LIST OF GOOD PRACTICES

The governance bodies, key actors and decision-makers

Recruitment, career progression and retention

Work and personal life integration

Researchers and research: gender equality and sex and gender perspective

Integration of sex and gender dimension in teaching curricula

Submit your good practice

Key Area	Name of the action	Type of action	Main aim of the action	Plotina RPOs experience	Level of implementation
The governance bodies, key actors and decision-makers	Monitoring gender and diversity state of art in the organization, gathering and analysing gender disaggregated quantitative and qualitative data	Data gathering and analysis	Analysis of the data on the composition of teaching staff, administrative staff and students by gender at Unibo as a whole, as well as broken down by Departments and Schools. This will indicate the situation of vertical and horizontal segregation, and the ceiling glass effect.	Alma Mater Studiorum – Universita Di Bologna experience	Researchers/professors and technical and administrative staff, students
Recruitment, career progression and retention	Introduction in internal research evaluation procedures of the consideration of maternity and parental leave periods	Positive action/policy	The main objective of this action is to grant an equal evaluation of the scientific production and research of both female and male UNIBO academic staff.	Alma Mater Studiorum – Universita Di Bologna experience	Researchers and professors
Work and personal life integration	Providing services with the potential to support work and personal life integration for staff	Availability of supports/resources	Availability of structured supports inside the organization for child-care, family-members with special needs, elder family-members, etc. for UNIBO staff.	Alma Mater Studiorum – Universita Di Bologna experience	Researchers/professors and technical and administrative staff
Researchers and research: gender equality and sex and gender perspective	Internal training seminars on the use of sex and gender perspective in research, to foster the acknowledgement of its economic, social and innovation value	Training	The aim of this action is to raise awareness and encourage researchers and professors to adopt the integration of the sex-gender variables in their research practices.	Alma Mater Studiorum – Universita Di Bologna experience	Researchers and professors
Recruitment, career progression and retention	Workshop to enhance transparency about the selection/promotion process and the criteria for promotion	Training/workshop	The objective of this workshop is to provide academic-led information about what is needed for promotion at each academic career stage. The speakers at these events include Pro-Vice Chancellors, Chairs of Faculties and members of the University Promotion Committee.	University of Warwick experience	All staff interested in promotions and mentors in terms of their role in supporting junior staff.
Work and personal life integration	Establishing a holiday scheme	Availability of supports/resources	To support staff with caring responsibilities during holidays (Summer and Easter when schools are closed).	University of Warwick experience	Researchers/professors and technical and administrative staff
Work and personal life integration	Establishing a conference care fund	Availability of supports/resources	To support with payments of additional childcare arrangements for individuals attending conferences/ workshop/training.	University of Warwick experience	Researchers/professors and technical and administrative staff
Recruitment, career progression and retention	Share career good practices - role models for women	Awareness raising/Communication	To inspire female researchers to pursue research careers.	Kemijski Inštitut, National Institute of Chemistry experience	Female researchers
Work and personal life integration	Information desk availability for work-personal life integration issues	Availability of supports/resources	To support employees on balancing work-personal life integration issues.	Kemijski Inštitut, National Institute of Chemistry experience	Researchers/professors and technical and administrative staff
Recruitment, career progression and retention	Wide communication policy for vacant positions, inside and outside	Communication	Increase transparency and visibility for vacancies to attract candidates from a diversified pool.	Kemijski Inštitut, National Institute of Chemistry experience	New staff
The governance bodies, key actors and decision-makers	Sexual harassment prevention and support structures, at disposal and well communicated to all stakeholders	Training	To review and update existing protocols and identify potential shortcomings/limitations and meeting new needs.	Mondragon Unibertsitatea experience	Staff and students
Recruitment, career progression and retention	Share career good practices - role models for women	Awareness raising/Communication	To enhance visibility of female role models for academic and administrative staff.	Mondragon Unibertsitatea experience	Staff and students
Recruitment, career progression and retention	Recruitment processes aware of gender-issues, discrimination and stereotypes	Training	Ensuring that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes	Mondragon Unibertsitatea experience	Department Coordinators and Knowledge Areas Coordinators
The governance bodies, key actors and decision-makers	Creation of a gender equality unit/office	Creation of structures	Forming a Gender Equality Committee to oversee, in tandem with the PLOTINA team until 2020, the entire process of the GEP implementation. Ensuring the institutionalization and sustainability of gender equality policies and practices.	Özyeğin Üniversitesi experience	Staff and students
The governance bodies, key actors and decision-makers	Creation of a figure/role of gender and diversity coordinator that refers to top decision bodies	Creation of structures	Having a liaison person specialized in gender-related issues to help oversee and coordinate with the PLOTINA team and the Gender Equality Committee to implementation of GEP.	Özyeğin Üniversitesi experience	Researchers/professors and technical and administrative staff
The governance bodies, key actors and decision-makers	Encouragement to top level managers and key actors to attend gender equality seminars and training	Training/awareness-raising	Creating and/or increasing gender awareness among the members of university administration. Persuading the decision-makers about the necessity and benefits of having an official Gender Equality Plan and a Gender Equality Committee to implement and monitor the progress on the GEP.	Özyeğin Üniversitesi experience	Key actors, decision-makers
The governance bodies, key actors and decision-makers	Creation of the gender Equality Commission in ISEG	Creation of structures	To analyse and discuss the actions to be implemented by PLOTINA until January 2020	Lisbon School of Economics and Management experience
Work and personal life integration	Diagnosis survey: support for work and personal life integration	Data gathering and analysis	To get a better understanding of staff perceptions about their needs in integrating work and personal life (including commitments and duties which faculties and administrative staff may have).	Lisbon School of Economics and Management experience	All RPO community with a focus on those with commitments and duties of relatives
Integration of sex and gender dimension in teaching curricula	Intersectionality in discrimination seminars/ short course	Training	Develop and deliver a short course on Intersectionality in Discrimination for postgraduate students (Masters and PhD candidates).	Lisbon School of Economics and Management experience	RPO community and other RPO communities
The governance bodies, key actors and decision-makers	How to film an organisational video showcasing E&D activities	Awareness raising/Communication	To understand what is required for developing an organisational video for showcasing E&D activities. This information and insight was collected through our experience in developing such a video.	University of Warwick experience	Researchers/professors and technical and administrative staff, students
Researchers and research: gender equality and sex and gender perspective	Organising a Summer School: “How to be a peer reviewer”	Training/workshop	The objective of this summer school is to provide academic-led information about the peer review process to PhD students and postdoctoral researchers.	University of Warwick experience	Researchers and professors
Recruitment, career progression and retention	Offer of mentoring and empowerment courses to improve visibility, self-confidence, negotiating  and leadership skills, particularly dedicated to the underrepresented gender	Training	Increased the self-efficacy and leadership skills of female researchers and professors	Alma Mater Studiorum – Universita Di Bologna experience	Researchers/professors and technical and administrative staff, students
Recruitment, career progression and retention	Promotion of campaigns within and outside  the institution to make women’s contribution to research and the gender diversity of research teams more visible	Awareness raising/Communication	The aim of this action is to raise awareness and encourage researchers and professors to adopt the integration of the sex-gender variables in their research practices.	Alma Mater Studiorum – Universita Di Bologna experience	Researchers and professors
The governance bodies, key actors and decision-makers	Routine revision of any text, communication, images, from a gender equality and diversity standing point, use of language included, for inside and outside destination	Training/awareness-raising	Ensuring that every person involved in the internal and external communication processes is aware of gender-issues, discrimination and stereotypes and develop the necessary skills to guarantee the correct use of language, images, and so on when using different communication tools.	Mondragon Unibertsitatea experience	Researchers/professors and technical and administrative staff
The governance bodies, key actors and decision-makers	Promotion of initiatives to favour a widespread gender competence at all levels of the organization with provision of training to staff, teachers and researchers	Training/awareness-raising	The aim of this action is that every person at MU is gender competent regardless of its position in the organisation.	Mondragon Unibertsitatea experience Özyeğin Üniversitesi experience	Researchers/professors and technical and administrative staff, students