LIST OF GOOD PRACTICES

Key AreaName of the actionType of actionMain aim of the actionOrganizationOrganization typeLevel of implementation
The governance bodies, key actors and decision-makersMonitoring gender and diversity state of art in the organization, gathering and analysing gender disaggregated quantitative and qualitative dataData gathering and analysisAnalysis of the data on the composition of teaching staff, administrative staff and students by gender at Unibo as a whole, as well as broken down by Departments and Schools. This will indicate the situation of vertical and horizontal segregation, and the ceiling glass effect. Alma Mater Studiorum – Universita Di BolognaHigher education institutionResearchers/professors and technical and administrative staff, students
Recruitment, career progression and retentionIntroduction in internal research evaluation procedures of the consideration of maternity and parental leave periodsPositive action/policyThe main objective of this action is to grant an equal evaluation of the scientific production and research of both female and male UNIBO academic staff.Alma Mater Studiorum – Universita Di BolognaHigher education institutionResearchers and professors
Work and personal life integrationProviding services with the potential to support work and personal life integration for staffAvailability of supports/resourcesAvailability of structured supports inside the organization for child-care, family-members with special needs, elder family-members, etc. for UNIBO staff.Alma Mater Studiorum – Universita Di BolognaHigher education institutionResearchers/professors and technical and administrative staff
Researchers and research: gender equality and sex and gender perspectiveInternal training seminars on the use of sex and gender perspective in research, to foster the acknowledgement of its economic, social and innovation valueTrainingThe aim of this action is to raise awareness and encourage researchers and professors to adopt the integration of the sex-gender variables in their research practices.Alma Mater Studiorum – Universita Di BolognaHigher education institutionResearchers and professors
Recruitment, career progression and retentionWorkshop to enhance transparency about the selection/promotion process and the criteria for promotionTraining/workshopThe objective of this workshop is to provide academic-led information about what is needed for promotion at each academic career stage. The speakers at these events include Pro-Vice Chancellors, Chairs of Faculties and members of the University Promotion Committee.University of Warwick Higher education institutionAll staff interested in promotions and mentors in terms of their role in supporting junior staff.
Work and personal life integrationEstablishing a holiday schemeAvailability of supports/resourcesTo support staff with caring responsibilities during holidays (Summer and Easter when schools are closed).University of Warwick Higher education institutionResearchers/professors and technical and administrative staff
Work and personal life integrationEstablishing a conference care fundAvailability of supports/resourcesTo support with payments of additional childcare arrangements for individuals attending conferences/ workshop/training.University of Warwick Higher education institutionResearchers/professors and technical and administrative staff
Recruitment, career progression and retentionShare career good practices - role models for womenAwareness raising/CommunicationTo inspire female researchers to pursue research careers.Kemijski Inštitut, National Institute of ChemistryResearch instituteFemale researchers
Work and personal life integrationInformation desk availability for work-personal life integration issuesAvailability of supports/resourcesTo support employees on balancing work-personal life integration issues.Kemijski Inštitut, National Institute of ChemistryResearch instituteResearchers/professors and technical and administrative staff
Recruitment, career progression and retentionWide communication policy for vacant positions, inside and outsideCommunicationIncrease transparency and visibility for vacancies to attract candidates from a diversified pool.Kemijski Inštitut, National Institute of ChemistryResearch instituteNew staff
The governance bodies, key actors and decision-makersSexual harassment prevention and support structures, at disposal and well communicated to all stakeholdersTrainingTo review and update existing protocols and identify potential shortcomings/limitations and meeting new needs.Mondragon UnibertsitateaHigher education institutionStaff and students
Recruitment, career progression and retentionShare career good practices - role models for womenAwareness raising/CommunicationTo enhance visibility of female role models for academic and administrative staff.Mondragon UnibertsitateaHigher education institutionStaff and students
Recruitment, career progression and retentionRecruitment processes aware of gender-issues, discrimination and stereotypesTrainingEnsuring that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypesMondragon UnibertsitateaHigher education institutionDepartment Coordinators and Knowledge Areas Coordinators
The governance bodies, key actors and decision-makersCreation of a gender equality unit/officeCreation of structuresForming a Gender Equality Committee to oversee, in tandem with the PLOTINA team until 2020, the entire process of the GEP implementation. Ensuring the institutionalization and sustainability of gender equality policies and practices.Özyeğin ÜniversitesiHigher education institutionStaff and students
The governance bodies, key actors and decision-makersCreation of a figure/role of gender and diversity coordinator that refers to top decision bodiesCreation of structuresHaving a liaison person specialized in gender-related issues to help oversee and coordinate with the PLOTINA team and the Gender Equality Committee to implementation of GEP.Özyeğin ÜniversitesiHigher education institutionResearchers/professors and technical and administrative staff
The governance bodies, key actors and decision-makersEncouragement to top level managers and key actors to attend gender equality seminars and trainingTraining/awareness-raisingCreating and/or increasing gender awareness among the members of university administration. Persuading the decision-makers about the necessity and benefits of having an official Gender Equality Plan and a Gender Equality Committee to implement and monitor the progress on the GEP.Özyeğin ÜniversitesiHigher education institutionKey actors, decision-makers
The governance bodies, key actors and decision-makersCreation of the gender Equality Commission in ISEGCreation of structuresTo analyse and discuss the actions to be implemented by PLOTINA until January 2020Lisbon School of Economics and ManagementHigher education institution
Work and personal life integrationDiagnosis survey: support for work and personal life integrationData gathering and analysisTo get a better understanding of staff perceptions about their needs in integrating work and personal life (including commitments and duties which faculties and administrative staff may have).Lisbon School of Economics and ManagementHigher education institutionAll RPO community with a focus on those with commitments and duties of relatives
Integration of sex and gender dimension in teaching curriculaIntersectionality in discrimination seminars/ short courseTrainingDevelop and deliver a short course on Intersectionality in Discrimination for postgraduate students (Masters and PhD candidates).Lisbon School of Economics and ManagementHigher education institutionRPO community and other RPO communities
The governance bodies, key actors and decision-makersHow to film an organisational video showcasing E&D activitiesAwareness raising/CommunicationTo understand what is required for developing an organisational video for showcasing E&D activities. This information and insight was collected through our experience in developing such a video.University of Warwick Higher education institutionResearchers/professors and technical and administrative staff, students
Researchers and research: gender equality and sex and gender perspectiveOrganising a Summer School: “How to be a peer reviewer”Training/workshopThe objective of this summer school is to provide academic-led information about the peer review process to PhD students and postdoctoral researchers.University of Warwick Higher education institutionResearchers and professors