DRAFTING THE GENDER EQUALITY PLAN

At the beginning of the planning phase of the GEP, a list of measures or strategies should be defined, which will be the actions, policies or processes that a given RPO has chosen to carry out in its organization in order to prevent and overcome inequalities and gender bias.

The organizations can choose their own actions from a complete list of actions PLOTINA RPO partners have prepared to support all other RPOs in their choice, divided into the 5 Key Areas, and subdivided according to specific objectives to be achieved within each key area. It presents the many strategies/measures that can be adopted in order to reach gender equality.

Additionally, some of the actions have been classified as good practice by PLOTINA RPOs, and an extense information sheet has been developed for each of them. They can be found by clicking on the links some of the actions at the table have.

Finally, find below the button to download an excel document to design your own GEP, create the annual work plans, do the follow-up of the implementation and gather qualitative results of the implemented actions:

GEP design and implementation tool

KEY AREA 1: The governance bodies, key actors and decision-makers

Objectives
Key 1 Decision makers
Nr.ActionSelected as a Good Practice by RPO partner
001Ratifying the European Charter for Researchers
002Enhancing visibility of the support from key actors and senior leader to the GEP (e.g. at conferences, awards, posters or others…)
003Ensuring senior leadership is accountable for the implementation and evaluation of gender equality actions
004Arranging 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
005Formally providing empirical data to decision-makers to make gender situation visible and known
006Organizing initiatives to enhance engagement and commitment of decision makers and key actors in gender equality activities
Nr.ActionSelected as a Good Practice by RPO partner
007Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutralAlma Mater Studiorum -Università Di Bologna
008Creating institutional gender equality structuresÖzyeğin Üniversitesi
Mondragon Unibertsitatea
ISEG
University of Warwick
009Creating the role of gender and diversity coordinator that refers to top decision bodiesÖzyeğin Üniversitesi
010Creating 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
011Ensuring engagement of institution 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
012Creating a network structure with the aim to facilitate and maintain communication and cooperation between actors in the areas of gender research and gender equality practiceKemijski Inštitut
ISEG
013Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff
Mondragon Unibertsitatea
Özyeğin Üniversitesi
Kemijski Inštitut
014How to film an organisational video showcasing E&D activitiesUniversity of Warwick
Nr.ActionSelected as a Good Practice by RPO partner
015Raising gender equality awareness through the development and provision of seminars to senior leadership and key figuresÖzyeğin Üniversitesi
016Requiring governing bodies' members to attend gender equality training(s)
017Organizing initiatives for a gender sensitive and diversity competent leadership
018Promoting a more horizontal-leadership style within the institution, beyond the traditional authoritative/commanding to include e.g. democratic/coaching and affiliative styles
Nr.ActionSelected as a Good Practice by RPO partner
119Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholdersMondragon Unibertsitatea
Kemijski Inštitut
Özyeğin Üniversitesi
020Analysing the support structures and/or procedures that exist in the institution, and revising them if necessary
021Offering specific training on sexual and gender-based harassment to staff members that are responsible for this issue in the institution
022Organizing awareness-raising sessions on sexual and gender-based harassment for all staff-members
Nr.ActionSelected as a Good Practice by RPO partner
023Analysing institutional documents, communication materials and websites; developing a guide on inclusive use of language for written and visual communication
025Reviewing institutional documents from a gender perspectiveMondragon Unibertsitatea
Kemijski Inštitut
University of Warwick
026Providing staff members with useful tools that will help them using an inclusive languageUniversity of Warwick
027Organizing targeted training sessions on the inclusive use of language and images to different stakeholders of the institution (communication managers, leaders, administrative staff, general staff…)
Nr.ActionSelected as a Good Practice by RPO partner
028Creating interdepartmental network structures such as for example, a virtual (online) forum to discuss gender equality issues among RPO staff members
029Creating a Gender Equality Agents network
Nr.ActionSelected as a Good Practice by RPO partner
030Integrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphereKemijski Inštitut
031Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organizationAlma Mater Studiorum – Universita Di Bologna
Mondragon Unibertsitatea
Kemijski Inštitut
Nr.ActionSelected as a Good Practice by RPO partner
032Including Gender Equality as a core issue in formal documents: policy, communication, marketing,…for internal and external stakeholders
033Formally requesting consideration of the gender perspective in the planning of university activities, when applicable
034Planning university activities from a gender perspectiveMondragon Unibertsitatea
035Including 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
036Integrating Gender Equality policies and processes in the Quality System ManagementÖzyeğin Üniversitesi
Nr.ActionSelected as a Good Practice by RPO partner
037Communicating the institutional gender balance policy adopted to reach gender balance in all Governing, top decision making Bodies and Managing roles
038Designing, implementing and evaluating a communication campaign/process to enhance visibility and support to the change effort in the RPO
039Communicating 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.)
040Providing online and/or hard copies of gender equality and diversity policies to internal and external staffÖzyeğin Üniversitesi
041Developing a communication plan that includes all stakeholders to communicate the initiatives linked to the gender equality and diversity policy of the institution
Nr.ActionSelected as a Good Practice by RPO partner
042Encouraging students' organizations to get involve in particular activities to develop the understanding of equality and diversity among the students
043Recognition given to student feminist groups, by offering them options to participate in relevant discussions, meetings, committees to present their views…
044Providing resources for student unions and groups to organize awareness raising events for the student population
045Requiring students who are members of governing bodies to attend gender equality training

KEY AREA 2: Recruitment, career progression and retention

Objectives
Key 2 Recruitmentwoman
Nr.ActionSelected as a Good Practice by RPO partner
046Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel membersAlma Mater Studiorum - Università Di Bologna
047Organizing a workshop to enhance transparency about the selection/promotion process and the criteria for promotionUniversity of Warwick
048Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion proceduresMondragon Unibertsitatea
Nr.ActionSelected as a Good Practice by RPO partner
049Requiring a justification for single-gender presence in the different recruitment phases
050Creating a Gender Balance Committee with the aim to eliminate gender bias from the recruitment process
051Promoting gender balance in all Recruitment Committees with the aim of reaching a 40-60 balance
052Developing and communicating a guide on biases that might affect recruitment, evaluation and promotion committees
054Including gender balance as a criterion, every other conditions being equalMondragon Unibertsitatea
055Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisionsAlma Mater Studiorum – Università Di Bologna
Mondragon Unibertsitatea
Nr.ActionSelected as a Good Practice by RPO partner
056Reviewing the recruitment and promotion process for identification of potential gender biasUniversity of Warwick
057Developing an exit questionnaire for staff to understand the reasons for leaving the organization from a gender perspectiveÖzyeğin Üniversitesi
058Analysing the eligibility criteria for grant applications, to identify the sources of possible bias and to prevent discrimination
059Reviewing 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
060Analysing and reporting regularly internally and externally data comparison about pay and benefits
Nr.ActionSelected as a Good Practice by RPO partner
061Enhancing visibility of female role models Alma Mater Studiorum – Università Di Bologna
062Developing awareness raising initiatives to enhance women’s contribution to research Alma Mater Studiorum – Universita Di Bologna
ISEG
ISEG
063Organising empowering activities for early career researchers and offering them training to increase their leadership skills.
064Launching induction and/or mentoring initiatives for newly hired faculty member to gain valuable insight from a small group of senior faculty members
065Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented genderISEG
Nr.ActionSelected as a Good Practice by RPO partner
066Creating a Gender Balance Committee with the aim to monitor women's career progression and attract female scientists
067Reviewing 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
068Encouraging women to participate in management positions (e.g. through seminars, lettlers, mentoring, individual meetings…)
069Providing training and advice to women in STEMM to apply and write funding aplications Kemijski Inštitut
Nr.ActionSelected as a Good Practice by RPO partner
070Promoting rewards and incentive systems for gender equality and diversity efforts and results (such as, e.g. collegiality, PLOTINA prize, etc)
071Developing a collegiality indicator
Nr.ActionSelected as a Good Practice by RPO partner
072Implementing a wide communication policy for vacant positions, inside and outside
073Inclusive writing of job profiles in order to encourage/attract a diverse pool of candidates
074Creating 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
075Developing 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

KEY AREA 3: Work and personal life integration

Objectives
Key 3 Integration
Nr.ActionSelected as a Good Practice by RPO partner
076Reviewing 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 measuresISEG
Mondragon Unibertsitatea
Kemijski Inštitut
077Scheduling work-meetings only within core hours
078Developing initiatives to encourage men to take parental leave ISEG
079Understanding and developing ways to address long working hours culture
Nr.ActionSelected as a Good Practice by RPO partner
080Creating an information and advice resource (e.g. desk) for the integration of work and personal lifeKemijski Inštitut
Özyeğin Üniversitesi
081Providing structured support inside the organisation for staff with caring responsibilities Alma Mater Studiorum – Università Di Bologna
University of Warwick
082Providing flexible working times arrangement options, from part-time to remote working
083Providing career breaks options
084Supporting women and men coming back to work from parental leaves, from reduced work load to work timesUniversity of Warwick
085Implementing ICT-based systems to enhance flexibility
086Providing specific measures and support for both members of dual career couples University of Warwick
087Budgeting for temporary replacement of employees that have requested parental leave (e.g. maternity cover)
088Creating lactation rooms/spaces within the organization (for both staff and student use)University of Warwick
089Developing 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 congressUniversity of Warwick
Nr.ActionSelected as a Good Practice by RPO partner
090Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents)University of Warwick
091Formal process in place for contacts and communication with women and men during parental leaves Mondragon Unibertsitatea

KEY AREA 4: Researchers and research: gender equality and sex and gender perspective

Objectives
Key 4 Researcher icon
Nr.ActionSelected as a Good Practice by RPO partner
092Monitoring of all Research data disaggregated by gender: funding allocation, publications submission, excellence evaluation, patent applications,….
093Ensuring diverse needs of individuals in research teams are considered
094Ensuring research teams are gender balanced when possible
095Ensuring transparency in all Research funding allocation phases
096Raising awareness and enhancing visibility of female researchers as role models in local community events
Nr.ActionSelected as a Good Practice by RPO partner
097Developing, communicating and implementating standards for the incorporation of sex and gender analysis into basic and applied sciences
098Assessing Gender Equality Impact as part of the research excellence standards
099Requiring gender equality and diversity competence as part of research excellence standards
100Rethinking excellence and developing an inclusive definition of excellence
101Giving Interdisciplinary Research groups the same status as all other one-discipline research structures
102Developing networks of multidisciplinary research groups interested in gender and diversity in internal funding applications/grants/projects where relevant
Nr.ActionSelected as a Good Practice by RPO partner
103Requesting sex and gender variables in Research planning, activity and results
104Considering all genders for language and images in Research material and production
105Dissagregating research data (data used in for example, academic articles, reports…) by sex and/or gender where relevant
106Requiring all applicants for funding to consider sex and gender in their research design where relevant
107Requiring calls for application to include sex and gender where relevant
108Promoting 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
109Enhancing visibility of the gender dimension in research ISEG
Alma Mater Studiorum – Università Di Bologna
University of Warwick
Nr.ActionSelected as a Good Practice by RPO partner
110Organising seminars to overcome unconscious bias in assessing excellence, in staff performance review/appraisal
111Organising empowering seminars for female researchers linked to issues such as research funding, leadership in research groups, etc.
112Organising internal training workshops on the use of sex and gender analysis methods in ResearchAlma Mater Studiorum – Università Di Bologna
Kemijski Inštitut
Özyeğin Üniversitesi
ISEG
113Organising seminars to raise awareness/educate the importance of the introduction of sex and gender variable in research

KEY AREA 5: Integration of sex and gender dimension in teaching curricula

Objectives
Key 5 Curricula
Nr.ActionSelected as a Good Practice by RPO partner
115Providing 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 Mondragon Unibertsitatea
116Development of introductory and advanced courses for all disciplines on sex and gender variables in ResearchUniversity of Warwick
117Developing initiatives to raise awareness about the importance of integrating the gender dimension in teaching curricula
118Providing students with specific courses relevant to sex/ gender in their study curriculaISEG
Mondragon Unibertsitatea
Özyeğin Üniversitesi
Alma Mater Studiorum – Università Di Bologna