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{"sheet":"GEP2020","index":2,"n_rows":4,"n_cols":20,"rows_kept":4,"cut":false,"hidden":false,"merged":[[0,0,0,1]]}
["ACTION PLAN",null,{"$f":"RIGHT('INDEX-MENU'!C17,4)","v":"2020"}]
[null,null,"X"]
[]
["Key Areas","Objectives","Measure number","Measures","Who is in charge of this? ","Steps","Jan","Feb","Mar","Apr","May","Jun","Jul","Ago","Sep","Oct","Nov","Dec","Progress","Indicator"]

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["ACTION PLAN",null,{"$f":"RIGHT('INDEX-MENU'!C21,4)","v":"2021"}]
[null,null,"X"]
[]
["Key Areas","Objectives","Measure number","Measures","Who is in charge of this? ","Steps","Jan","Feb","Mar","Apr","May","Jun","Jul","Ago","Sep","Oct","Nov","Dec","Progress","Indicator"]

{"sheet":"GEP2022","index":4,"n_rows":4,"n_cols":20,"rows_kept":4,"cut":false,"hidden":false,"merged":[[0,0,0,1]]}
["ACTION PLAN",null,{"$f":"RIGHT('INDEX-MENU'!C25,4)","v":"2022"}]
[null,null,"X"]
[]
["Key Areas","Objectives","Measure number","Measures","Who is in charge of this? ","Steps","Jan","Feb","Mar","Apr","May","Jun","Jul","Ago","Sep","Oct","Nov","Dec","Progress","Indicator"]

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["ACTION PLAN 2023",null,{"$f":"RIGHT('INDEX-MENU'!C29,4)","v":"2023"}]
[null,null,"X"]
[]
["Key Areas","Objectives","Measure number","Measures","Who is in charge of this? ","Steps","Jan","Feb","Mar","Apr","May","Jun","Jul","Ago","Sep","Oct","Nov","Dec","Progress","Indicator"]

{"sheet":"IMPLEMENTATION","index":6,"n_rows":20,"n_cols":3,"rows_kept":20,"cut":false,"hidden":false,"merged":[[60,42,60,43],[62,0,63,0],[9,0,10,0],[13,0,14,0],[60,2,60,14],[60,15,60,31],[60,32,60,37],[60,39,60,40]]}
[null,null,"Press \"Copy measures\" to copy here all the measures of your plan, and fill-in the information as you progress with your GEP implementation. "]
[null,"Key Areas"]
[null,"Objectives"]
[null,"Measure number"]
[null,"Measures (actions)"]
[null,"Action level of implementation (choose from menu)"]
[null,"If other, please specify: "]
[null,"Type of action "]
[null,"If other, please specify: "]
["Target ","Direct Target"]
[null,"Indirect target"]
[null,"Kolore"]
[null,"What evidence has led to this action (what data has triggered the action)?"]
["Objective ","What is the aim/ objective?"]
[null,"What are the expected outcomes/ impact?"]
[null,"What does the action entail/ involve?"]
[null,"Describe the implementation process (what, how, who)"]
[null,"Resources, skills, incentives needed: have they differed from the ones planned? If yes, please explain further."]
[null,"Challenges/resistance towards implementation"]
[null,"Coping strategies"]

{"sheet":"RESULTS","index":7,"n_rows":19,"n_cols":35,"rows_kept":19,"cut":false,"hidden":false,"merged":[[0,2,0,5],[17,0,17,1],[18,0,18,1],[5,0,6,0],[7,0,11,0],[12,0,13,0],[14,0,14,1],[15,0,16,0]]}
[null,null,"You can fill-in the information as you progress with your GEP implementation. "]
[null,"Key Areas"]
[null,"Objectives"]
[null,"Measure number"]
[null,"Measures"]
["Expected objectives (linked to IMPLEMENTATION page)","What is the aim/ objective?",{"$f":"IF(IMPLEMENTATION!C14>\"\",IMPLEMENTATION!C14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!D14>\"\",IMPLEMENTATION!D14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!E14>\"\",IMPLEMENTATION!E14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!F14>\"\",IMPLEMENTATION!F14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!G14>\"\",IMPLEMENTATION!G14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!H14>\"\",IMPLEMENTATION!H14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!I14>\"\",IMPLEMENTATION!I14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!J14>\"\",IMPLEMENTATION!J14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!K14>\"\",IMPLEMENTATION!K14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!L14>\"\",IMPLEMENTATION!L14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!M14>\"\",IMPLEMENTATION!M14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!N14>\"\",IMPLEMENTATION!N14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!O14>\"\",IMPLEMENTATION!O14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!P14>\"\",IMPLEMENTATION!P14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!Q14>\"\",IMPLEMENTATION!Q14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!R14>\"\",IMPLEMENTATION!R14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!S14>\"\",IMPLEMENTATION!S14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!T14>\"\",IMPLEMENTATION!T14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!U14>\"\",IMPLEMENTATION!U14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!V14>\"\",IMPLEMENTATION!V14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!W14>\"\",IMPLEMENTATION!W14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!X14>\"\",IMPLEMENTATION!X14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!Y14>\"\",IMPLEMENTATION!Y14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!Z14>\"\",IMPLEMENTATION!Z14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AA14>\"\",IMPLEMENTATION!AA14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AB14>\"\",IMPLEMENTATION!AB14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AC14>\"\",IMPLEMENTATION!AC14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AD14>\"\",IMPLEMENTATION!AD14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AE14>\"\",IMPLEMENTATION!AE14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AF14>\"\",IMPLEMENTATION!AF14,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AG14>\"\",IMPLEMENTATION!AG14,\"\")","v":""},{"$f":"IMPLEMENTATION!AH14","v":0},{"$f":"IMPLEMENTATION!AI14","v":0}]
[null,"What are the expected outcomes/ impact?",{"$f":"IF(IMPLEMENTATION!C15>\"\",IMPLEMENTATION!C15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!D15>\"\",IMPLEMENTATION!D15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!E15>\"\",IMPLEMENTATION!E15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!F15>\"\",IMPLEMENTATION!F15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!G15>\"\",IMPLEMENTATION!G15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!H15>\"\",IMPLEMENTATION!H15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!I15>\"\",IMPLEMENTATION!I15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!J15>\"\",IMPLEMENTATION!J15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!K15>\"\",IMPLEMENTATION!K15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!L15>\"\",IMPLEMENTATION!L15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!M15>\"\",IMPLEMENTATION!M15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!N15>\"\",IMPLEMENTATION!N15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!O15>\"\",IMPLEMENTATION!O15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!P15>\"\",IMPLEMENTATION!P15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!Q15>\"\",IMPLEMENTATION!Q15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!R15>\"\",IMPLEMENTATION!R15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!S15>\"\",IMPLEMENTATION!S15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!T15>\"\",IMPLEMENTATION!T15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!U15>\"\",IMPLEMENTATION!U15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!V15>\"\",IMPLEMENTATION!V15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!W15>\"\",IMPLEMENTATION!W15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!X15>\"\",IMPLEMENTATION!X15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!Y15>\"\",IMPLEMENTATION!Y15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!Z15>\"\",IMPLEMENTATION!Z15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AA15>\"\",IMPLEMENTATION!AA15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AB15>\"\",IMPLEMENTATION!AB15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AC15>\"\",IMPLEMENTATION!AC15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AD15>\"\",IMPLEMENTATION!AD15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AE15>\"\",IMPLEMENTATION!AE15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AF15>\"\",IMPLEMENTATION!AF15,\"\")","v":""},{"$f":"IF(IMPLEMENTATION!AG15>\"\",IMPLEMENTATION!AG15,\"\")","v":""}]
["The outcome (achievement of the results of the action)","Number of people participating in the action or benefiting from it (N women and N of men)"]
[null,"Describe the  outcomes (short term to medium term changes): "]
[null,"Has the measure contributed to the expected result? "]
[null,"How do you rate the results compared to the expected objective?"]
[null,"Explain why?"]
["Impacts (individual/collective, short/medium/long)","What are the long term changes (impacts) achieved as a consecuence of the action(s) implemented?"]
[null,"Provide any tools used for the evaluation (e.g. feedback forms, questionnaires, interview guides, etc...)"]
["What Key area has this action contributed to?"]
["Lessons learnt/ information transfer for other RPOs","Tips, strategies, checklists (operating standardas)"]
[null,"Reflection: what would you do differently? What could you improve in light of the evaluation of the action? "]
["Describe what did not work (failures)"]
["Describe unexpected results (positive or negative)"]

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["KEY AREAS","Objectives","Strategies/Measures","Indicators","Type of indicators"]
["KA1 - The governance bodies, key actors and decision-makers","1.1. Promote decision makers institutional engagement  on gender equality","Ratifying the European Charter for Researchers","6.1.1. Ratification of the European Charter for Researchers ","Specific",null,"  "]
["KA1 - The governance bodies, key actors and decision-makers","1.1. Promote decision makers institutional engagement  on gender equality","Enhancing visibility of the support from key actors and senior leader to the GEP (e.g. at conferences, awards, posters or others…)","6.1.6. Perception of gender equality in RPOs policies, by gender","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.1. Promote decision makers institutional engagement  on gender equality","Ensuring senior leadership is accountable for the implementation and evaluation of gender equality actions","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.1. Promote decision makers institutional engagement  on gender equality","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 impact","6.1.3. Meetings for GEPs implementation","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.1. Promote decision makers institutional engagement  on gender equality","Formally providing empirical data to decision-makers to make gender situation visible and known","6.1.2. Provision of gender disaggregated data in RPO's periodic report","Specific",null,"                    "]
["KA1 - The governance bodies, key actors and decision-makers","1.1. Promote decision makers institutional engagement  on gender equality","Organizing initiatives to enhance engagement and commitment of decision makers and key actors in gender equality activities","1.4. Gender equality policy and structures in the institution","Core"]
["KA1- The governance bodies, key actors and decision-makers","1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","Creating institutional gender equality structures","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","Creating the role of gender and diversity coordinator that refers to top decision bodies","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","Ensuring engagement of institutional 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","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","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 fields","6.4.2. Networks on gender issues research","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff","6.1.5. Awareness training on gender sensitive issues","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institution  ","Raising gender equality awareness through the development and provision of seminars in these topics to senior leadership and key figures","6.1.5. Awareness training on gender sensitive issues","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institution  ","Requiring governing bodies' members to attend  gender equality training(s)","6.1.5. Awareness training on gender sensitive issues","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institution  ","Organizing initiatives for a gender sensitive and diversity competent leadership ","6.2.12. Trainings for soft skills","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institution  ","Promoting a more horizontal-leadership style within the institution, beyond the traditional authoritative/commanding to include e.g. democratic/coaching and affiliative styles","6.2.12. Trainings for soft skills","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.4. Prevent and combat sexual and gender-based harassment in the institution   ","Developing and maintaining sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.4. Prevent and combat sexual and gender-based harassment in the institution   ","Analysing the support structures and/or procedures that exist in the institution, and revising them if necessary.","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.4. Prevent and combat sexual and gender-based harassment in the institution   ","Offering specific training on sexual and gender-based harassment to staff members that are responsible for this issue in the institution","6.1.5. Awareness training on gender sensitive issues","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.4. Prevent and combat sexual and gender-based harassment in the institution   ","Organizing awareness-raising sessions on sexual and gender-based harassment for all staff-members","6.1.5. Awareness training on gender sensitive issues","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.5.  Promote diversity and inclusivity with the institutional use of communication","Analysing institutional documents, communication materials and websites; developing a guide on inclusive use of language for written and visual communication","6.1.4. Gender equality guidelines or guiding principles","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.5.  Promote diversity and inclusivity with the institutional use of communication","Reviewing institutional documents from a gender perspective","1.3. Gender sensitive language and images in institutional documents","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.5.  Promote diversity and inclusivity with the institutional use of communication","Providing staff members with useful tools that will help them using an inclusive language, such as guidelines and spell-checking programs","1.3. Gender sensitive language and images in institutional documents","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.5.  Promote diversity and inclusivity with the institutional use of communication","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…)","6.1.4. Gender equality guidelines or guiding principles","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.6. Promote interdisciplinary gender networks or links within and among RPOs","Creating interdepartmental network structures such as for example, a virtual (online) forum to discuss gender equality issues among RPO staff members","6.4.2. Networks on gender issues research","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.6. Promote interdisciplinary gender networks or links within and among RPOs","Creating a Gender Equality Agents network","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.7. Review the institution from a gender perspective","Integrating and analysing questions about gender equality issues  in internal questionnaires about staff satisfaction at work or working atmosphere","6.1.6. Perception of gender equality in RPOs policies, by gender","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.7. Review the institution from a gender perspective","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","6.4.3. Provision of an annual RPO gender report","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO","Including Gender Equality as a core issue in formal documents:  policy,  communication, marketing,…for internal and external stakeholders","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO","Formally requesting consideration of the gender perspective in the planning of university activities, when applicable","1.4. Gender equality policy and structures in the institution","Core"]
["KA1 - The governance bodies, key actors and decision-makers","1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO","Planning university activities from a gender perspective","6.1.6. Perception of gender equality in RPOs policies, by gender","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO","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/Governance","6.1.2. Provision of gender disaggregated data in RPO's periodic report","Specific"]
["KA1 - The governance bodies, key actors and decision-makers","1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO","Integrating Gender Equality policies and processes in the Quality System Management","1.4. Gender equality policy and structures in the institution","Core"]
["KA2 - Recruitment, career progression and retention","2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes ","Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members ","6.1.5. Awareness training on gender sensitive issues","Specific"]
["KA2 - Recruitment, career progression and retention","2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes ","Organizing a workshop to enhance transparency about the selection/promotion process and the criteria for promotion","6.2.10. Empowerment trainings for career progression","Specific"]
["KA2 - Recruitment, career progression and retention","2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes ","Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures","6.2.2. Applications versus short lists and appointments for jobs on level A, B, C, by gender","Specific"]
["KA2 - Recruitment, career progression and retention","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","Requiring a justification for single-gender presence in the different recruitment phases ","6.2.1. Gender diverse recuitment selection committees","Specific"]
["KA2 - Recruitment, career progression and retention","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","Creating a Gender Balance Committee with the aim to eliminate gender bias from the recruitment process ","6.2.4. Positive action in recruitment processes","Specific"]
["KA2 - Recruitment, career progression and retention","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","Promoting gender balance in all Recruitment Committees with the aim of reaching a 40-60   balance","6.2.1. Gender diverse recuitment selection committees","Specific"]
["KA2 - Recruitment, career progression and retention","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","Developing and communicating a guide on biases that might affect recruitment, evaluation and promotion committees","6.1.4. Gender equality guidelines or guiding principles","Specific"]
["KA2 - Recruitment, career progression and retention","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","Developing explicit, transparent, unbiased and published criteria for the entire recruitment process, weighted in a transparent way","6.1.4. Gender equality guidelines or guiding principles","Specific"]
["KA2 - Recruitment, career progression and retention","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","Including gender balance as a criterion, every other conditions being equal,  for selection, promotion  and research funding allocation","6.2.4. Positive action in recruitment processes","Specific"]
["KA2 - Recruitment, career progression and retention","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions","6.2.6. Positive action in research evaluation","Specific"]
["KA2 - Recruitment, career progression and retention","2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes","Reviewing the recruitment and promotion process for identification of potential gender bias","6.2.4. Positive action in recruitment processes","Specific"]
["KA2 - Recruitment, career progression and retention","2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes","Developing an exit questionnaire for staff in order to help the understanding of  reasons for leaving the organization from a gender perspective","6.2.15. Perception of gender equality in career advancement, by gender","Specific"]
["KA2 - Recruitment, career progression and retention","2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes","Analysing the eligibility criteria for grant applications, to identify the sources of possible bias and to prevent discrimination.","6.2.6. Positive action in research evaluation","Specific"]
["KA2 - Recruitment, career progression and retention","2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes","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 collegiality","6.2.4. Positive action in recruitment processes","Specific"]
["KA2 - Recruitment, career progression and retention","2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes","Analysing and reporting regularly internally and externally data comparison about pay and benefits","6.2.3. Negotiated starting salaries, by gender and by job grade","Specific"]
["KA2 - Recruitment, career progression and retention","2.4. Ensure all women in the institution  are empowered from a gender perspective","Enhancing 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.)","6.2.8. Initiatives for raising awareness on gender diversity in research teams","Specific"]
["KA2 - Recruitment, career progression and retention","2.4. Ensure all women in the institution  are empowered from a gender perspective","Developing awareness raising initiatives to enhance women’s contribution to research ","6.2.8. Inititatives for raising awareness on female role models","Specific"]
["KA2 - Recruitment, career progression and retention","2.4. Ensure all women in the institution  are empowered from a gender perspective","Organising empowering activities for early career researchers and offering them training to increase their leadership skills.","6.2.11. Trainings for leadership","Specific"]
["KA2 - Recruitment, career progression and retention","2.4. Ensure all women in the institution  are empowered from a gender perspective","Launching induction and/or mentoring initiatives  for newly hired faculty member to gain valuable insight from a small group of senior faculty members ","6.2.14. Mentoring programme","Specific"]
["KA2 - Recruitment, career progression and retention","2.4. Ensure all women in the institution  are empowered from a gender perspective","Mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender","6.2.14. Mentoring programme","Specific"]
["KA2 - Recruitment, career progression and retention","2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions","Creating a Gender Balance Committee with the aim to monitor women's career progression and attract female scientists ","6.2.2. Applications versus short lists and appointments for jobs on level A, B, C, by gender","Specific"]
["KA2 - Recruitment, career progression and retention","2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions","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 ","6.2.4. Positive action in recruitment processes","Specific"]
["KA2 - Recruitment, career progression and retention","2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions","Encouraging women to participate in management positions (e.g. through seminars, lettlers, mentoring, individual meetings…)","1.1. Representation in (main) governing body(s), by gender","Core"]
["KA2 - Recruitment, career progression and retention","2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions","Providing  training and advice to women in STEMM to apply and write funding aplications ","6.2.13. Training for researchers on research funding skills","Specific"]
["KA2 - Recruitment, career progression and retention","2.6. Ensure a gender aware internal evaluation system ","Promoting rewards and incentive systems for gender equality and diversity efforts and results (such as, e.g. collegiality, PLOTINA prize, etc)","6.2.6. Positive action in research evaluation","Specific"]
["KA2 - Recruitment, career progression and retention","2.6. Ensure a gender aware internal evaluation system ","Developing a collegiality indicator","6.2.6. Positive action in research evaluation","Specific"]
["KA2 - Recruitment, career progression and retention","2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions  ","Implementing a wide communication policy for vacant positions, inside and outside ","6.2.2. Applications versus short lists and appointments for jobs on level A, B, C, by gender","Specific"]
["KA2 - Recruitment, career progression and retention","2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions  ","Inclusive writing of  job profiles in  order to  encourage/attract a diverse pool of candidates","6.2.2. Applications versus short lists and appointments for jobs on level A, B, C, by gender","Specific"]
["KA2 - Recruitment, career progression and retention","2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions  ","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 practices","6.1.4. Gender equality guidelines or guiding principles","Specific"]
["KA2 - Recruitment, career progression and retention","2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions  ","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 process","6.2.13. Training for researchers on research funding skills","Specific"]
["KA3 - Work and personal life integration","3.1.  Develop a corresponsible working culture","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","3.3. Provision of services for work and personal life integration","Core"]
["KA3 - Work and personal life integration","3.1.  Develop a corresponsible working culture","Scheduling work-meetings only within core hours","6.3.1. Policies on work and personal life integration","Specific"]
["KA3 - Work and personal life integration","3.1.  Develop a corresponsible working culture","Developing initiatives to encourage men to take parental leave","3.4. Standard procedure for parental leave","Core"]
["KA3 - Work and personal life integration","3.1.  Develop a corresponsible working culture","Understanding and developing ways to address long working hours culture","6.3.3. Perception of work life balance, by gender","Specific"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Creating an information and advice resource (e.g. desk) for the integration of work with the family and personal life","6.3.1. Policies on work and personal life integration","Specific"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Providing structured support inside the organisation for staff with caring responsibilities ","3.2. Provision of advanced child care services","Core"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Providing flexible working times arrangement options, from part-time to remote working","6.3.1. Policies on work and personal life integration","Specific"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Providing  career breaks options","6.3.1. Policies on work and personal life integration","Specific"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Supporting women and men coming back to work from parental leaves, from reduced work load to work times","6.3.1. Policies on work and personal life integration","Specific"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Implementing  ICT-based systems to enhance flexibility","6.3.1. Policies on work and personal life integration","Specific"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Providing specific measures and support for both members of dual career couples ","3.3. Provision of services for work and personal life integration","Core"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Budgeting for temporary replacement of employees that have requested parental leave (e.g. maternity cover)","3.4. Standard procedure for parental leave","Core"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","Creating lactation rooms/spaces within the organization (for both staff and student use)","3.2. Provision of advanced child care services","Core"]
["KA3 - Work and personal life integration","3.2. Ensure availability of structured supports for work and personal life integration ","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","6.3.1. Policies on work and personal life integration","Specific"]
["KA3 - Work and personal life integration","3.3. Enable individuals on parental leave to have an easier return to work","Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents)","3.3. Provision of services for work and personal life integration","Core"]
["KA3 - Work and personal life integration","3.3. Enable individuals on parental leave to have an easier return to work","Formal process in place for contacts and communication with women and men during  parental leaves ","6.3.2. Contacts with individuals during parental leave","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.1. Promote diversity in research management ","Monitoring of all Research data disaggregated by gender: funding allocation, publications submission, excellence evaluation, patent applications,….","4.1. Number of University's scientific papers including sex/gender variables and dimensions","Core"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.1. Promote diversity in research management ","Ensuring diverse needs of individuals in research teams are considered","6.4.11. Perception of the gender/sex variables in research contents, by gender","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.1. Promote diversity in research management ","Ensuring research teams are gender balanced when possible","6.4.1. Gender composition of research teams who got public funding","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.1. Promote diversity in research management ","Ensuring transparency in all Research funding allocation phases ","6.4.5. Sex and/or gender analysis as requirements in RPO's internal calls","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.1. Promote diversity in research management ","Raising awareness and enhancing visibility of female researchers as role models in local community events","6.2.8. Initiatives for raising awareness on gender diversity in research teams","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.3.  Promote the inclusion of the sex and gender dimension in research content","Requesting sex and gender variables in  Research planning, activity and results","4.1. Number of University's scientific papers including sex/gender variables and dimensions","Core"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.3.  Promote the inclusion of the sex and gender dimension in research content","Considering all genders for language and images in Research material and production ","1.3. Gender sensitive language and images in institutional documents","Core"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.3.  Promote the inclusion of the sex and gender dimension in research content","Dissagregating research data (data used in for example, academic articles, reports…) by sex and/or gender where relevant","6.4.5. Sex and/or gender analysis as requirements in RPO's internal calls","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.3.  Promote the inclusion of the sex and gender dimension in research content","Requiring all applicants for funding to consider sex and gender in their research design where relevant","6.4.5. Sex and/or gender analysis as requirements in RPO's internal calls","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.3.  Promote the inclusion of the sex and gender dimension in research content","Requiring calls for application to include sex and gender where relevant","6.4.5. Sex and/or gender analysis as requirements in RPO's internal calls","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.3.  Promote the inclusion of the sex and gender dimension in research content","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 Research","6.4.5. Sex and/or gender analysis as requirements in RPO's internal calls","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.3.  Promote the inclusion of the sex and gender dimension in research content"," Enhancing visibility of the gender dimension in research ( it could be a prize, or a mention in the graduation event, etc.…)","6.4.10. Application for the international PLOTINA competition and/or awards for integration of sex/gender variables in research","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.4.  Raising awareness and training researchers on integrating the sex and gender dimension in research content","Organising seminars to overcome unconscious bias in assessing excellence, in staff performance review/appraisal","6.4.4. Participation in training seminars on integrating sex/gender analysis methods, by gender and field of research","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.4.  Raising awareness and training researchers on integrating the sex and gender dimension in research content","Organising empowering seminars for female researchers linked to issues such as research funding, leadership in research groups, etc. ","6.2.10. Empowerment trainings for career progression","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.4.  Raising awareness and training researchers on integrating the sex and gender dimension in research content","Organising internal training workshops on the use of sex and gender analysis methods in Research","6.4.4. Participation in training seminars on integrating sex/gender analysis methods, by gender and field of research","Specific"]
["KA4 - Researchers and research: gender equality and sex and gender perspective","4.4.  Raising awareness and training researchers on integrating the sex and gender dimension in research content","Organising seminars to raise awareness/educate the importance of the introduction of sex and gender variable in research","6.4.11. Perception of the gender/sex variables in research contents, by gender","Specific"]
["KA5 - Integration of sex and gender dimension in teaching curricula","5.1. Promote the integration of a sex and gender dimension in teaching curricula","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 ","6.5.3. Training seminars or guidelines on integrating sex/gender in teaching curricula","Specific"]
["KA5 - Integration of sex and gender dimension in teaching curricula","5.1. Promote the integration of a sex and gender dimension in teaching curricula","Developing introductory and advanced courses in all Schools on sex and gender variables in Research","6.5.4. Students attending classes reflecting sex/gender variables, by gender","Specific"]
["KA5 - Integration of sex and gender dimension in teaching curricula","5.1. Promote the integration of a sex and gender dimension in teaching curricula","Developing initiatives to raise awareness about the importance of integrating the gender dimension in teaching curricula.","6.5.5. Perception of the gender/sex variables in teaching programs, by gender","Specific"]
["KA5 - Integration of sex and gender dimension in teaching curricula","5.1. Promote the integration of a sex and gender dimension in teaching curricula","Providing students with specific courses relevant to sex/ gender in their study curricula","6.5.1. Courses on specific gender dimensions, per field of research","Specific"]

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["KEY_AREA"]
["KA1 - The governance bodies, key actors and decision-makers"]
["KA2 - Recruitment, career progression and retention"]
["KA3 - Work and personal life integration"]
["KA4 - Researchers and research: gender equality and sex and gender perspective"]
["KA5 - Integration of sex and gender dimension in teaching curricula"]
[]
[]
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["KA1 - The governance bodies, key actors and decision-makers","KA2 - Recruitment, career progression and retention","KA3 - Work and personal life integration","KA4 - Researchers and research: gender equality and sex and gender perspective","KA5 - Integration of sex and gender dimension in teaching curricula"]
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["1.1. Promote decision makers institutional engagement  on gender equality","2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes ","3.1.  Develop a corresponsible working culture","4.1. Promote diversity in research management ","5.1. Promote the integration of a sex and gender dimension in teaching curricula"]
["1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","3.2. Ensure availability of structured supports for work and personal life integration ","4.2. Advance towards a gender inclusive/aware research excellency"]
["1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institution  ","2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes","3.3. Enable individuals on parental leave to have an easier return to work","4.3.  Promote the inclusion of the sex and gender dimension in research content"]
["1.4. Prevent and combat sexual and gender-based harassment in the institution   ","2.4. Ensure all women in the institution  are empowered from a gender perspective",null,"4.4.  Raising awareness and training researchers on integrating the sex and gender dimension in research content"]
["1.5.  Promote diversity and inclusivity with the institutional use of communication","2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions"]
["1.6. Promote interdisciplinary gender networks or links within and among RPOs","2.6. Ensure a gender aware internal evaluation system "]
["1.7. Review the institution from a gender perspective","2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions  "]
["1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO"]
["1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementation"]
["1.10. Engage students as stakeholders in gender equality institutional process"]

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["1.1. Promote decision makers institutional engagement  on gender equality","1.2.Create structures and offer tools to support and promote gender equality in the institution with the engagement of key figures","1.3. Promote a more horizontal, gender-aware and egalitarian leadership in the institution  ","1.4. Prevent and combat sexual and gender-based harassment in the institution   ","1.5.  Promote diversity and inclusivity with the institutional use of communication","1.6. Promote interdisciplinary gender networks or links within and among RPOs","1.7. Review the institution from a gender perspective","1.8. Adopt strategies to encourage accountability at all levels for the implementation and institutionalization of the GEP in the RPO","1.9. Ensure all stakeholders are aware and have easy access to the information about the gender equality policy and GEP implementation","1.10. Engage students as stakeholders in gender equality institutional process","2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes ","2.2. Promote  gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution ","2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes","2.4. Ensure all women in the institution  are empowered from a gender perspective","2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions","2.6. Ensure a gender aware internal evaluation system ","2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions  ","3.1.  Develop a corresponsible working culture","3.2. Ensure availability of structured supports for work and personal life integration ","3.3. Enable individuals on parental leave to have an easier return to work","4.1. Promote diversity in research management ","4.2. Advance towards a gender inclusive/aware research excellency","4.3. Promote the inclusion of the sex and gender dimension in research content","4.4. Raising awareness and training researchers on integrating the sex and gender dimension in research content","5.1. Promote the integration of a sex and gender dimension in teaching curricula"]
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["Ratifying the European Charter for Researchers","Appointing delegates (in departments/faculties/schools) to be responsible for monitoring and ensuring that workplace procedures and practices are gender-neutral","Raising gender equality awareness through the development and provision of seminars in these topics to senior leadership and key figures","Developing and maintaining sexual harassment prevention and support structures/channels, easily available, accessible and well communicated to all stakeholders","Analysing institutional documents, communication materials and websites; developing a guide on inclusive use of language for written and visual communication","Creating interdepartmental network structures such as for example, a virtual (online) forum to discuss gender equality issues among RPO staff members","Integrating and analysing questions about gender equality issues  in internal questionnaires about staff satisfaction at work or working atmosphere","Including Gender Equality as a core issue in formal documents:  policy,  communication, marketing,…for internal and external stakeholders","Communicating the institutional gender balance policy adopted to reach gender balance in all Governing,  top decision making Bodies and Managing roles","Encouraging students' organizations  to get involve in particular activities to develop the understanding of equality and diversity among the students","Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members ","Requiring a justification for single-gender presence in the different recruitment phases ","Reviewing the recruitment and promotion process for identification of potential gender bias","Enhancing 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.)","Creating a Gender Balance Committee with the aim to monitor women's career progression and attract female scientists ","Promoting rewards and incentive systems for gender equality and diversity efforts and results (such as, e.g. collegiality, PLOTINA prize, etc)","Implementing a wide communication policy for vacant positions, inside and outside ","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","Creating an information and advice resource (e.g. desk) for the integration of work with the family and personal life","Providing institutional funding to support re-establishing research programs after parental leave (e.g. providing teaching relief support for new parents)","Monitoring of all Research data disaggregated by gender: funding allocation, publications submission, excellence evaluation, patent applications,….","Developing, communicating and implementating standards for the incorporation of sex and gender analysis into basic and applied sciences","Requesting sex and gender variables in  Research planning, activity and results","Organising seminars to overcome unconscious bias in assessing excellence, in staff performance review/appraisal","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 "]
["Enhancing visibility of the support from key actors and senior leader to the GEP (e.g. at conferences, awards, posters or others…)","Creating institutional gender equality structures","Requiring governing bodies' members to attend  gender equality training(s)","Analysing the support structures and/or procedures that exist in the institution, and revising them if necessary.","Reviewing institutional documents from a gender perspective","Creating a Gender Equality Agents network","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","Formally requesting consideration of the gender perspective in the planning of university activities, when applicable","Designing, implementing and evaluating a communication campaign/process to enhance visibility and  support to the change effort in the RPO","Recognition given to student feminist groups, by offering them options to participate in relevant discussions, meetings, committees to present their views… ","Organizing a workshop to enhance transparency about the selection/promotion process and the criteria for promotion","Creating a Gender Balance Committee with the aim to eliminate gender bias from the recruitment process ","Developing an exit questionnaire for staff in order to help the understanding of  reasons for leaving the organization from a gender perspective","Developing awareness raising initiatives to enhance women’s contribution to research ","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 ","Developing a collegiality indicator","Inclusive writing of  job profiles in  order to  encourage/attract a diverse pool of candidates","Scheduling work-meetings only within core hours","Providing structured support inside the organisation for staff with caring responsibilities ","Formal process in place for contacts and communication with women and men during  parental leaves ","Ensuring diverse needs of individuals in research teams are considered","Assessing Gender Equality Impact as part of the research excellence standards ","Considering all genders for language and images in Research material and production ","Organising empowering seminars for female researchers linked to issues such as research funding, leadership in research groups, etc. ","Developing introductory and advanced courses in all Schools on sex and gender variables in Research"]
["Ensuring senior leadership is accountable for the implementation and evaluation of gender equality actions","Creating the role of gender and diversity coordinator that refers to top decision bodies","Organizing initiatives for a gender sensitive and diversity competent leadership ","Offering specific training on sexual and gender-based harassment to staff members that are responsible for this issue in the institution","Providing staff members with useful tools that will help them using an inclusive language, such as guidelines and spell-checking programs",null,null,"Planning university activities from a gender perspective","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.)","Providing  resources for student unions and groups to organize awareness raising events for the student population","Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures","Promoting gender balance in all Recruitment Committees with the aim of reaching a 40-60   balance","Analysing the eligibility criteria for grant applications, to identify the sources of possible bias and to prevent discrimination.","Organising empowering activities for early career researchers and offering them training to increase their leadership skills.","Encouraging women to participate in management positions (e.g. through seminars, lettlers, mentoring, individual meetings…)",null,"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 practices","Developing initiatives to encourage men to take parental leave","Providing flexible working times arrangement options, from part-time to remote working",null,"Ensuring research teams are gender balanced when possible","Requiring gender equality and diversity competence as part of research excellence standards","Dissagregating research data (data used in for example, academic articles, reports…) by sex and/or gender where relevant","Organising internal training workshops on the use of sex and gender analysis methods in Research","Developing initiatives to raise awareness about the importance of integrating the gender dimension in teaching curricula."]
["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 impact","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 ","Promoting a more horizontal-leadership style within the institution, beyond the traditional authoritative/commanding to include e.g. democratic/coaching and affiliative styles","Organizing awareness-raising sessions on sexual and gender-based harassment for all staff-members","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…)",null,null,"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/Governance","Providing online and/or hard copies of gender equality and diversity  policies to internal and external staff","Requiring students who are members of governing bodies to attend gender equality training",null,"Developing and communicating a guide on biases that might affect recruitment, evaluation and promotion committees","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 collegiality","Launching induction and/or mentoring initiatives  for newly hired faculty member to gain valuable insight from a small group of senior faculty members ","Providing  training and advice to women in STEMM to apply and write funding aplications ",null,"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 process","Understanding and developing ways to address long working hours culture","Providing  career breaks options",null,"Ensuring transparency in all Research funding allocation phases ","Rethinking excellence and developing an inclusive definition of excellence","Requiring all applicants for funding to consider sex and gender in their research design where relevant","Organising seminars to raise awareness/educate the importance of the introduction of sex and gender variable in research","Providing students with specific courses relevant to sex/ gender in their study curricula"]
["Formally providing empirical data to decision-makers to make gender situation visible and known","Ensuring engagement of institutional 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",null,null,null,null,null,"Integrating Gender Equality policies and processes in the Quality System Management","Developing a communication plan that includes all stakeholders to communicate the initiatives linked to the gender equality and diversity policy of the institution",null,null,"Developing explicit, transparent, unbiased and published criteria for the entire recruitment process, weighted in a transparent way","Analysing and reporting regularly internally and externally data comparison about pay and benefits","Offering mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender",null,null,null,null,"Supporting women and men coming back to work from parental leaves, from reduced work load to work times",null,"Raising awareness and enhancing visibility of female researchers as role models in local community events","Giving Interdisciplinary Research groups the same status as all other one-discipline research structures","Requiring calls for application to include sex and gender where relevant"]
["Organizing initiatives to enhance engagement and commitment of decision makers and key actors in gender equality activities","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 fields",null,null,null,null,null,null,null,null,null,"Including gender balance as a criterion, every other conditions being equal,  for selection, promotion  and research funding allocation",null,null,null,null,null,null,"Implementing  ICT-based systems to enhance flexibility",null,null,"Developing networks of multidisciplinary research groups interested in gender and diversity in internal funding applications/grants/projects where relevant","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 Research"]
[null,"Developing initiatives to raise gender awareness and capacity at all levels of the organization with provision of training to staff, teaching and research staff",null,null,null,null,null,null,null,null,null,"Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions",null,null,null,null,null,null,"Providing specific measures and support for both members of dual career couples ",null,null,null," Enhancing visibility of the gender dimension in research ( it could be a prize, or a mention in the graduation event, etc.…)"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"Budgeting for temporary replacement of employees that have requested parental leave (e.g. maternity cover)"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"Creating lactation rooms/spaces within the organization (for both staff and student use)"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"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"]

{"sheet":"Validation_list_3","index":11,"n_rows":5,"n_cols":1,"rows_kept":5,"cut":false,"hidden":true,"merged":[]}
["Completed"]
["On Track"]
["Increased risk of missing agreed timeline"]
["High risk of not achieving agreed timeline"]
["Not started"]