This Gender Equality Plan serves the strengthening of gender equality within all activities of the organisation. It aims to ensure equal treatment of personnel. It should apply to all natural persons that work for the organisation.
Commitment and monitoring
The organisation shall commit resources and uses gender expertise to implement the Plan. The organisation should consider what type and volume of resources are required to support an ongoing process of sustainable organisational change. Data on gender of the organisation’s personnel shall be collected and monitored. The data shall be reported on annually and the reporting shall be based on indicators. This data should inform the Plan’s objectives and targets, indicators, and ongoing evaluation of progress.
Awareness
Awareness of gender equality and unconscious gender biases shall be raised and training on those be provided for the organisation’s personnel including decision-makers. These activities should engage the whole organisation and be an evidence-based, ongoing and long-term process. Activities can also include communication activities and gender equality training that focuses on specific topics or addresses specific groups.
Work-life balance
Work-life balance of the organisation’s personnel and the organisational culture should take into account the gender dimension. The organisation should implement necessary policies to ensure an open and inclusive working environment, the visibility of women in the organisation and externally, and that the contribution of women is properly valued. Inclusive work-life balance policies and practices can also be considered. Examples include: addressing the impact and needs associated with home and mobile working; as well as workload arrangements to ensure that the burden of new working practices is distributed fairly and does not exacerbate existing gender inequalities.
Leadership and recruitment
Leadership and decision-making should be balanced in terms of gender of the organisation’s personnel. Measures to ensure that women can take on and stay in leadership positions can include providing decision-makers with targeted gender training; as well as management and supervision arrangement to ensure that appropriate support for new patterns of working is in place and ensuring inclusive practices. Recruitment and career progression should ensure gender equality. Measures can include evaluation arrangements for career progression to ensure unequal burdens and impacts are accounted for.
Other aspects of work
The gender dimension should be integrated into the organisation’s research activities. The organisation gives time for researchers to develop methodologies that incorporate sex and gender analysis. Measures against gender-based violence including sexual harassment should be taken. The organisation should consider taking steps to ensure it has clear institutional policies on sexual harassment and other forms of gender-based violence, which should address risks associated with increased use of online tools for collaboration and teaching.
Validity and signature
The document containing this Plan is valid since September 2021 and signed the organisation’s Managing Director.