Regular assessment of results is important in order to know what one has achieved through the efforts. In reality, each measure is an experiment and may have unintended positive and negative effects. It is important that experiences gained from implementing measures as well as assessing their results, are used in the continuation of the work.

The most important indicator for measuring the effect of gender balance measures is the change in the number of men and women in different job categories and in connection with new appointments (refer to the mapping). This is however an aggregated indicator which provides some information about the whole gender balance situation but not necessarily anything about the effect of each single measure.

It is therefore important to assess how each single measure, or a set of measures has worked. Implemented measures can be assessed locally by a group, for example, the management group. Examples of questions for discussion:

• What was the observed effect of new implemented measures?
• What did and did not work, and why?
• What should we continue doing? What should we reconsider?

It may also be necessary to consult employees, preferably those who were to benefit from the measures, to gain a good understanding of the situation. This is a qualitative evaluation, which can provide a good starting point for strategically choosing new measures.

At the institution level, it may also be beneficial to assess the effect of institution-wide measures, for example, qualification grants, start-up grants and mentoring programmes. Individualised measures can be assessed at two levels:

Individual effects - what the recipients achieve in the form of career advancement

1. Specific career development improvements in the form of promotions, publications, networks and projects
2. Personal experience of the benefits of the measure, for example, more leeway, support for one's effort, increased motivation and perception of being appreciated and endorsed

Organisational effects - what the organisation achieves in the form of improved gender balance and equality

1. The symbolic effect of a visible commitment to equality - a woman or man’s perception of being appreciated and taken care of by the organisation
2. Number of applications for participation in equality measures
3. Number of recipients of grants or mentoring programme participants
4. Number of promotions - individuals who qualify for senior positions
5. Increased frequency of publications