Are you a student and have an idea for using food waste? Do you want to present your plan to experts, but also confront it with real market needs? Take the EIT Food ’Waste-to-Value’ challenge and join a course where you will contribute to the development of the circular economy, meet mentors from the world of science and business and get the chance to prototype your idea.
About
The Food Solutions ‘Waste-to-Value’ programme is an exciting opportunity for students to develop a circular economy by transforming food waste into valuable biomaterials. Through structured learning blocks and the practical dimension of the course, participants will develop an entrepreneurial mindset, learn about innovation ecosystems and sustainability practices over the course of 7 months.
Join us if you want to:
learn about the circular economy,
develop competencies including problem solving, leadership and critical thinking,
awaken a design thinking approach to the food system, from supply chain to packaging to marketing,
create a professional business plan and innovation concept,
work under the guidance of mentors.
Programme structure
The programme starts with a kick-off event (online, planned date: end of March), followed by: structured learning blocks and pitching sessions.
Learning blocks on entrepreneurship and innovation:
Market – Assessing the potential of your innovation;
Customers – Identifying your target audience and value proposition;
Business model – Delivering value effectively;
Marketing – Engaging with your audience;
Finance – Financial basics for your venture.
Participants will attend three pitching sessions to effectively present their ideas, receive valuable feedback and refine their ideas with expert guidance. Mentoring from industry leaders will help transform ideas into viable business models.
Career opportunities
Food Solutions prepares students for a variety of career paths, including:
Entrepreneurship – Starting your own business,
Start-ups – Working in innovative companies,
Consultancy – Becoming an innovation consultant,
Entrepreneurship at organisational level – Making changes in organisations,
Research and development – Working in the food sector.
Alumni of the programme have had the opportunity to work with leading companies, such as Puratos, or start their own start-ups.
Who can apply?
The programme is aimed at students who are at the idea stage of their innovation and want to develop a prototype. If you are an undergraduate, masters or doctoral student in food technology, agricultural engineering, dietetics, economics, management, or other related fields, apply! Priority will be given to those with English skills at B1-B2 level.
The international programme allows for scholarships, making participation in the €3,500 course free of charge. In addition, the first winning team will have the chance to win a prize of €1,500.
Food Solutions’ Waste-to-Value programme is organised in collaboration with Foodback, the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences, Yaşar University and the İzmir Agricultural Technology Center.
EIT FOOD is the biggest and most dynamic innovation community in the food industry. It creates connections across the food system and drives innovation between startups and corporations, entrepreneurs and investors, consumers and industry, research and action, the present and the future.
Gluten-free, vegan, protein-free, no-fat fried doughnuts (pl pączki) – increasingly, some traditionally used ingredients are being swapped for ones with pro-health properties. Technologically, such variants are not a challenge. However, these additives affect the texture of the dough and, therefore, the texture, taste and flavour of the final product. On Fat Thursday (pl Tłusty Czwartek), Dr Marianna Raczyk talks about the latest baking trends.
– Although the yeast dough recipe itself has not changed for years, it is now increasingly common to find modifications, depending on consumer preferences, the food technology and human nutrition expert points out.
Bakery trends
Nowadays, you can easily find vegetarian doughnuts (without frying in lard), vegan doughnuts (with a substitute for eggs and milk in the dough) or gluten-free doughnuts (with a substitute for gluten, present in wheat flour, which is responsible for the elasticity of the dough) in patisseries.
– One of the latest trends is to bake doughnuts, instead of frying them in fat. Such a doughnut will have fewer calories and less fat, including less unfavourable saturated acids for health. However, it will also have a strongly altered taste – points out Dr Marianna Raczyk.
Another idea is to replace certain ingredients traditionally used with those with more health-promoting properties. This involves, for example, replacing ‘white’ flour with whole-grain flour to increase the proportion of dietary fibre and micronutrients; or replacing sugar with xylitol, stevia or another sweetener.
– When it comes to the traditional doughnut vs healthy food, one excludes the other. The doughnut consists mainly of simple sugars and saturated fats, so it is a product that is simply meant to give us pleasure. But manufacturers make various attempts to make it contain a bit more nutrients, e.g. by increasing the proportion of protein (cottage cheese-based or whey-based dough), by increasing the proportion of fibre (addition of bran, flaxseed or chia seeds) or by using low-sugar marmalades as a filling – says the scientist.
– All these modifications do not cause major technological problems, but they always affect the dough consistency, texture, taste or even smell of the final product. This is why, on Fat Thursday, many consumers are still looking for the most traditional doughnuts – after all, it is to these traditional doughnut shops that the longest queues form – emphasises Dr Marianna Raczyk.
A closer look at the traditional doughnut
As Dr Marianna Raczyk reminds us, a traditional doughnut consists of a yeast dough which, in addition to wheat flour, water and yeast, usually also contains eggs, milk, butter and sugar. – After the dough has fermented, the dough ball is placed in deep fat heated to 180℃ and fried from one side to another – because, by definition, a doughnut is a deep-fried product. The dough is so light that the doughnut does not submerge, but floats on the fat. Hence the characteristic light ring around the doughnut – it marks the place where the doughnut has no longer had direct contact with the heated fat. If there is no such border, the doughnut was produced using a different technology – she points out.
– The doughnut is traditionally fried in lard, something that is unlikely to be encountered nowadays, except perhaps at home. In the food industry, doughnuts are fried in a special fritter, a mixture of vegetable oils that can withstand prolonged heat. However, the mixtures are often controversial because they consist mainly of saturated acids, which are unfavourable for our health, and it is worth remembering that up to around 20 per cent of this fat can be absorbed by the dough during frying. Interestingly, studies show that lard is not so bad for frying, as it has few trans fatty acids and more monounsaturated acids, compared, for example, to butter or hydrogenated vegetable oils – reports the scientists.
On average, one traditional doughnut contains 250-350 kilocalories. – In terms of calories, it is better to choose doughnuts with a fruit filling rather than a cream filling. Creams are made on the basis of saturated fats, so the calorie content of a doughnut can increase by up to 100 kcal – according to Dr Marianna Raczyk.
Finally, the scientist, who is currently researching the links between diet and gene expression and their impact on health, reminds us that every doughnut eaten is an extra shot of calories, which must then be burned off somehow, e.g. through extra physical activity.
Renewing the sense of community, the collegial development of both a new mission and new strategic goals for the Institute and improving the transparency of internal communication – these are among the priorities of Prof. Monika M. Kaczmarek, who took over as Director of the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn at the beginning of the year.
You have been Director of the Institute for over a month now. What were the first challenges?
Monika M. Kaczmarek: Probably the biggest current challenge – not only for me, but for the Institute as a whole – is to find oneself in a new organisational structure, changed by the previous director. We now have one research division (and not two, as before) and one deputy director for scientific affairs. We also have a new division into research teams, laboratories. And, of course, we have new premises, to which we moved in December. Previously we operated in different locations, but today we work in one place. I see great opportunities in all of this, in many fields.
What is your strategy for the management of the Institute?
M.M.K.: People are most important to me and most of my plans revolve around them. This approach resonates with my personal values and my belief that a strong scientific community is the foundation of any well-functioning Institute. I would like us to feel like one community again – both scientifically and socially.
One step in this direction will be to change the functioning of the Institute on the basis of a more collegial management model. I have already taken the first steps in this by, among other things, organising meetings with particular groups of employees, e.g. heads of research teams and doctoral students. Further meetings with other groups will be systematically planned. Their overarching aim is to increase employee involvement in the Institute’s functioning so that we can jointly develop strategic directions for its development. Final decisions will remain my responsibility, but I am keen to create a space for open discussion and cooperation.
I would also like to remind us all that we form one community and that each of us – no matter what our role – plays a vital role in the functioning of this complex machine. In order for it to function well, all the pieces need to be well synchronised and some – if necessary – properly streamlined and ‘oiled’.
Can you give examples?
M.M.K.: One of them is to improve the transparency of internal communication at the Institute. I want the staff not only to be kept up to date with what is happening, but also to have the opportunity to express their opinions. To this end, I am organising the aforementioned meetings with staff, ensuring an open-door policy, and in the coming months I will be taking further measures to improve communication at the Institute.
What other values are a priority for you?
M.M.K.: I am also committed to inclusiveness and creating equal opportunities for all employees, regardless of their position or career stage. I would like everyone to have a clear career path, which requires the development of transparent promotion rules and a support system to help them reach the next stages of their scientific or administrative careers.
And how would you like to support scientific staff?
M.M.K.: I believe that we need to think more interdisciplinarily and step out of our narrow areas. We have well-trained staff who have gained experience in very good foreign laboratories and units. We also have many young, ambitious scientists. If we combine our competences and focus on interdisciplinarity, we will conduct research at an even better level and be more successful in applying for prestigious grants. In this area, it will be important to streamline the grant application process, organise competent project teams and establish cooperation with key partners in Poland and abroad, and with the economic environment.
Do you also have plans to develop a new mission statement for the Institute, linked to the recent rebranding around the slogan: ‘InLife’?
M.M.K.: Of course, this is one of my priorities. I already have a certain vision for this mission, but I want it to be created with the participation of employee representatives, with whom we will jointly establish our strategic objectives. I think this document will be ready by the end of the first half of the year at the latest.
I also want to emphasise a long-term strategy for the development of the Institute, so that we act in a thoughtful and coherent way rather than impulsively.
Does the budget bother you?
M.M.K.: Very much. We have a lot of commitments arising from the construction of our new premises, and the process of selling our old Institute buildings will still take time. However, together with the whole team, we are doing everything we can to regain liquidity as quickly as possible. I’m an optimist and assume that nothing is impossible – action on many fronts is key.
And what are your plans for extending the Institute’s cooperation with the social and economic environment?
M.K.: As far as cooperation with the social environment is concerned, I would like to focus even more on popularisation and education, for example by cooperating with schools in Olsztyn and the region on a permanent basis. This is a very important topic for me personally, because on the one hand it raises the awareness of children and young people about the work and role of a scientist, and on the other it may encourage young people to take up a scientific career in the future.
For me, cooperation with business is a key area where I see great potential for development. I want the Institute to become a strategic partner for companies, especially in the fields of biotechnology, innovative food production and human and animal health. I plan to intensify activities related to technology transfer and commercialisation of research results, e.g. through joint research and development projects and supporting initiatives that will allow us to effectively put our scientific achievements into practice.
Other plans? Perhaps for the long-term future?
M.M.K.: One such long-term plan that I would like to realise is to set up an external advisory body at the Institute in the form of an international advisory board. Such bodies are already in place at some universities and at several scientific institutes. I believe that such a board could bring a fresh perspective to the Institute’s activities, help define research priorities and increase our visibility internationally. It would also be useful to see ourselves through the eyes of those outside our scientific ‘bubble’ and use their perspective to develop the Institute’s full potential.
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Read more about the new role of Prof. Monika M. Kaczmarek here.
Our Institute has joined the International System for Agricultural Science and Technology (AGRIS), a flagship initiative of the Food and Agriculture Organization of the United Nations (FAO). This recognition acknowledges us as a reliable partner in disseminating information in open access and is another step in strengthening our international role in food and agricultural research.
AGRIS (International System for Agricultural Science and Technology) is a global public domain database aimed at collecting, storing, and sharing scientific knowledge and technology related to agriculture.
Thanks to our membership in this database, research institutions and scientists have the opportunity to increase the visibility of their work internationally and establish collaborations with other research centers around the world.
Additionally, metadata regarding the research conducted by our Institute have now been added to the AGRIS database.
The Institute has also received a unique AGRIS identifier (PL6), which will facilitate the management of its profile in the system and enable better international communication.
On the International Day of Women and Girls in Science (February 11), we give the floor to two representatives of our Institute: Prof. Monika M. Kaczmarek and Dr. Małgorzata Starowicz. Monika studies the interactions between offspring and mother during pregnancy and shortly after birth, and since January, she has been the new director of the Institute. Małgorzata specializes in researching the health-promoting effects of bioactive compounds from food and is the leader of a research team. Although they are at different stages of their scientific careers, they share similar experiences, such as being leaders, balancing work with family life, and being involved in mentoring and supporting other women.
The International Day of Women and Girls in Science is a celebration established a few years ago by the United Nations General Assembly – at the request of the world’s largest organizations that support and value women and girls’ access to science, technology, engineering, and mathematics (STEM) education and research at all levels. How do you perceive this initiative?
Monika M. Kaczmarek: The idea of supporting women conducting scientific research is particularly important to me, for obvious reasons. But it is equally important to highlight women’s and girls’ access to education, especially in STEM fields, particularly in countries where their situation is not as favorable as in ours.
Małgorzata Starowicz: For me, this day reminds me of the history of women’s emancipation and their struggle for their dreams. Throughout different historical periods, women have proven that they can achieve great things in science and make important scientific discoveries, despite many obstacles. They stepped outside the norms and fought for their rights. I really like that on this day, the media highlight examples of well-known, as well as lesser-known, women who made significant discoveries in various scientific fields.
How would you assess the situation of women in science in Poland?
M.M.K.: I believe that the situation of women in science in Poland is generally good. We have access to education all the way to university, and statistics show that more than half of students are women. Their involvement in technical and life sciences is also increasing.
However, if we look at the situation of women at later stages of their scientific careers, it’s not so optimistic, because the higher up the career ladder you go, the fewer women there are. You can easily observe this, for example, by checking how many deans are men, and how many are women; let alone the position of university rector or research institute director. Therefore, in my opinion, a major challenge is still increasing the participation of women in leadership positions, so that decision-making processes also consider women’s perspectives and needs.
What could be the reason for this?
M.S.: I think there are several reasons. First of all, it is usually women who bear most of the household responsibilities, including raising children – although, of course, men’s roles in this area are changing. Some women truly prioritize their families, which is why they don’t continue their careers. Also, some women are intimidated by the recruitment requirements for high positions – they think they can’t meet those conditions, even though they have the same qualifications as the male candidates.
M.M.K.: We often experience the so-called „imposter syndrome” – we downplay our abilities and only take on challenges when we feel 120% prepared. However, this is not only a matter of internal doubts, because women are still sometimes discouraged from certain actions. We still hear stereotypical arguments that we allegedly lack leadership qualities or decision-making skills. This is not only unfair but also untrue.
I also agree with the statement that one of the main reasons for women’s absence at higher levels is career slowdown due to motherhood – regardless of the field in which we work. In my opinion, this is the greatest inequality of opportunity between women and men, and the thickest glass ceiling that is still difficult to break.
The „Functioning of Women and Men in Science” report – conducted three years ago by the National Science Center, in which I was involved – clearly showed that women still experience gender-based discrimination. This is not only seen in career advancement barriers but also in mobbing, discrimination against women planning pregnancy or raising children, and even patronizing treatment.
How can the negative career effects of maternity leave for women be minimized?
M.M.K.: One example of solutions is to consider „academic” age (e.g., the number of years since obtaining a doctoral degree) rather than chronological age in scholarship or grant applications. We can’t bypass physiology – women give birth to children, so considering maternity breaks in evaluating scientific achievements should be standard practice.
M.S.: Fortunately, I increasingly encounter the acknowledgment of maternity breaks, which is a visible and progressive process. Moreover, considering experience, rather than age, is especially important in today’s reality, where women start their scientific careers at different stages of life. I know cases of women who started their careers in companies and only later decided to pursue a scientific path.
We’re talking about motherhood, but how do you manage to balance your scientific career with family responsibilities?
M.M.K.: I believe that the key is the support of a husband, partner, and close family members, such as parents or friends, who help organize childcare. The most demanding period is definitely the first few years, when children need a lot of attention and care. During that time, I often took my family with me to work trips – for example, international conferences, but also scientific picnics. I admit that I work a lot, but I’m fortunate that my family knows that science is also my passion.
Equally important, however, is finding a moment to take a breather from work and obligations – a time to slow down my thoughts and reflect. This gives me the strength to take on new challenges.
M.S.: Maintaining this balance isn’t easy, there’s no denying it. But because of this, I’ve learned to manage my time better. I give 100% at work, so that when I return home, I can focus on my family. Of course, there are days when I need to work after hours. Still, I try to separate those roles. I care about doing my job professionally. After all, I’m a team leader, so others rely on me.
Of course, none of this would be possible without the support of my loved ones – my husband, family, and even colleagues. When we face something together, it’s easier. I’ve also learned to let go and drop certain topics if they’re not a priority for me.
You talk a lot about support from loved ones. What about support from women for women? Can it help young women pursue a scientific career?
M.M.K.: I always advise girls who want to develop – not just in science but in other areas as well – to find a kindred spirit in the form of a mentor. Someone they can talk to about both professional and personal matters. It’s important to have someone who, at a crucial moment, will tell you: „You are enough. You can do it.”
Support from women is extremely necessary. On one hand, I benefit from the support of female colleagues, and on the other hand, I eagerly share my knowledge and engage in mentoring programs (such as TopMinds) and try to push other girls forward.
M.S.: Absolutely. At different stages of my career, I encountered women mentors and participated in various mentoring programs. I started as a participant, and now I’ve become a mentor myself, including in the international WE Lead Food program (EIT Food).
I also think that every scientist needs someone to support them professionally, while understanding their other commitments. I work with many women. We often share our problems, doubts, but also advise and encourage each other to participate in various activities. It’s very uplifting.
Which type of support for women in science do you favor: formal, top-down, or grassroots, such as mentoring?
M.S.: I think a balance is necessary. On one hand, many projects require a certain percentage of women’s involvement, or there are requirements that women hold leadership positions. But this is not always realistic because sometimes there are no „available” women with the necessary qualifications. Therefore, I think the other side should be grassroots support, which really empowers women to fight for their careers and show what they’ve achieved.
M.M.K.: Of course, some formal measures are needed, such as implementing gender equality plans in institutions, but these regulations should be implemented appropriately. Forcing the presence of a woman on a team may suggest that she is there just because of her gender, which is already a form of discrimination. Here, percentages or numbers shouldn’t be the deciding factors – competencies should, and women have plenty of them.
Do you have any advice for a young woman wondering whether to pursue a scientific career?
M.S.: First of all, I advise you not to be afraid of your dreams and not to worry about stereotypes. Today, there are plenty of opportunities for women in science. Every woman must work out her own path, but everything is possible. And remember, girls, you are not alone.
Increased susceptibility to obesity in women contributes to their fertility problems, our scientists have shown. Their research focused on the molecular mechanisms responsible for the proper functioning of the female reproductive system. The results have just been published in the journal Molecular Metabolism.
– We know that obesity in women is associated with infertility, and this is due to disturbances at many levels. We are concerned with understanding these mechanisms at the molecular level, that is, inside the cells. In our work, we focus on ovarian dysfunction, which is not only a storehouse of egg cells, but also a site for the production of oestrogens – key fertility hormones – says Dr Karolina Wołodko from the Fertility and Development Programming Team.
OBESITY AND INFERTILITY
In order to look at the changes at the molecular level that occur in the reproductive system, particularly in ovarian cells, Dr Karolina Wołodko – together with a team led by Dr Antonio Galvao – conducted her observations on two strains of mice with different susceptibility to obesity. – We wanted to reflect the tendencies observed among people when some find it easier and others find it more difficult to gain weight – explains the researcher. Both groups were fed a high-calorie diet.
– We found that the group that gained weight sooner (i.e. the one prone to obesity) also showed abnormal ovarian processes associated with a decrease in hormone production. We also observed elevated blood levels of, among other things, leptin, which is characteristic of obesity and also greatly affects reproductive capacity. There were no such changes in the second group – says the biotechnologist.
The researchers then examined what changes occurred in the ovarian cells. – In the obesity-prone group, these changes were significant. One of the most important findings is the characterisation of changes in the cells of the ovarian follicle sheath, which led to a decrease in the production of the steroid hormone oestrogen, which is very important for the proper functioning of the entire reproductive system. Moreover, we have demonstrated the influence of factors hitherto unrelated to hormone production – explains Dr Karolina Wołodko.
Furthermore, based on the results from the obesity-resistant group, the researchers showed that eating a high-fat diet alone does not lead to changes at the level of the reproductive system, as suggested by some previous scientific studies. – The key here, however, is weight gain – the researcher emphasises.
URGENCY
– By understanding the underlying mechanisms and disorders that lead to infertility in obese women, it will be possible to address the problem in the future by developing new therapies. Of course, further basic research is needed, and then also those at the clinical level – says Dr Karolina Wolodko.
She adds that the scale of the problem is significant and still growing. – Already one in six couples trying to have a child is struggling with infertility. In parallel, the number of people who are overweight and obese is increasing, which also affects the functioning of the reproductive system – she points out. Furthermore, in her opinion, the topic of research into understanding the molecular mechanisms involved in the female reproductive system is still receiving insufficient attention in global science. – So far, most of the research around reproduction has focused on males and sperm, who are an easier model to study. Further, too little attention has been paid to the study of females and their reproductive system, which, however, is much more complex – concludes the scientist.
Specialist / Senior Specialist in the Research Team entitled „Personalized diagnostics of vascular endothelium in oncological therapy; towards modern vasculo-oncology” (acronym: ADEVASCO) financed by the Polish Science Fund.
Place of work:
Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn, street Trylińskiego 18, Bioelectroanalytics Team.
Scope of tasks:
conducting research related to the development of an electrochemical aptasensor for detecting biomarkers of vascular endothelial dysfunction induced by anticancer treatment.
Role in the Team:
The person employed in this position will assume the role of a Technical support/PhD Student as described in the project proposal. The role of the Employee will involve responsibility for specific stages of the research work, coordination of certain experiments, and supporting the methodology.
Requirements for candidate qualifications and experience:
master’s degree in chemical or biological sciences or related fields,
good knowledge of English, spoken and written,
ability to prepare reports and present the results of scientific work,
motivation for scientific work,
communication skills and very good work organization,
ability to work independently and in a team.
Type of contract, period, scope of commitment, financial conditions:
Employment contract, full time,
Employment for 58 months,
Salary PLN 7,000 – PLN 10,000 gross (depending on experience),
Position opening date: February 2025.
Working conditions:
undertaking education at the Interdisciplinary Doctoral School,
work on working days, with the possibility of task-based work in the case of specific experiments, also at the Faculty of Chemistry of the Jagiellonian University in Krakow,
The candidate will be required to comply with the non-competition rules in accordance with the WIB program guidelines.
Deadline for submitting documents: February 12, 2025,
Estimated recruitment result date: 20.02.2025.
After initial analysis of the submitted applications, we will contact selected candidates to conduct further stages of the recruitment process.
The Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn complies with the provisions of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (OTMR).
Any person who feels aggrieved due to the manner in which recruitment and competitive selection were conducted should first file a complaint in writing to the Head of the HR and Payroll Department within 2 weeks of the announcement of the completion of the recruitment process. E-mail address: j.papurzynska@pan.olsztyn.pl;
The complaint should specify the name of the position for which the competition was held, as well as a detailed description of the stage of the recruitment process in relation to which the comments are presented. The complainant should clearly present his position and justify it.
In your CV, please include a clause of consent to our processing of personal data in the recruitment process:
„I consent to the processing of my personal data contained in the application documents by the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn with its registered office 10-683 Olsztyn, ul. Trylińskiego 18, in order to carry out the recruitment process and publish the full competition results on the Institute’s website.
Information clause:
The administrator of personal data processed as part of the recruitment process is the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn with its registered office at 10-683 Olsztyn, ul. Trylińskiego 18, tel. 89 500 32 00, e-mail: institute@pan.olsztyn.pl .
Contact with the personal data protection officer is possible at: iodo@pan.olsztyn.pl.
The provided personal data will be processed for the purpose of implementing the current recruitment process and stored until its completion based on the consent given (in accordance with Article 6(1)(a) of the GDPR).
The data subject has the right to withdraw consent at any time without affecting the lawfulness of processing based on consent before its withdrawal.
The data subject has the right to access his or her personal data, request its rectification or deletion. Submitting a request to delete data is tantamount to resigning from participation in the recruitment process. In addition, she has the right to request restriction of processing in the cases specified in Art. 18 GDPR.
The data subject has the right to lodge a complaint with the President of the Personal Data Protection Office regarding unlawful processing of his or her personal data. This body will be competent to consider the complaint, however, the right to lodge a complaint only concerns the lawfulness of the processing of personal data and does not concern the recruitment process.
The data provided will not be subject to profiling or made available to entities or third countries. The recipients of the data may be institutions authorized by law.
Providing the data contained in the recruitment documents is not obligatory, but it is a necessary condition for participating in the recruitment process.
The scientist is among a prestigious group of 100 laureates who will implement their research projects in 23 countries, including the US, UK, Germany, Switzerland and Italy. Dr Guzewska will visit Zurich, where she will continue her research on embryo-maternal communication involving extracellular vesicles at the nanoscale using super-resolution microscopy.
As the announcement from the Polish National Agency for Academic Exchange (NAWA) states – NAWA’s Bekker Programme is an active support for the international mobility of PhD students, researchers and academics in the pursuit of scientific excellence by enabling them to develop their research in foreign research and academic centers around the world, regardless of their field of research.
GOOD PRACTICES, BROADER HORIZONS
Dr Maria M. Guzewska from the Fertility and Development Programming Team will spend five months at the Federal Technical University in Zurich (German: Eidgenössische Technische Hochschule ETH Zürich). In the Animal Physiology Team, led by Prof. Susanne E. Ulbrich, she will continue her research on embryo-maternal communication involving extracellular vesicles (EVs).
– The project, entitled ‘What if everything wraps around extracellular vesicles? Traces of embryo-maternal communication at nanoscale’ will focus on the analysis of interactions occurring during the release, migration and uptake of EVs during embryo implantation in the maternal endometrium at the nanoscale using super-resolution microscopy – explains Dr Maria M. Guzewska. – I will be using the equipment of the Scientific Center for Optical and Electron Microscopy (ScopeM), a central scientific technology platform of ETH Zurich. The use of modern microscopes that enable real-time monitoring of cell viability functions is key to super-resolution image analysis – adds the laureate.
BETTER REPRODUCTION TECHNIQUES
Understanding the mechanisms and mapping the exchange of signals involving EVs, as well as the stages of their selective uptake by cells, is crucial for the further development of reproductive biology and reproductive medicine. EVs play an important role as carriers of molecular information that are involved in communication between the embryo and the mother.
The research may enable the development of novel therapies to aid embryo implantation in livestock species, which is important in improving breeding efficiency and animal health. In the longer term, the results of the research may form the basis for developing solutions to improve the efficiency of assisted reproduction techniques and infertility treatments.
– Prof Ulbrich’s team is well-known for their extensive research on the embryo-maternal communication during early implantation, using large livestock animal models. I consider this opportunity as a natural step in my scientific career, fostering international cooperation, improving my skills and gaining experience, which may lead to new discoveries in the field of reproductive biology in the future – concludes Dr Guzewska.
Congratulations!
Read more about the team’s research into the mechanisms affecting pregnancy success HERE.
1 Ph.D. student – Research on the impact of vitamin D on the epigenetic programming of CD34+ hematopoietic progenitor cells derived from human cord blood
Organisation:
Institute of Animal Reproduction and Food Research Polish Academy of Sciences
The Institute of Animal Reproduction invites applications for a PhD student position supervised by Prof. Carsten Carlberg on the project (NCN OPUS27) „Impact of vitamin D on the epigenetic programming of CD34+ hematopoietic progenitor cells derived from human cord blood.” Applicants must hold an MSc in Biosciences (Biology, Biochemistry, or Biotechnology) with experience in molecular and cell biology, high-throughput ‘omics data analysis, and laboratory techniques such as cell culture, RNA isolation, and RNA-seq library preparation. Candidates should demonstrate scientific achievements, including publications, awards, or research project contributions, alongside strong organizational and communication skills in English. The ideal candidate is motivated, proactive, and eager to work in an international, multidisciplinary team exploring cutting-edge epigenetics research.
Master Degree (MSc) in Biosciences (Biology/ Biochemistry/ Biotechnology);
Experience in molecular and/or cell biology;
Experience with analysis of high-throughput ‘omics data;
Scientific achievements, including publications in renowned scientific journals;
Achievements resulting from:
conducting scientific research,
scholarships,
awards, workshops and scientific training,
participation in research projects.Precise pipetting;
Proficiency in carrying out methods like:
Cell culture;
RNA isolation;
Library preparation for RNA-seq.
Specific Requirements
High motivation to work in an international team;
Excellent communication skills for effective interaction with the multidisciplinary cohort of researchers;
Proactive, motivated, showing initiative;
Good work organization;
Fluency in English in writing and speaking;
Good writing and presentation skills.
Languages: ENGLISH
Level: Excellent
Benefits
Duration of the scholarship: 48 months,
Scholarship amount: 4 700 PLN gross (5 400 PLN gross after 2 years), to be supplemented by additional funds to some 6500 PLN gross ,
Date of position opening: March 1st, 2025,
Number of positions: 1.
Eligibility criteria
Master’s degree in required field;
Full documentation sent on time;
English proficiency.
Selection process
Applications will be assessed in accordance with the criteria set out in the regulations for awarding research scholarships in research projects financed by the National Science Center (Poland);
Only on-line applications will be considered;
Candidates evaluated with the highest score will be invited to an actual interview, which will take place face-to-face or online;
During the interview, the candidate will be asked to deliver a 10-minute speech. presenting his/her Master thesis and research interests;
Final results of the recruitment will be published on IAR&FR PAS webpage within 10 days after final decision.
Additional comments
In your CV, please include a clause of consent to our processing of personal data in the recruitment process:
„I consent to the processing of my personal data contained in the application documents by the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn with its registered office 10-683 Olsztyn, ul. Trylińskiego 18, in order to carry out the recruitment process and publish the full competition results on the Institute’s website.
Information clause:
The administrator of personal data processed as part of the recruitment process is the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn with its registered office at 10-683 Olsztyn, ul. Trylińskiego 18, tel. 89 500 32 00, e-mail: institute@pan.olsztyn.pl .
Contact with the personal data protection officer is possible at: iodo@pan.olsztyn.pl.
The provided personal data will be processed for the purpose of implementing the current recruitment process and stored until its completion based on the consent given (in accordance with Article 6(1)(a) of the GDPR).
The data subject has the right to withdraw consent at any time without affecting the lawfulness of processing based on consent before its withdrawal.
The data subject has the right to access his or her personal data, request its rectification or deletion. Submitting a request to delete data is tantamount to resigning from participation in the recruitment process. In addition, she has the right to request restriction of processing in the cases specified in Art. 18 GDPR.
The data subject has the right to lodge a complaint with the President of the Personal Data Protection Office regarding unlawful processing of his or her personal data. This body will be competent to consider the complaint, however, the right to lodge a complaint only concerns the lawfulness of the processing of personal data and does not concern the recruitment process.
The data provided will not be subject to profiling or made available to entities or third countries. The recipients of the data may be institutions authorized by law.
Providing the data contained in the recruitment documents is not obligatory, but it is a necessary condition for participating in the recruitment process.
1 Postdoc in Nutrigenomics – Research on the impact of vitamin D on the epigenetic programming of CD34+ hematopoietic progenitor cells derived from human cord blood
Organisation:
Institute of Animal Reproduction and Food Research Polish Academy of Sciences
We are inviting a highly motivated Postdoctoral Associate to join our Nutrigenomics Team in a project led by Prof. Carsten Carlberg. This research will investigate the impact of vitamin D on the epigenetic programming of CD34+ hematopoietic progenitor cells derived from human cord blood (NCN OPUS27 Grant).
This is a fantastic opportunity to:
Dive deep into molecular research: Study how vitamin D impacts gene regulation and epigenetics,
Collaborate: Work within a multidisciplinary team focused on nutrigenomics, immunology, and cancer research,
PhD in Biosciences (Biology/ Biochemistry/ Biotechnology),
High motivation to work in an international team,
Ability to work independently,
Excellent communication skills for effective interaction with the multidisciplinary cohort of researchers,
Proactive, motivated, showing initiative to move projects forward,
Good work organization,
Independently design and conduct high-quality research experiments under the supervisor’s guidance,
Analyze data, create high quality figures and draft manuscripts for publication,
Fluency in English in speaking and writing,
Good writing and presentation skills.
Specific Requirements
Knowledge in molecular biology methods, in particularly RNA-seq, ATAC-seq and/or ChIP-seq,
Experience with cell culture, ideally isolation and culture of stem cells,
Track record of publications.
Languages: ENGLISH
Level: Excellent
Benefits
Duration of employment: 48 months,
Salary: c.a. 9 500 PLN gross per month,
Date of position opening: March 1st, 2025,
Number of positions: 1.
Eligibility criteria
Academic Qualifications:
PhD or Equivalent in a relevant field;
Relevant Research Area;
Research Experience:
Publication Record;
Methodological Expertise;
Collaborative Projects;
Skills and Competencies:
Technical Proficiency;
Analytical Thinking;
Communication Skills;
Project Management;
Alignment with Research Goals:
Interest in the Topic;
Future Goals;
Recommendations:
References.
Selection process
Application Submission: Submit your documentation;
Review: Shortlisted candidates will be evaluated on their qualifications and experience;
Interview: Selected applicants will be invited for an interview to discuss their research background;
Final Decision: Successful candidates will receive an offer and guidance on the next steps.
Additional comments
In your CV, please include a clause of consent to our processing of personal data in the recruitment process:
„I consent to the processing of my personal data contained in the application documents by the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn with its registered office 10-683 Olsztyn, ul. Trylińskiego 18, in order to carry out the recruitment process and publish the full competition results on the Institute’s website.
Information clause:
The administrator of personal data processed as part of the recruitment process is the Institute of Animal Reproduction and Food Research of the Polish Academy of Sciences in Olsztyn with its registered office at 10-683 Olsztyn, ul. Trylińskiego 18, tel. 89 500 32 00, e-mail: institute@pan.olsztyn.pl .
Contact with the personal data protection officer is possible at: iodo@pan.olsztyn.pl.
The provided personal data will be processed for the purpose of implementing the current recruitment process and stored until its completion based on the consent given (in accordance with Article 6(1)(a) of the GDPR).
The data subject has the right to withdraw consent at any time without affecting the lawfulness of processing based on consent before its withdrawal.
The data subject has the right to access his or her personal data, request its rectification or deletion. Submitting a request to delete data is tantamount to resigning from participation in the recruitment process. In addition, she has the right to request restriction of processing in the cases specified in Art. 18 GDPR.
The data subject has the right to lodge a complaint with the President of the Personal Data Protection Office regarding unlawful processing of his or her personal data. This body will be competent to consider the complaint, however, the right to lodge a complaint only concerns the lawfulness of the processing of personal data and does not concern the recruitment process.
The data provided will not be subject to profiling or made available to entities or third countries. The recipients of the data may be institutions authorized by law.
Providing the data contained in the recruitment documents is not obligatory, but it is a necessary condition for participating in the recruitment process.
Note: Any person who feels aggrieved by the manner of recruitment and selection process should first submit a written complaint to the Head of HR and Payroll Department (j.papurzynska@pan.olsztyn.pl), within two weeks (14 days) of announcing the completion of the recruitment process. The complaint should specify the name of the position for which the competition was conducted, as well as a detailed description of the stage of the recruitment process, in relation to which comments are submitted.
