1. From your position as Director of CIC energiGUNE, how do you assess today the role of women in science and technology?

The role of women in science and technology is more visible and relevant today than ever before, but it is still not fully balanced. We have made significant progress in terms of presence, leadership, and recognition, yet the challenge remains to consolidate this participation at all levels, especially in positions of responsibility. Science needs diversity to move forward, and female talent is an essential part of that equation.

2. Throughout your professional career, what specific barriers have you observed—or experienced—for women in the scientific field?

Throughout my career, I have seen that many barriers are not always explicit, but rather structural or cultural. The lack of role models, unconscious biases, work–life balance challenges, or the lower visibility of women’s work have been common obstacles. Although the situation has improved, it is still necessary to continue working so that talent is valued solely on the basis of ability, not gender.

3. In recent years, what positive changes would you highlight regarding the presence and visibility of women in research centers such as CIC energiGUNE?

In recent years, we have seen clear progress in the incorporation of women researchers, technicians, and group leaders, as well as greater participation in strategic projects and scientific forums. There has also been an important cultural shift: today there is greater collective awareness of the importance of equality and a genuine willingness to promote more inclusive and diverse environments.

4. How important are female role models and visible leadership in attracting young talent to science?

They are absolutely key. Seeing women leading projects, directing research centers, or serving as scientific references helps break stereotypes and enables young women to envision themselves in a scientific career. Role models not only inspire; they also normalize the presence of women in science and send a clear message: talent has no gender.

5. What concrete commitment does CIC energiGUNE maintain regarding equal opportunities and the promotion of female talent?

At CIC energiGUNE, we understand equality as a transversal and strategic commitment. We promote equal opportunities in recruitment, promotion, and professional development, foster inclusive working environments, and actively work to attract and retain female talent. This is not just about meeting targets, but about building a stronger, more diverse, and more competitive center.

6. What initiatives or internal policies are you implementing to promote equality and diversity within the center?

We are developing initiatives ranging from equality plans and work–life balance measures to awareness-raising actions and the visibility of female talent. We also promote balanced participation in projects, committees, and outreach activities, and work closely with our research staff to continue identifying areas for improvement. Equality is an ongoing process, not a one-time goal.

7. Beyond the numbers, how is an inclusive scientific culture built within a research center?

An inclusive culture is built day by day, through small gestures and consistent decisions. It involves listening, valuing diverse perspectives, fostering respect, and creating spaces where everyone can develop professionally under equal conditions. Numbers matter, but real change occurs when inclusion becomes a natural part of the center’s identity.

8. What message would you like to convey to young women who are unsure about pursuing a scientific or technological career?

I would tell them that science and technology need their talent, creativity, and vision. That they should not limit themselves because of stereotypes and should trust in their abilities. A scientific career is demanding, but also exciting and full of opportunities to generate real impact on society. More paths are opening up every day, and there are more role models proving that it is possible.