With more than 28 active members, the Mediterranean Engineering Schools Network (RMEI) is the most active network on gender equality in the Mediterranean area. Supported by the HORIZON2020 TARGET project ‘Taking a Reflexive Approach to Gender Equality for Institutional Transformation’, in conceptualizing gender equality learning and system change, the network took a context-specific approach based on a theory of change and other STEM organizational frameworks, to design a self-assessment framework and indicators, considering the systemic view of SDG5 horizontally connected to all SDGs, national context complexity, and transdisciplinary requirements. 95 simple, practical, user-friendly indicators were designed, fitting in the specificities of the Mediterranean-Engineering context. The analysis showed that the network realized its vision, made the ‘passage’ from theory to praxis on gender equality change, effectively developed meaningful processes/structures, formulated a policy statement, built a community of practice and inspired members. It also achieved trustful relationships and inspired outputs, effective communication, sharing of information and resources, and top management commitment. Critical aspects are a) the analysis in depth of issues linked to the existence of gender-based stereotypes and bias in engineering schools of the Mediterranean that entails tackling gender ideologies considering the whole national social system and existing structures; b) sustainability of gender equality structures created at the member institutions with the support of TARGET project which is depending on the willingness of each institution’s leaders to continue/advance with gender-sensitive strategies in their institution.

地中海工程学校网络 (RMEI) 拥有超过 28 个活跃成员，是地中海地区最活跃的性别平等网络。在 HORIZON2020 TARGET 项目“采取反思性方法实现制度转型的性别平等”的支持下，在概念化性别平等学习和系统变革时，该网络采用了基于变革理论和其他 STEM 组织框架的特定情境方法，以设计一个自我评估框架和指标，考虑到 SDG5 的系统观点与所有 SDGs、国情复杂性和跨学科要求水平相关。设计了 95 个简单、实用、用户友好的指标，适合地中海工程背景的特殊性。分析表明，网络实现了它的愿景，将性别平等变化从理论“过渡”到实践，有效地制定了有意义的流程/结构，制定了政策声明，建立了实践社区并激励了成员。它还实现了信任关系和激励输出、有效沟通、信息和资源共享以及最高管理层的承诺。关键方面是 a) 深入分析与地中海工程学校中存在的基于性别的刻板印象和偏见有关的问题，这需要考虑到整个国家社会制度和现有结构来解决性别意识形态；