2025) [link] Excluded from the systematic review: [53] Department of Computer Science, University College London. Rae’s legacy (2023) [54] Women in Cryptography Community. Women in Cryptography (WinC) (2024) [55] Department of Information and Computing Sciences, Utrecht University. No title (2024) [58] HK Unicorn Squad, Estonia (2025) For enquiries and feedback about this publication, please contact [email protected]. www.informatics-europe.org © Informatics Europe, 2025 CC BY-SA 4.0