COMPLETE LIST OF ACTIONS

KEY AREASObjectivesStrategies/Measures
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityAppointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityCreation of a network structure with the aim to facilitate and boost communication and cooperation between actors in the areas of gender research and gender equality practice in different levels and fields
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityCreation of a Gender Equality Unit/Office - provided with annual financial and human resources - acting also, as an in-house expert focal point and an advisory source to Departments
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityAnalysis of institutional documents and websites and development of a guide on gender consideration in language and images in research material and production
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityRoutine revision of any text, communication, images, from a gender equality and diversity standing point, use of language included, for inside and outside destination
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityCreation of a figure/role of gender and diversity coordinator that refers to top decision bodies
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityReview the communication of the University about gender issues/events in order to identify strengths and weak points to improve
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalitySexual harassment prevention and support structures, at disposal and well communicated to all stakeholders
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityDeveloping a communication plan that includes all stakeholders, with inside and outside communication actions to communicate the initiatives linked to the gender equality and diversity policy of the institution
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityCreation of a Gender Equality Team who will take the lead to coordinate the implementation of the GEP. Provide this team with time/financial resources
KA1 - The governance bodies, key actors and decision-makers1.1.Promoting the creation of structures to support gender equalityIntegration of the key figures of the institution (human resources staff, staff in the governing bodies, worker union representatives…) in the Gender Equality Team
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceRatifying the European Charter for Researchers
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceCreation of a virtual (online) forum to discuss gender equality issues among RPO staff members
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceIntegration of questions about gender equality issues in internal questionnaires already performed about staff satisfaction at work or working atmosphere
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceIntegration of Gender Equality as a core issue in the formal documents: policy, communication, marketing,…for inside and outside stakeholders
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceInitiatives for a gender sensitive and diversity competent leadership
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceFormal request of consideration of a gender perspective in the planning of university activities, when applicable
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceCommunication of the institutional gender balance policy adopted in order to reach gender balance in all Governing, top decision-making Bodies and Managing roles
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceGathering of gender disaggregated data routinely, quantitative and qualitative. Analyse these data in a dedicated Report so as to monitor gender and diversity state of art in the organization
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceFormal provision of empirical data to decision-makers to make gender dynamic visible and known
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceInclusion of the Gender Equality Report and Plan - with quantitative and qualitative data - in the Programming cycle of top Decision-making bodies/Governance
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceAdopt strategies that will encourage accountability at all levels for the implementation phases of the GEP according to specific tasks people are charged of
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceIdentification of actions to address critical issues, lack of progress or impact based on the monitoring
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceVisibilize the support from key actors and senior leader to the GEP
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceSenior members accountability for gender equality implementation plans and indicators results
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practicePlan of a regular GEP follow-up meeting with senior management, leaders, human resources staff, to create ownership of the GEP, to strengthen the potential of the plan and maximize its impact
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceInclude gender perspective in the planning of university activities
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceIntegration of the Gender Equality policies and processes in the Quality System Management
KA1 - The governance bodies, key actors and decision-makers1.2.Promoting gender equality in the institutional culture, processes and practiceDesign, implement and evaluate a communication campaign/process that visibilizes and gives value to the culture-climate change effort of the RPO
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceSupporting decision-makers and key actors in order for them to commit and actively involve for a Gender Equality Culture
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceEncouragement to top level managers and key actors to attend gender equality seminars and training
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceCreation of a Gender Equality Agents network
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceCreation/promotion of Rewards and incentive systems for gender equality and diversity efforts and results
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceGoverning Bodies members and key actors informed/trained of national laws on gender equality and the European Commission's document “Strategic engagement for gender equality 2016-2019”
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practicePromotion of initiatives to favour a widespread gender competence at all levels of the organization with provision of training to staff, teachers and researchers
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceEncouragement to representatives of students organizations to contribute developing understanding of equality and diversity among the students
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceEncouragement to students to attend gender equality training before taking part into Governing bodies/Committees
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceCommunicating the RPO's gender equality policies and providing with online and/or hard copies to newly-hired staff members
KA1 - The governance bodies, key actors and decision-makers1.3.Promoting gender equality in the individual culture, processes and practiceProvision of online and/or hard copies of gender equality and diversity policies for internal and external staff
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Creation of a specific Gender Balance Committee with the aim to attract female scientists and monitor their career progression
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Carrying out gender awareness initiatives, briefings or guidelines for recruitment and appointment of Commission members
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Creation of a specific Gender Balance Committee with the aim to eliminate gender bias from the recruitment process
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Promotion of gender balance in all Recruitment Committees with the aim of reaching a 40-60 balance.
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Adoption of a set of Guiding Principles to ensure gender equality and overcome indirect and unconscious discriminations by assesment and evaluation committees
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Carrying out empowering activities for early career researchers and offering them training to increase their leadership skills.
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Ensuring that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Reviewing the recruitment process for identification of potential gender bias
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Agreement on explicit, transparent, unbiased and published criteria for the entire recruitment process, weighted in a standard way
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Wide communication policy for vacant positions, inside and outside
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Promotion of initiatives to support the career progression of the underrepresented gender in high and top positions
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Visibility given to the underrepresented gender whenever possible, for representation, chairing meetings, keynote speaking at a conference, etc.…
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Creation of a questionnare to be filled-in by any member of staff when leaving the institution in order to help the understanding of reasons for leaving the organization and analysis of the reasons from a gender perspective
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Inclusive writing of job profiles in order to encourage/attract a diverse audience
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Offering mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Analysis of the elegibility criteria for grant applications, to identify the sources of possible bias and to prevent discrimination.
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Employment status of the underrepresented gender not being considered as a barrier for career progression, ex. fixed-term positions, part-time contract or career breaks – common characteristic of women’s career paths
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Inclusion of gender balance as a criterion, every other conditions being equal, for selection, promotion and research funding allocation
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Reviewing recruitment/promotion criteria to include apart from metrics other aspects, as for ex. teamworking, effective collaboration, mentoring/empowering of colleagues and collegiality
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Sharing career good practices, role models for women
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Launching specific committees that will allow the newly hired faculty member to gain valuable insight from a small group of senior faculty members of the inner workings of both the department and the University as a whole
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Creation of a Handbook for Faculty Searches and Hiring, which provides guidance on every phase of the faculty search and hiring process to ensure fair and consistently applied practices
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Proposal of common Guidelines for Writing Letters of Recommendation - Helpful both to experienced faculty letterwriters concerned about writing fair letters, and to new letter-writers who value some guidance in the process
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Encourage women's participation in management positions
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Requirement of a justification for single-gender presence in the different recruitment phases
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Regular data comparison as regards pay and benefits
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Promotion of a more horizontal-leadership style within the insititution, beyond the traditional authoritative/commanding to include e.g. democratic/coaching and affiliative styles
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Encouragement of women in STEMM to apply for funding, supply of training send advice in writing funding applications
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Workshop to enhance transparency about the selection/promotion process and the criteria for promotion
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Development of a collegiality indicator
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Maternity and parental leave periods taken into consideration when assessing and evaluating research production
KA2 - Recruitment, career progression and retention2.1.Promoting processes to favour and support gender-sensitive recruitment, career and appointments Promotion of campaigns within and outside the institution to make women's contribution to Research more visible
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAnalysis of work-life balance measures in the institution with the aim to address if they are adequate and in which ways they could be improved
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeInformation desk availability for work-personal life integration issues
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAvailability of structured supports inside the organization for child-care, family-members with special needs, elder family-members, etc.
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeFeasibility plans for the creation of new welfare services, ex. contract arrangements with service suppliers from family care duties and house chores to summer camp organization, to child-care in case of conference or congress
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAvailability of flexible working times arrangements, from part-time to remote working
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAvailability of career breaks options
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAvailability of support for women and men coming back to work from parental leaves, from reduced work load to work times
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeFormal process in place for contacts and communication with women and men during parental leaves
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeMonitoring and inquires to understand the reasons for long working-hours habit
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeEncouragement to men to take parental leaves
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAdvice desk for the integration of work with the family and personal life
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeWorking meetings only scheduled within core hours
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeImplementation of ICT-based systems for enhancing flexibility
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAddressing dual career couples issues.
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeMaternity cover (budgeting for temporary replacement of employees that have requested a parental leave)
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeInstitutional provision of funding to support re-establishing research programs after parental leave
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeTeaching relief support for new parents
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAvailability of lactation rooms
KA3 - Work and personal life integration3.1.Promoting integration of work with family and personal lifeAnalysis of working conditions in order to improve them
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesSex and gender variables requested in Research planning, activity and results, assessed and evaluated
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesInterdisciplinary Research with same status as all other one-discipline structures
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesMonitoring of all data regarding Research disaggregated by gender: funding allocation, publications submission, excellence evaluation, patent applications,….
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesEqu al accommodation and consideration of women’s and men’s working needs within the Research project teams
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesResearch team balanced by gender whenever possible
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesSeminars to overcome unconscious bias in assessing excellence, in staff performance review/appraisal
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesConsideration of all genders for language and images in Research material and production
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesResearch data disaggregated by gender
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesRequest of declaration of No-pertinence of gender issues in Research
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesDevelopment, communication and implementation of standards for the incorporation of sex and gender analysis into basic and applied sciences
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesEquality impact assessment of research excellence standards
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesImplementation of Guidelines on gender equality and diversity competence in research excellence standards
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesExcellence definition in Research production and work updated and questioned
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesSeminars to favour the knowledge of the economic, social, excellence value of the introduction of sex and gender variable in Research
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesInternal training seminars on the use of sex and gender analysis methods in research
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesIntroduction in calls of 'sex and gender' consideration in research, assessed and evaluated
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesPromotion of incentives to ensure the integration of a gender dimension in Research
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesAssurance of transparency in all Research funding allocation phases
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesPublic recognition within the RPO of the research pieces that have taken the gender dimension into account. ( it could be a prize, or a mention in the graduation event, etc…)
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesNetworking of multidisciplinary research groups interested in gender and diversity
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesInsertion of suceed stories of female reserachers within public events targeting local communities
KA4 - Researchers and research: gender equality and sex and gender perspective4.1.Promoting a gender and sex perspective in Research processesOffering targeted seminars on research funding aimed at empowering female researchers and increasing their participation
KA5 - Integration of sex and gender dimension in teaching curricula5.1.Promoting the integration of a sex and gender perspective in teaching curriculaAvailability of Guides and Workshops on integration of equality and diversity in curriculum design, learning activities and/or program of study, as a teaching and learning support for staff
KA5 - Integration of sex and gender dimension in teaching curricula5.1.Promoting the integration of a sex and gender perspective in teaching curriculaDevelopment of introductory and advanced courses in all Schools on sex and gender variables in Research
KA5 - Integration of sex and gender dimension in teaching curricula5.1.Promoting the integration of a sex and gender perspective in teaching curriculaPromotion of incentives to ensure the integration of a gender dimension in teaching curricula
KA5 - Integration of sex and gender dimension in teaching curricula5.1.Promoting the integration of a sex and gender perspective in teaching curriculaPromotion of incentives to ensure the integration of a gender dimension in teaching curricula
KA5 - Integration of sex and gender dimension in teaching curricula5.1.Promoting the integration of a sex and gender perspective in teaching curriculaSpecific courses available for students on gender equality in their study curricula