GENDER EQUALITY BODIES
The Rector's Anti-Harassment and Anti-Discrimination Proxy
Taking action to prevent harassment and discrimination, both among employees and students, doctoral students; including by developing an anti-discrimination procedure
Handles grievances and appeals of research and teaching staff regarding the performance of research and employment. Provides assistance in resolving conflicts between research and research and teaching staff as well as employees and the employer.
GENDER EQUALITY MEASURES
Gender Equality Plan
GEP under preparation: introduction of a general equality plan developed under the European project “Gender Equality in Engineering through Communication and Commitment”.
Mobbing, Sexual Harassment
Internal Anti-Mobbing Policy - The Rector's Anti-Harassment and Anti-Discrimination Proxy is working on expanding this policy to include harassment and discrimination issues.
Research conducted by the Academic Ombudsperson and the HR Excellence in Research Team in July 2021 on the pay gap between men and women in the same positions. Data are still being compiled.
- The use of gender-inclusive language in some university's activities and acts.
- Organizing workshops and meetings on gender equality as part of the Horizon 2020 project "Gender Equality in Engineering through Communication and Commitment (GEECCO)"
- Annual "Women in Science and Business" conference promoting profiles of successful women
- Networking group for female PhD students (within the GEECCO project)
HR EXCELLENCE IN RESEARCH
Utilization of HR Excellence in Research to enhance gender equality
- Disseminating information concerning the opportunity to combine child-rearing with part-time work (according to the Labour Code), which mitigates long breaks in scientific careers.
- Developing a formal procedure for reporting cases of discrimination at work by the employees.
- Planned introduction of a general equality plan (including gender equality plan), developed under the European H2020 project GEECCO “Gender Equality in Engineering through Communication and Commitment”;
- Authoring a new document “Guidelines for the recruitment of academic teachers at Cracow University of Technology”, published on 1 October 2019, which provides a guide for recruitment committee members on how to carry out this process to ensure better transparency. To implement these assumptions, members of the recruitment committee are recommended to apply the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. These guidelines recommend that an appropriate gender balance should be taken into account during the selection of members of recruitment committees. The guidelines on the gender-balanced recruitment commissions are planned.
- The CUT’s Code of Ethics clearly defines values which employees should espouse, for example, lack of any form of discrimination, including on the grounds of gender, age, ethnic, national or social origin, religion or belief, sexual orientation, language, disability, political opinion, social or economic condition.
- Creation of a new position of the Academic Ombudsperson to represent the interests of researchers in conflict situations and to help resolve them.
- Encouraging researchers who experience a career break due to parental or maternity leave, long illness, or change in employment profile to return to work in the research sector through the activity of The Regional Contact Point for European Research Programme (organizing numerous training sessions aimed at promoting grants which help researchers resume their scientific career, along with the annual “Women in science and business” conference where women researchers who successfully reconcile family and professional life). These interesting success stories have inspired participants to become more active and develop their research careers.
- Cyclical meetings "Krakow University of Technology is a Woman" promoting the principles of gender equality and providing a forum for discussion for female scientists at the university.
Response to a request for public information dated 31.08.2021