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 RPO’s name when expand that option.
Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral Show RPOs' experiences
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 Show RPOs' experiences
Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff Show RPOs' experiences
Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders Show RPOs' experiences
Integrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphere Show RPOs' experiences
Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization Show RPOs' experiences
Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members Show RPOs' experiences
Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures Show RPOs' experiences
Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions Show RPOs' experiences
Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender Show RPOs' experiences
Reviewing 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 measures Show RPOs' experiences
Developing 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 congress Show RPOs' experiences
Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents) Show RPOs' experiences
KA5 – Integration of sex and gender dimension in teaching curricula Show specific actions
Nr.
Action
115
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 Show RPOs' experiences
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
Nr.
Action
007
Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral Show RPOs' experiences
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 Show RPOs' experiences
Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff Show RPOs' experiences
Prevent and combat sexual and gender-based harassment in the institution (Key Area 1) Show specific actions
Nr.
Action
119
Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders Show RPOs' experiences
Review the institution (representation, structures, culture…) from a gender perspective (Key Area 1)Show specific actions
Nr.
Action
030
Integrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphere Show RPOs' experiences
Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization Show RPOs' experiences
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
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.
Action
040
Providing online and/or hard copies of gender equality and diversity policies to internal and external staff Show RPOs' experiences
Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes (Key Area 2) Show specific actions
Nr.
Action
046
Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members Show RPOs' experiences
Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures Show RPOs' experiences
Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution (Key Area 2) Show specific actions
Nr.
Action
054
Including gender balance as a criterion, every other conditions being equal Show RPOs' experiences
Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions Show RPOs' experiences
Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes (Key Area 2) Show specific actions
Nr.
Action
056
Reviewing the recruitment and promotion process for identification of potential gender bias Show RPOs' experiences
Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender Show RPOs' experiences
Reviewing 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 measures Show RPOs' experiences
Developing 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 congress Show RPOs' experiences
Enable individuals on parental leave to have an easier return to work (Key Area 3) Show specific actions
Nr.
Action
090
Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents) Show RPOs' experiences
Promote the integration of a sex and gender dimension in teaching curricula (Key Area 5) Show specific actions
Nr.
Action
115
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 Show RPOs' experiences
Good Practices by Alma Mater Studiorum – Università Di Bologna Show specific actions
Nr.
Action
007
Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral Show RPOs' experiences
Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization Show RPOs' experiences
Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members Show RPOs' experiences
Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions Show RPOs' experiences
Developing 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 congress Show RPOs' experiences
Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents) Show RPOs' experiences
Good Practices by Kemijski Inštitut, National Institute of Chemistry Show specific actions
Nr.
Action
012
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 Show RPOs' experiences
Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff Show RPOs' experiences
Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders Show RPOs' experiences
Integrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphere Show RPOs' experiences
Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization Show RPOs' experiences
Reviewing 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 measures Show RPOs' experiences
Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff Show RPOs' experiences
Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders Show RPOs' experiences
Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization Show RPOs' experiences
Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures Show RPOs' experiences
Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions Show RPOs' experiences
Reviewing 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 measures Show RPOs' experiences
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 Show RPOs' experiences
Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff Show RPOs' experiences
Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders Show RPOs' experiences
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 Show RPOs' experiences
Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender Show RPOs' experiences
Reviewing 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 measures Show RPOs' experiences
Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members Show RPOs' experiences
Developing 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 congress Show RPOs' experiences
Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents) Show RPOs' experiences
Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral Show RPOs' experiences
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 Show RPOs' experiences
Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders Show RPOs' experiences
Integrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphere Show RPOs' experiences
Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization Show RPOs' experiences
Reviewing 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 measures Show RPOs' experiences
Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions Show RPOs' experiences
Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff Show RPOs' experiences
Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures Show RPOs' experiences
Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender Show RPOs' experiences
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 Show RPOs' experiences
Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral Show RPOs' experiences
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 Show RPOs' experiences
Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff Show RPOs' experiences
Developing sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders Show RPOs' experiences
Integrating and analysing questions about gender equality issues in internal questionnaires about staff satisfaction at work or working atmosphere Show RPOs' experiences
Gathering gender disaggregated data regularly, quantitative and qualitative. Analysing these data in a dedicated Report so as to monitor gender and diversity in the organization Show RPOs' experiences
Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members Show RPOs' experiences
Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures Show RPOs' experiences
Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions Show RPOs' experiences
Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender Show RPOs' experiences
Reviewing 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 measures Show RPOs' experiences
Developing 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 congress Show RPOs' experiences
Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents) Show RPOs' experiences
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 Show RPOs' experiences
KA 2 Recruitment, career progression and retention 
KA 3 Work and personal life integration 
KA 4 Researchers and research: gender equality and sex and gender perspective 
KA5 – Integration of sex and gender dimension in teaching curricula