LIST OF ACTIONS

The List of Actions of PLOTINA project is a set of actions PLOTINA research performing organisation (RPO) partners have developed and implemented in their own organisations as part of their self-tailored gender equality plan. The Library of Actions includes for example top-down actions, raising awareness or work and personal life integration actions, at departmental and/or institutional level, and has been prepared to support other organisations in their efforts to design their own gender equality actions.

After implementing and analysing their actions, each partner identified which actions worked best and which had less significant results in their organisation. This analysis has led to a Good practices guide while good practices are also indicated in the following List of Actions by a red star. You can access further information about the development and implementation of these practices by clicking on the RPOs name.

The List of Actions has been structured in a dynamic way, and offers the opportunity to filter the actions according to different criteria, such as the five key areas, which we have identified as the main challenges RPOs face towards gender equality.

Click on the grey text below that indicates different objectives to access actions in each sub-category.

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

Objectives
Key 1 Decision makers
Nr.ActionRPOs experienceSelected as good practices
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.ActionRPOs experienceSelected as good practices
007Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral
008Creating 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 bodiesÖzyeğin Üniversitesi
Lisbon School of Economics and Management

009Creating the figure/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 practice in different levels and fields
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

014How to film an organisational video showcasing E&D activitiesUniversity of Warwick
Nr.ActionRPOs experienceSelected as good practices
015Raising gender equality awareness through the development and provision of seminars in these topics to senior leadership and key figures
016Requiring governing bodies' members to attend gender equality training(s)Özyeğin Üniversitesi
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.ActionRPOs experienceSelected as good practices
119Developing and maintaining sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholdersMondragon Unibertsitatea
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.ActionRPOs experienceSelected as good practices
023Analysing institutional documents, communication materials and websites; developing a guide on inclusive use of language for written and visual communication
121Reviewing the communication of the University in order to identify strengths and weak points from a gender perspective
025Reviewing regularly any text, communication and/or images, internal or external documentation, from a gender equality and diversity standing point, use of language includedMondragon Unibertsitatea
026Providing staff members with useful tools that will help them using an inclusive language, such as guidelines and spell-checking programs
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.ActionRPOs experienceSelected as good practices
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.ActionRPOs experienceSelected as good practices
030Integrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphere
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
Nr.ActionRPOs experienceSelected as good practices
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 perspective
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 Management
Nr.ActionRPOs experienceSelected as good practices
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 staff
041Developing a communication plan that includes all stakeholders to communicate the initiatives linked to the gender equality and diversity policy of the institution
Nr.ActionRPOs experienceSelected as good practices
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.ActionRPOs experienceSelected as good practices
046Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members
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.ActionRPOs experienceSelected as good practices
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 equal, for selection, promotion and research funding allocation
055Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions
Alma Mater Studiorum – Universita Di Bologna
Nr.ActionRPOs experienceSelected as good practices
056Reviewing the recruitment and promotion process for identification of potential gender bias
057Developing an exit questionnaire for staff in order to help the understanding of reasons for leaving the organization from a gender perspective
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.ActionRPOs experienceSelected as good practices
061Enhancing 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.)
Mondragon University
Kemijski Inštitut, National Institute of Chemistry

062Developing communication campaigns to enhance women's contribution to researchAlma Mater Studiorum – Universita Di Bologna
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
065Offering mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented genderAlma Mater Studiorum – Universita Di Bologna
Nr.ActionRPOs experienceSelected as good practices
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
Nr.ActionRPOs experienceSelected as good practices
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.ActionRPOs experienceSelected as good practices
072Implementing a wide communication policy for vacant positions, inside and outsideKemijski Inštitut
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.ActionRPOs experienceSelected as good practices
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 measuresLisbon School of Economics and Management
077Scheduling work-meetings only within core hours
078Developing a strategy to encourage men to take parental leaves
079Understanding and developing ways to address long working hours culture
Nr.ActionRPOs experienceSelected as good practices
080Creating an information and advice resource (e.g. desk) for the integration of work with the family and personal lifeKemijski Inštitut
081Providing structured support inside the organization for child-care, family-members with special needs, elder family-members, etc.
Alma Mater Studiorum – Universita 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 times
085Implementing ICT-based systems to enhance flexibility
086Providing specific measures and support for both members of dual career couples
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)
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.ActionRPOs experienceSelected as good practices
090Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents)
091Formal process in place for contacts and communication with women and men during parental leaves

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

Objectives
Key 4 Researcher icon
Nr.ActionRPOs experienceSelected as good practices
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.ActionRPOs experienceSelected as good practices
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.ActionRPOs experienceSelected as good practices
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 ( it could be a prize, or a mention in the graduation event, etc.…)
Nr.ActionRPOs experienceSelected as good practices
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 – Universita Di Bologna
113Organising seminars to raise awareness/educate the importance of the introduction of sex and gender variable in research
114Organising a Summer School: “How to be a peer reviewer”University of Warwick

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

Objectives
Key 5 Curricula
Nr.ActionRPOs experienceSelected as good practices
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
116Developing introductory and advanced courses in all Schools on sex and gender variables in Research
117Developing initiatives to raise awareness about the importance of integrating the gender dimension in teaching curricula
118Providing students with specific courses on gender equality in their study curriculaLisbon School of Economics and Management