PLOTINA LIBRARY OF ACTIONS

This Library of Actions is a handbook of actions developed and implemented by PLOTINA RPO partners to address gender inequalities in their own research performing organisation (RPO) as part of their self-tailored gender equality plan. The actions include top-down actions, raising awareness, and work and personal life integration actions. Some are at departmental some at institutional level. The list 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. The List of Actions presented here indicates the actions that have been selected as good practices by each RPO partner.

The Library of Actions can be browsed following different criteria, by key area, by objectives, by RPO and by type of action. A list of actions is collapsed under each key area, click ‘Show specific actions’ to access examples and what and how PLOTINA RPOs implemented gender equality actions.

Further information is provided by clicking on the RPOs name on the right.

Do you want to share your own action? Submit it!

 KA 1 The governance bodies, key actors and decision-makers Show specific actions


    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
    078Developing initiatives to encourage men to take parental leave ISEG
    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
    084Supporting women and men coming back to work from parental leaves, from reduced work load to work timesUniversity of Warwick
    086Providing specific measures and support for both members of dual career couples University of Warwick
    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
    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

  • Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures (Key Area 1) Show specific actions
  • Promote a more horizontal, gender-aware and egalitarian leadership in the institution (Key Area 1) Show specific actions
    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
  • Prevent and combat sexual and gender-based harassment in the institution (Key Area 1) Show specific actions
  • Promote diversity and inclusivity with the institutional use of communication (Key Area 1) Show specific actions
  • Review the institution (representation, structures, culture…) from a gender perspective (Key Area 1)Show specific actions
  • Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO/institution (Key Area 1) Show specific actions
    Nr.ActionSelected as a Good Practice by RPO partner
    034Planning university activities from a gender perspectiveMondragon Unibertsitatea
    036Integrating Gender Equality policies and processes in the Quality System ManagementÖzyeğin Üniversitesi
  • Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementation (Key Area 1) Show specific actions
    Nr.ActionSelected as a Good Practice by RPO partner
    040Providing online and/or hard copies of gender equality and diversity policies to internal and external staffÖzyeğin Üniversitesi
  • Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes (Key Area 2) Show specific actions
    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
  • Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution (Key Area 2) Show specific actions
  • Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes (Key Area 2) Show specific actions
    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
  • Ensure all women in the institution are empowered from a gender perspective (Key Area 2) Show specific actions
  • Promote initiatives to support the career progression of the underrepresented gender in high and top positions (Key Area 2) Show specific actions
    Nr.ActionSelected as a Good Practice by RPO partner
    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
    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
    078Developing initiatives to encourage men to take parental leave ISEG
  • Ensure availability of structured supports for work and personal life integration (Key Area 3) Show specific actions
    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
    084Supporting women and men coming back to work from parental leaves, from reduced work load to work timesUniversity of Warwick
    086Providing specific measures and support for both members of dual career couples University of Warwick
    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
  • Enable individuals on parental leave to have an easier return to work (Key Area 3) Show specific actions
    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
  • Promote the inclusion of the sex and gender dimension in research content (Key Area 4) Show specific actions
  • Raising awareness and training researchers on integrating the sex and gender dimension in research content (Key Area 4) Show specific actions
  • Promote the integration of a sex and gender dimension in teaching curricula (Key Area 5) Show specific actions
    Nr.ActionSelected as a Good Practice by RPO partner
    040Providing online and/or hard copies of gender equality and diversity policies to internal and external staffÖzyeğin Üniversitesi
    046Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel membersAlma Mater Studiorum - Università Di Bologna
    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
    084Supporting women and men coming back to work from parental leaves, from reduced work load to work timesUniversity of Warwick
    086Providing specific measures and support for both members of dual career couples University of Warwick
    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
    090Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents)University of Warwick
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
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
015Raising gender equality awareness through the development and provision of seminars to senior leadership and key figuresÖzyeğin Üniversitesi
119Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholdersMondragon Unibertsitatea
Kemijski Inštitut
Özyeğin Üniversitesi
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
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
034Planning university activities from a gender perspectiveMondragon Unibertsitatea
036Integrating Gender Equality policies and processes in the Quality System ManagementÖzyeğin Üniversitesi
040Providing online and/or hard copies of gender equality and diversity policies to internal and external staffÖzyeğin Üniversitesi
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
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
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
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
065Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented genderISEG
069Providing training and advice to women in STEMM to apply and write funding aplications Kemijski Inštitut
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
078Developing initiatives to encourage men to take parental leave ISEG
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
084Supporting women and men coming back to work from parental leaves, from reduced work load to work timesUniversity of Warwick
086Providing specific measures and support for both members of dual career couples University of Warwick
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
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
109Enhancing visibility of the gender dimension in research ISEG
Alma Mater Studiorum – Università Di Bologna
University of Warwick
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
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
118Providing students with specific courses relevant to sex/ gender in their study curriculaISEG
Mondragon Unibertsitatea
Özyeğin Üniversitesi
Alma Mater Studiorum – Università Di Bologna