Learning outcomes of leader and leadership development: Method of Soft and Female leadership (SFL) empirical framework for driving the gender equality change in Mediterranean Engineering Education

The foundation of gender equality was built some decades ago, but higher education institutions are far from achieving it. Perhaps the leadership needs to integrate new narratives for a greater commitment especially in engineering, and tools existing toolbox. This study aims share outcomes soft female framework (SFL) development at RMEI network, entailing top-managers engineering schools, creation leaders lead change their institutions, students acting as change-agents, an active community practice. The SFL toolbox comprises self-awareness, humanistic care, intuition, creativity, trust. transformation mindset, skillset, culture entails using Sustainable Development Goals (SDGs), ‘Systemic View Life’ arguments, drawing knowledge organizational learning frameworks, scientific phenomena, mechanisms, such a) 4I-Intuiting-Interpreting-Integrating-Institutionalizing process starting intuition achieve institutional change; b) ‘Stigmergy’ mechanism self-organized collective schemes with coordinated actions interactions, which action performed by agent leaves trace environment that stimulates subsequent actions; c) ‘Spillover’ phenomenon advocating behavior can bring adoption related behaviors other agents. plan (GEP) evaluated HORIZON2020 TARGET project consortium. excelled successful setting goals, articulating policy integrates systems approach insights science technology, innovation, ecology, philosophy, ethics, values. Covid-19 pandemic disrupted physical meetings, not ceased network because we disruption boosting collaborative knowledge, consolidation dissemination processes. context, regional, temporal characteristics, alongside cognitive, affective, motivational over behavioral outcomes, mindsets beyond skills, individual learning.