Creation of the gender Equality Commission in ISEG

Main aim of the action

To analyse and discuss the actions to be implemented by PLOTINA until January 2020

Expected impact

Ensuring the implementation of the ISEG GEP actions; The GEC will carry on its work on Gender Equality beyond the PLOTINA project


The establishment of the Gender Equality Commission (GEC) (Comissão para a Igualdade de Género) was one of the first actions included in the Gender Equality Plan (GEP) of ISEG. The GEC was established by the President (Dean) of ISEG in October 2017. It is the first GEC created in a large Portuguese University.  The ISEG PLOTINA team invited individuals on the basis of: reflecting a diversity of research domains, RPO Departments and Research Centres; interest in gender equality (in practice and/or by research) and gender representation. All invitations were accepted apart from one. This Commission is comprised of individuals with key roles across a range of departments which will ensure the effectiveness of the GEP. The GEC is comprised of faculty members from 4 departments of ISEG (Economics, Management, Mathematics and Social Sciences),   4 women and 2 men (6 in total).  One member of the GEC belongs to the PLOTINA Team.  The GEC will work together PLOTINA Team in order to analyse and discuss the actions to be implemented and evaluated in the context of the PLOTINA project until January 2020. However, It is envisaged that the work of the GEC on gender equality will carry on beyond the end of the PLOTINA project and will be embedded in the institutional structures.

A formal collaboration agreement is currently under progress between ISEG and the GEC. The GEC will promote and disseminate PLOTINA activities and good practices, allow for exchange of experiences and resources.

The CEG is chaired by the PLOTINA team member and will meet once per month in the beginning and then 4 times a year.  The first meeting of the GEC will take place in February 2018.


Communicating the establishment of the CEG is currently under discussion with the Marketing department. The information will be communicated through internal mail and announcement on the Intranet.

Resources/skills/incentives required

Human resources are allocated (the members of the CEG) for regular meetings. Their workload is not recognised though. Currently, there are no particular financial resources allocated to the Commission. It is expected the Commission will have its own budget in the future. The members of GEC have different skills. There are no particular material incentives to participate (e.g. financial or time accounting).


The workload associated with the GEC might have a negative impact on academic relevant work for career (e.g. scientific outputs).

Coping strategies

Explaining the details of the GEP goals and the improvements and benefits (general and individual) from the work in the RPO. The contribution for changing and innovating within the RPO.


GEC composed by 6 members: includes faculty members from the 4 departments of ISEG (Economics, Management, Mathematics and Social Sciences), 4 women and 2 men.  One member of the GEC belongs to the PLOTINA Team.

Lessons learnt/transferability/reflection

The model of GEC can be transferred with the suitable adaptations and flexibility in the future in the other 17 Faculties in UNIVERSIDADE DE LISBOA (note: the faculties have their own statutes and are geographically dispersed in Lisbon). We have collected a list of contacts and we intend to discuss the possibility of transferring the model of the GEC in the other faculties in the future.

Key area

The governance bodies, key actors and decision-makers

Type of action

Creation of structures


Lisbon School of Economics and Management (ISEG)
Higher education institution

Action level of implementation