COMPLETE LIST OF ACTIONS

KEY AREASObjectivesStrategies/Measures
KA1 - The governance bodies, key actors and decision-makers1.1. Promote decision-makers institutional engagement on gender equalityRatifying the European Charter for Researchers
KA1 - The governance bodies, key actors and decision-makers1.1. Promote decision-makers institutional engagement on gender equalityEnhancing visibility of the support from key actors and senior leader to the GEP (e.g. at conferences, awards, posters or others…)
KA1 - The governance bodies, key actors and decision-makers1.1. Promote decision-makers institutional engagement on gender equalityEnsuring senior leadership is accountable for the implementation and evaluation of gender equality actions
KA1 - The governance bodies, key actors and decision-makers1.1. Promote decision-makers institutional engagement on gender equalityArranging 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-makers1.1. Promote decision-makers institutional engagement on gender equalityFormally providing empirical data to decision-makers to make gender situation visible and known
KA1 - The governance bodies, key actors and decision-makers1.1. Promote decision-makers institutional engagement on gender equalityOrganizing initiatives to enhance engagement and commitment of decision makers and key actors in gender equality activities
KA1 - The governance bodies, key actors and decision-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresAppointing 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-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresCreating 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 that reports to decision making bodies
KA1 - The governance bodies, key actors and decision-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresCreating the figure/role of gender and diversity coordinator that refers to top decision bodies
KA1 - The governance bodies, key actors and decision-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresCreating a Gender Equality Team, provided with the necessary skills and experience and with time/financial resources, that will take the lead to coordinate the implementation of the GEP
KA1 - The governance bodies, key actors and decision-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresEnsuring engagement of institutional key figures (human resources staff, staff in the Governing bodies, workers'union representatives,...) and all the necessary Experts (ex. Change management, Marketing, etc…) in the Gender Equality Team
KA1 - The governance bodies, key actors and decision-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresCreating a network structure with the aim to facilitate and maintain 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-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresDeveloping initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff
KA1 - The governance bodies, key actors and decision-makers1.2. Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figuresShowing what is required for developing an organisational video for showcasing E&D activities.
KA1 - The governance bodies, key actors and decision-makers1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institutionRaising gender equality awareness through the development and provision of seminars in these topics to senior leadership and key figures
KA1 - The governance bodies, key actors and decision-makers1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institutionRequiring governing bodies' members to attend gender equality training(s)
KA1 - The governance bodies, key actors and decision-makers1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institutionOrganizing initiatives for a gender sensitive and diversity competent leadership
KA1 - The governance bodies, key actors and decision-makers1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institutionPromoting a more horizontal-leadership style within the institution, beyond the traditional authoritative/commanding to include e.g. democratic/coaching and affiliative styles
KA1 - The governance bodies, key actors and decision-makers1.4. Prevent and combat sexual and gender-based harassment in the institutionDeveloping and maintaining sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders
KA1 - The governance bodies, key actors and decision-makers1.4. Prevent and combat sexual and gender-based harassment in the institutionAnalysing the support structures and/or procedures that exist in the institution, and revising them if necessary
KA1 - The governance bodies, key actors and decision-makers1.4. Prevent and combat sexual and gender-based harassment in the institutionOffering specific training on sexual and gender-based harassment to staff members that are responsible for this issue in the institution
KA1 - The governance bodies, key actors and decision-makers1.4. Prevent and combat sexual and gender-based harassment in the institutionOrganizing awareness-raising sessions on sexual and gender-based harassment for all staff-members
KA1 - The governance bodies, key actors and decision-makers1.5. Promote diversity and inclusivity with the institutional use of communicationAnalysing institutional documents, communication materials and websites; developing a guide on inclusive use of language for written and visual communication
KA1 - The governance bodies, key actors and decision-makers1.5. Promote diversity and inclusivity with the institutional use of communicationReviewing the communication of the University in order to identify strengths and weak points from a gender perspective
KA1 - The governance bodies, key actors and decision-makers1.5. Promote diversity and inclusivity with the institutional use of communicationReviewing regularly any text, communication and/or images, internal or external documentation, from a gender equality and diversity standing point, use of language included
KA1 - The governance bodies, key actors and decision-makers1.5. Promote diversity and inclusivity with the institutional use of communicationProviding staff members with useful tools that will help them using an inclusive language, such as guidelines and spell-checking programs
KA1 - The governance bodies, key actors and decision-makers1.5. Promote diversity and inclusivity with the institutional use of communicationOrganizing targeted training sessions on the inclusive use of language and images to different stakeholders of the institution (communication managers, leaders, administrative staff, general staff…)
KA1 - The governance bodies, key actors and decision-makers1.6. Promote interdisciplinary gender networks/links within and among RPOsCreating interdepartmental network structures such as for example, a virtual (online) forum to discuss gender equality issues among RPO staff members
KA1 - The governance bodies, key actors and decision-makers1.6. Promote interdisciplinary gender networks/links within and among RPOsCreating a Gender Equality Agents network
KA1 - The governance bodies, key actors and decision-makers1.7. Review the institution (representation, structures, culture…) from a gender perspectiveIntegrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphere
KA1 - The governance bodies, key actors and decision-makers1.7. Review the institution (representation, structures, culture…) from a gender perspectiveGathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization
KA1 - The governance bodies, key actors and decision-makers1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO/institutionIncluding Gender Equality as a core issue in formal documents: policy, communication, marketing,…for internal and external stakeholders
KA1 - The governance bodies, key actors and decision-makers1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO/institutionFormally requesting consideration of the gender perspective in the planning of university activities, when applicable
KA1 - The governance bodies, key actors and decision-makers1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO/institutionPlanning university activities from a gender perspective
KA1 - The governance bodies, key actors and decision-makers1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO/institutionIncluding the Gender Equality Report and the relative Gender Equality Plan - with quantitative and qualitative data - in the Programming cycle of top decision making bodies/Governance
KA1 - The governance bodies, key actors and decision-makers1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO/institutionIntegrating Gender Equality policies and processes in the Quality System Management
KA1 - The governance bodies, key actors and decision-makers1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementationCommunicating the institutional gender balance policy adopted to reach gender balance in all Governing, top decision making Bodies and Managing roles
KA1 - The governance bodies, key actors and decision-makers1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementationDesigning, implementing and evaluating a communication campaign/process to enhance visibility and support to the change effort in the RPO
KA1 - The governance bodies, key actors and decision-makers1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementationCommunicating the RPO's gender equality policies and providing newly-hired staff memberswith online and/or hard copies (e.g. hard copies at induction, a dedicated website, etc.)
KA1 - The governance bodies, key actors and decision-makers1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementationProviding online and/or hard copies of gender equality and diversity policies to internal and external staff
KA1 - The governance bodies, key actors and decision-makers1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementationDeveloping a communication plan that includes all stakeholders to communicate the initiatives linked to the gender equality and diversity policy of the institution
KA1 - The governance bodies, key actors and decision-makers1.10. Engage students as stakeholders in gender equality institutional processEncouraging students' organizations to get involve in particular activities to develop the understanding of equality and diversity among the students
KA1 - The governance bodies, key actors and decision-makers1.10. Engage students as stakeholders in gender equality institutional processRecognition given to student feminist groups, by offering them options to participate in relevant discussions, meetings, committees to present their views…
KA1 - The governance bodies, key actors and decision-makers1.10. Engage students as stakeholders in gender equality institutional processProviding resources for student unions and groups to organize awareness raising events for the student population
KA1 - The governance bodies, key actors and decision-makers1.10. Engage students as stakeholders in gender equality institutional processRequiring students who are members of governing bodies to attend gender equality training
KA2 - Recruitment, career progression and retention2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypesDeveloping gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members
KA2 - Recruitment, career progression and retention2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypesOrganizing a workshop to enhance transparency about the selection/promotion process and the criteria for promotion
KA2 - Recruitment, career progression and retention2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypesTraining the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures
KA2 - Recruitment, career progression and retention2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution Requiring a justification for single-gender presence in the different recruitment phases
KA2 - Recruitment, career progression and retention2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution Creating a Gender Balance Committee with the aim to eliminate gender bias from the recruitment process
KA2 - Recruitment, career progression and retention2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution Promoting gender balance in all Recruitment Committees with the aim of reaching a 40-60 balance
KA2 - Recruitment, career progression and retention2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution Developing and communicating a guide on biases that might affect recruitment, evaluation and promotion committees
KA2 - Recruitment, career progression and retention2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution Developing explicit, transparent, unbiased and published criteria for the entire recruitment process, weighted in a transparent way
KA2 - Recruitment, career progression and retention2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution Including gender balance as a criterion, every other conditions being equal, for selection, promotion and research funding allocation
KA2 - Recruitment, career progression and retention2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions
KA2 - Recruitment, career progression and retention2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes Reviewing the recruitment and promotion process for identification of potential gender bias
KA2 - Recruitment, career progression and retention2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes Developing an exit questionnaire for staff in order to help the understanding of reasons for leaving the organization from a gender perspective
KA2 - Recruitment, career progression and retention2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes Analysing the eligibility criteria for grant applications, to identify the sources of possible bias and to prevent discrimination
KA2 - Recruitment, career progression and retention2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes Reviewing recruitment/promotion criteria to include not only metrics but other aspects as well, as for ex. team working, effective collaboration, mentoring/empowering of colleagues and collegiality
KA2 - Recruitment, career progression and retention2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes Analysing and reporting regularly internally and externally data comparison about pay and benefits
KA2 - Recruitment, career progression and retention2.4. Ensure all women in the institution are empowered from a gender perspective Enhancing visibility of female role models (for representation, chairing meetings, keynote speaking at a conference, sharing career good practices, communicating and disseminating role models for women, etc.)
KA2 - Recruitment, career progression and retention2.4. Ensure all women in the institution are empowered from a gender perspective Developing communication campaigns to enhance women's contribution to research
KA2 - Recruitment, career progression and retention2.4. Ensure all women in the institution are empowered from a gender perspective Organising empowering activities for early career researchers and offering them training to increase their leadership skills.
KA2 - Recruitment, career progression and retention2.4. Ensure all women in the institution are empowered from a gender perspective Launching induction and/or mentoring initiatives for newly hired faculty member to gain valuable insight from a small group of senior faculty members
KA2 - Recruitment, career progression and retention2.4. Ensure all women in the institution are empowered from a gender perspective 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 retention2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions Creating a Gender Balance Committee with the aim to monitor women's career progression and attract female scientists
KA2 - Recruitment, career progression and retention2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions Reviewing career progression criteria to avoid cases in which employment status of the underrepresented gender is considered a barrier for career progression. e.g. fixed-term positions, part-time contract or career breaks – common characteristic of women’s career paths
KA2 - Recruitment, career progression and retention2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions Encouraging women to participate in management positions (e.g. through seminars, lettlers, mentoring, individual meetings…)
KA2 - Recruitment, career progression and retention2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions Providing training and advice to women in STEMM to apply and write funding aplications
KA2 - Recruitment, career progression and retention2.6. Ensure a gender aware internal evaluation system Promoting rewards and incentive systems for gender equality and diversity efforts and results (such as, e.g. collegiality, PLOTINA prize, etc)
KA2 - Recruitment, career progression and retention2.6. Ensure a gender aware internal evaluation system Developing a collegiality indicator
KA2 - Recruitment, career progression and retention2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions Implementing a wide communication policy for vacant positions, inside and outside
KA2 - Recruitment, career progression and retention2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions Inclusive writing of job profiles in order to encourage/attract a diverse pool of candidates
KA2 - Recruitment, career progression and retention2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions Creating a Handbook for Academic Hiring and Search Committee, to provide guidance on every phase of the search and hiring process in order to ensure fair and consistently applied practices
KA2 - Recruitment, career progression and retention2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions Developing guidelines on how to write Letters of Recommendation - Helpful both to experienced faculty letter writers concerned about writing fair letters, and to new letter-writers who value some guidance in the process
KA3 - Work and personal life integration3.1. Develop a corresponsible working cultureReviewing the work and personal life integration measures that exist in the organization, analysing the use women and men make of them, how measures could be improved and what other needs workers might have to improve or propose new measures
KA3 - Work and personal life integration3.1. Develop a corresponsible working cultureScheduling work-meetings only within core hours
KA3 - Work and personal life integration3.1. Develop a corresponsible working cultureDeveloping a strategy to encourage men to take parental leaves
KA3 - Work and personal life integration3.1. Develop a corresponsible working cultureUnderstanding and developing ways to address long working hours culture
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Creating an information and advice resource (e.g. desk) for the integration of work with the family and personal life
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Providing structured support inside the organization for child-care, family-members with special needs, elder family-members, etc.
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Providing flexible working times arrangement options, from part-time to remote working
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Providing career breaks options
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Supporting women and men coming back to work from parental leaves, from reduced work load to work times
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Implementing ICT-based systems to enhance flexibility
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Providing specific measures and support for both members of dual career couples
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Budgeting for temporary replacement of employees that have requested parental leave (e.g. maternity cover)
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Creating lactation rooms/spaces within the organization (for both staff and student use)
KA3 - Work and personal life integration3.2. Ensure availability of structured supports for work and personal life integration Developing feasibility 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 integration3.3. Enable individuals on parental leave to have an easier return to workProviding institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents)
KA3 - Work and personal life integration3.3. Enable individuals on parental leave to have an easier return to workFormal process in place for contacts and communication with women and men during parental leaves
KA4 - Researchers and research: gender equality and sex and gender perspective4.1. Promote diversity in research management Monitoring of all Research data disaggregated by gender: funding allocation, publications submission, excellence evaluation, patent applications,….
KA4 - Researchers and research: gender equality and sex and gender perspective4.1. Promote diversity in research management Ensuring diverse needs of individuals in research teams are considered
KA4 - Researchers and research: gender equality and sex and gender perspective4.1. Promote diversity in research management Ensuring research teams are gender balanced when possible
KA4 - Researchers and research: gender equality and sex and gender perspective4.1. Promote diversity in research management Ensuring transparency in all Research funding allocation phases
KA4 - Researchers and research: gender equality and sex and gender perspective4.1. Promote diversity in research management Raising awareness and enhancing visibility of female researchers as role models in local community events
KA4 - Researchers and research: gender equality and sex and gender perspective4.2. Advance towards a gender inclusive/aware research excellencyDeveloping, communicating and implementating standards for the incorporation of sex and gender analysis into basic and applied sciences
KA4 - Researchers and research: gender equality and sex and gender perspective4.2. Advance towards a gender inclusive/aware research excellencyAssessing Gender Equality Impact as part of the research excellence standards
KA4 - Researchers and research: gender equality and sex and gender perspective4.2. Advance towards a gender inclusive/aware research excellencyRequiring gender equality and diversity competence as part of research excellence standards
KA4 - Researchers and research: gender equality and sex and gender perspective4.2. Advance towards a gender inclusive/aware research excellencyRethinking excellence and developing an inclusive definition of excellence
KA4 - Researchers and research: gender equality and sex and gender perspective4.2. Advance towards a gender inclusive/aware research excellencyGiving Interdisciplinary Research groups the same status as all other one-discipline research structures
KA4 - Researchers and research: gender equality and sex and gender perspective4.2. Advance towards a gender inclusive/aware research excellencyDeveloping networks of multidisciplinary research groups interested in gender and diversity in internal funding applications/grants/projects where relevant
KA4 - Researchers and research: gender equality and sex and gender perspective4.3. Promote the inclusion of the sex and gender dimension in research contentRequesting sex and gender variables in Research planning, activity and results
KA4 - Researchers and research: gender equality and sex and gender perspective4.3. Promote the inclusion of the sex and gender dimension in research contentConsidering all genders for language and images in Research material and production
KA4 - Researchers and research: gender equality and sex and gender perspective4.3. Promote the inclusion of the sex and gender dimension in research contentDissagregating research data (data used in for example, academic articles, reports…) by sex and/or gender where relevant
KA4 - Researchers and research: gender equality and sex and gender perspective4.3. Promote the inclusion of the sex and gender dimension in research contentRequiring all applicants for funding to consider sex and gender in their research design where relevant
KA4 - Researchers and research: gender equality and sex and gender perspective4.3. Promote the inclusion of the sex and gender dimension in research contentRequiring calls for application to include sex and gender where relevant
KA4 - Researchers and research: gender equality and sex and gender perspective4.3. Promote the inclusion of the sex and gender dimension in research contentPromoting incentives (e.g. additional marks for the evaluation, requiring it in the evaluation criteria, etc ) to encourage researchers including the gender dimension in their Research
KA4 - Researchers and research: gender equality and sex and gender perspective4.3. Promote the inclusion of the sex and gender dimension in research contentEnhancing visibility of the gender dimension in research ( it could be a prize, or a mention in the graduation event, etc.…)
KA4 - Researchers and research: gender equality and sex and gender perspective4.4. Raising awareness and training researchers on integrating the sex and gender dimension in research contentOrganising seminars to overcome unconscious bias in assessing excellence, in staff performance review/appraisal
KA4 - Researchers and research: gender equality and sex and gender perspective4.4. Raising awareness and training researchers on integrating the sex and gender dimension in research contentOrganising empowering seminars for female researchers linked to issues such as research funding, leadership in research groups, etc.
KA4 - Researchers and research: gender equality and sex and gender perspective4.4. Raising awareness and training researchers on integrating the sex and gender dimension in research contentOrganising internal training workshops on the use of sex and gender analysis methods in Research
KA4 - Researchers and research: gender equality and sex and gender perspective4.4. Raising awareness and training researchers on integrating the sex and gender dimension in research contentOrganising seminars to raise awareness/educate the importance of the introduction of sex and gender variable in research
KA4 - Researchers and research: gender equality and sex and gender perspective4.4. Raising awareness and training researchers on integrating the sex and gender dimension in research contentOrganising a Summer School: “How to be a peer reviewer”
KA5 - Integration of sex and gender dimension in teaching curricula5.1. Promoting the integration of a sex and gender perspective in teaching curriculaProviding staff with 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
KA5 - Integration of sex and gender dimension in teaching curricula5.1. Promote the integration of a sex and gender dimension in teaching curriculaDeveloping 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. Promote the integration of a sex and gender dimension in teaching curriculaDeveloping initiatives to raise awareness about the importance of integrating the gender dimension in teaching curricula
KA5 - Integration of sex and gender dimension in teaching curricula5.1. Promote the integration of a sex and gender dimension in teaching curriculaProviding students with specific courses on gender equality in their study curricula