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.

Likewise, the complete list of actions can be browsed as a whole, following this link.

Objectives within this key area

1.1. Promote decision-makers institutional engagement on gender equality Show specific actions


    ObjectiveActionsIndicators
    1.1. Ratifying the European Charter for ResearchersRatification of the European Charter for Researchers
    1.1. Enhancing visibility of the support from key actors and senior leader to the GEP (e.g. at conferences, awards, posters or others…)Perception of gender equality in RPOs policies, by gender
    1.1. Ensuring senior leadership is accountable for the implementation and evaluation of gender equality actionsGender equality policy and structures in the institution
    1.1. Arranging 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 impactMeetings for GEPs implementation
    1.1. Formally providing empirical data to decision-makers to make gender situation visible and knownProvision of gender disaggregated data in RPO's periodic report
    1.1. Organizing initiatives to enhance engagement and commitment of decision makers and key actors in gender equality activitiesGender equality policy and structures in the institution

    1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures Show specific actions


    ObjectiveActionsIndicators
    1.2. Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutralGender equality policy and structures in the institution
    1.2. Creating 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
    Özyeğin Üniversitesi experience
    Lisbon School of Economics and Management experience
    Gender equality policy and structures in the institution
    1.2. Creating the figure/role of gender and diversity coordinator that refers to top decision bodiesGender equality policy and structures in the institution
    1.2. Creating 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
    1.2. Ensuring 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 TeamGender equality policy and structures in the institution
    1.2. Creating 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 fieldsNetworks on gender issues research
    1.2. Developing 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 experience
    Özyeğin Üniversitesi experience
    Awareness training on gender sensitive issues
    1.2. How to film an organisational video showcasing E&D activities

    1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institution Show specific actions


    ObjectiveActionsIndicators
    1.3. Raising gender equality awareness through the development and provision of seminars in these topics to senior leadership and key figuresAwareness training on gender sensitive issues
    1.3.Requiring governing bodies' members to attend gender equality training(s)Awareness training on gender sensitive issues
    1.3. Organizing initiatives for a gender sensitive and diversity competent leadership Trainings for soft skills
    1.3. Promoting a more horizontal-leadership style within the institution, beyond the traditional authoritative/commanding to include e.g. democratic/coaching and affiliative stylesTrainings for soft skills

    1.5. Promote diversity and inclusivity with the institutional use of communication Show specific actions


    ObjectiveActionsIndicators
    1.5. Analysing institutional documents, communication materials and websites; developing a guide on inclusive use of language for written and visual communicationGender equality guidelines or guiding principles
    1.5. Reviewing the communication of the University in order to identify strengths and weak points from a gender perspectiveGender sensitive language and images in institutional documents
    1.5. Reviewing regularly any text, communication and/or images, internal or external documentation, from a gender equality and diversity standing point, use of language includedGender sensitive language and images in institutional documents
    1.5. Providing staff members with useful tools that will help them using an inclusive language, such as guidelines and spell-checking programsGender sensitive language and images in institutional documents
    1.5. Organizing targeted training sessions on the inclusive use of language and images to different stakeholders of the institution (communication managers, leaders, administrative staff, general staff…)Gender equality guidelines or guiding principles

    ObjectiveActionsIndicators
    1.6. Creating interdepartmental network structures such as for example, a virtual (online) forum to discuss gender equality issues among RPO staff membersNetworks on gender issues research
    1.6. Creating a Gender Equality Agents networkGender equality policy and structures in the institution

    1.7. Review the institution (representation, structures, culture…) from a gender perspective Show specific actions

    1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO/institution Show specific actions


    ObjectiveActionsIndicators
    1.8. Including Gender Equality as a core issue in formal documents: policy, communication, marketing,…for internal and external stakeholdersGender equality policy and structures in the institution
    1.8. Formally requesting consideration of the gender perspective in the planning of university activities, when applicableGender equality policy and structures in the institution
    1.8. Planning university activities from a gender perspectivePerception of gender equality in RPOs policies, by gender
    1.8.Including the Gender Equality Report and the relative Gender Equality Plan - with quantitative and qualitative data - in the Programming cycle of top decision making bodies/GovernanceProvision of gender disaggregated data in RPO's periodic report
    1.8. Integrating Gender Equality policies and processes in the Quality System ManagementGender equality policy and structures in the institution

    1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementation Show specific actions


    ObjectiveActionsIndicators
    1.9. Communicating the institutional gender balance policy adopted to reach gender balance in all Governing, top decision making Bodies and Managing roles
    1.9. Designing, implementing and evaluating a communication campaign/process to enhance visibility and support to the change effort in the RPO
    1.9. Communicating 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.)
    1.9. Providing online and/or hard copies of gender equality and diversity policies to internal and external staff
    1.9. Developing a communication plan that includes all stakeholders to communicate the initiatives linked to the gender equality and diversity policy of the institution

    ObjectiveActionsIndicators
    1.10. Encouraging students' organizations to get involve in particular activities to develop the understanding of equality and diversity among the students
    1.10. Recognition given to student feminist groups, by offering them options to participate in relevant discussions, meetings, committees to present their views…
    1.10. Providing resources for student unions and groups to organize awareness raising events for the student population
    1.10. Requiring students who are members of governing bodies to attend gender equality training

Objectives within this key area

2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes Show specific actions

    2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institutionShow specific actions


    ObjectiveActionsIndicators
    2.2. Requiring a justification for single-gender presence in the different recruitment phases Gender diverse recuitment selection committees
    2.2. Creating a Gender Balance Committee with the aim to eliminate gender bias from the recruitment processPositive action in recruitment processes
    2.2. Promoting gender balance in all Recruitment Committees with the aim of reaching a 40-60 balanceGender diverse recuitment selection committees
    2.2. Developing and communicating a guide on biases that might affect recruitment, evaluation and promotion committeesGender equality guidelines or guiding principles
    2.2. Developing explicit, transparent, unbiased and published criteria for the entire recruitment process, weighted in a transparent wayGender equality guidelines or guiding principles
    2.2. Including gender balance as a criterion, every other conditions being equal, for selection, promotion and research funding allocationPositive action in recruitment processes
    2.2. Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions
    Positive action in research evaluation

    2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processesShow specific actions


    ObjectiveActionsIndicators
    2.3. Reviewing the recruitment and promotion process for identification of potential gender biasPositive action in recruitment processes
    2.3. Developing an exit questionnaire for staff in order to help the understanding of reasons for leaving the organization from a gender perspectivePerception of gender equality in career advancement, by gender
    2.3. Analysing the eligibility criteria for grant applications, to identify the sources of possible bias and to prevent discriminationPositive action in research evaluation
    2.3. 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 collegialityPositive action in recruitment processes
    2.3. Analysing and reporting regularly internally and externally data comparison about pay and benefitsNegotiated starting salaries, by gender and by job grade

    2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positionsShow specific actions


    ObjectiveActionsIndicators
    2.5. Creating a Gender Balance Committee with the aim to monitor women's career progression and attract female scientists Applications versus short lists and appointments for jobs on level A, B, C, by gender
    2.5. 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 Positive action in recruitment processes
    2.5. Encouraging women to participate in management positions (e.g. through seminars, lettlers, mentoring, individual meetings…)Representation in (main) governing body(s), by gender
    2.5.Providing training and advice to women in STEMM to apply and write funding aplications Training for researchers on research funding skills

    ObjectiveActionsIndicators
    2.6.Promoting rewards and incentive systems for gender equality and diversity efforts and results (such as, e.g. collegiality, PLOTINA prize, etc)Positive action in research evaluation
    2.6. Developing a collegiality indicatorPositive action in research evaluation

    ObjectiveActionsIndicators
    2.7. Implementing a wide communication policy for vacant positions, inside and outside Applications versus short lists and appointments for jobs on level A, B, C, by gender
    2.7.Inclusive writing of job profiles in order to encourage/attract a diverse pool of candidatesApplications versus short lists and appointments for jobs on level A, B, C, by gender
    2.7.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 practicesGender equality guidelines or guiding principles
    2.7.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 processTraining for researchers on research funding skills

Objectives within this key area

3.1. Develop a corresponsible working culture Show specific actions

    3.2. Ensure availability of structured supports for work and personal life integration Show specific actions


    ObjectiveActionsIndicators
    3.3.Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents)Provision of services for work and personal life integration
    3.3.Formal process in place for contacts and communication with women and men during parental leaves Contacts with individuals during parental leave

Objectives within this key area

4.1. Promote diversity in research management Show specific actions


    ObjectiveActionsIndicators
    4.1.Monitoring of all Research data disaggregated by gender: funding allocation, publications submission, excellence evaluation, patent applications,….Number of University's scientific papers including sex/gender variables and dimensions
    4.1.Ensuring diverse needs of individuals in research teams are consideredPerception of the gender/sex variables in research contents, by gender
    4.1.Ensuring research teams are gender balanced when possibleGender composition of research teams who got public funding
    4.1.Ensuring transparency in all Research funding allocation phases Sex and/or gender analysis as requirements in RPO's internal calls
    4.1.Raising awareness and enhancing visibility of female researchers as role models in local community eventsInitiatives for raising awareness on gender diversity in research teams

    ObjectiveActionsIndicators
    4.2.Developing, communicating and implementating standards for the incorporation of sex and gender analysis into basic and applied sciences
    4.2.Assessing Gender Equality Impact as part of the research excellence standards
    4.2.Requiring gender equality and diversity competence as part of research excellence standardsSex and/or gender analysis as requirements in RPO's internal calls
    4.2.Rethinking excellence and developing an inclusive definition of excellence
    4.2.Giving Interdisciplinary Research groups the same status as all other one-discipline research structures
    4.2.Developing networks of multidisciplinary research groups interested in gender and diversity in internal funding applications/grants/projects where relevant

    ObjectiveActionsIndicators
    4.3.Requesting sex and gender variables in Research planning, activity and resultsNumber of University's scientific papers including sex/gender variables and dimensions
    4.3.Considering all genders for language and images in Research material and production Gender sensitive language and images in institutional documents
    4.3.Dissagregating research data (data used in for example, academic articles, reports…) by sex and/or gender where relevantSex and/or gender analysis as requirements in RPO's internal calls
    4.3.Requiring all applicants for funding to consider sex and gender in their research design where relevantSex and/or gender analysis as requirements in RPO's internal calls
    4.3.Requiring calls for application to include sex and gender where relevantSex and/or gender analysis as requirements in RPO's internal calls
    4.3.Promoting incentives (e.g. additional marks for the evaluation, requiring it in the evaluation criteria, etc ) to encourage researchers including the gender dimension in their ResearchSex and/or gender analysis as requirements in RPO's internal calls
    4.3.Enhancing visibility of the gender dimension in research ( it could be a prize, or a mention in the graduation event, etc.…)Application for the international PLOTINA competition and/or awards for integration of sex/gender variables in research

    4.4. Raising awareness and training researchers on integrating the sex and gender dimension in research contentShow specific actions


    ObjectiveActionsIndicators
    4.4.Organising seminars to overcome unconscious bias in assessing excellence, in staff performance review/appraisalParticipation in training seminars on integrating sex/gender analysis methods, by gender and field of research
    4.4.Organising empowering seminars for female researchers linked to issues such as research funding, leadership in research groups, etc. Empowerment trainings for career progression
    4.4.Organising internal training workshops on the use of sex and gender analysis methods in ResearchParticipation in training seminars on integrating sex/gender analysis methods, by gender and field of research
    4.4.Organising seminars to raise awareness/educate the importance of the introduction of sex and gender variable in researchPerception of the gender/sex variables in research contents, by gender
    4.4.Organising a Summer School: “How to be a peer reviewer”

Objectives within this key area

5.1. Promote the integration of a sex and gender dimension in teaching curricula Show specific actions


    ObjectiveActionsIndicators
    5.1.Providing 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 Training seminars or guidelines on integrating sex/gender in teaching curricula
    5.1.Developing introductory and advanced courses in all Schools on sex and gender variables in ResearchStudents attending classes reflecting sex/gender variables, by gender
    5.1.Developing initiatives to raise awareness about the importance of integrating the gender dimension in teaching curriculaPerception of the gender/sex variables in teaching programs, by gender
    5.1.Providing students with specific courses on gender equality in their study curriculaCourses on specific gender dimensions, per field of research