Gender Equality Institutionalisation in Higher Education Institutions and Research Performing Institutions

GENDER EQUALITY BODIES

Steering Committee and Working Group
Responsibilities:
- Implementing the declaration of endorsement of the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.

Gender equality coordinator
Responsibility:
- Supervising and fulfilling the aims of a project concerning gender equality financed by the Czech Ministry.

GENDER EQUALITY MEASURES

Work-life balance
Flexible working arrangements:
- Available for academic teachers: flexible hours according to individual arrangements; 
- Part-time positions are offered.

Childcare support:
- Breastfeeding rooms and changing tables;
- Fee-based kindergarten for employees and students’ children;
- Childcare rooms at each building of each campus;
- Family toilets.

Mobbing, sexual harassment
Democratically elected Trusted Confidants.

HR EXCELLENCE IN RESEARCH

Phase
Implementation

Utilization of HR Excellence in Research to enhance gender equality
Monitoring of internal regulations; work in progress on new strategies for the University for the next 5 years.

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

Academic Ombudsperson
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.

Career progression
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.

Awareness-raising
- 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

Phase
Implementation

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.

Sources: https://www.pk.edu.pl/images/forArticles/HR_Strategy_for_Researchers_internal_review.pdf
              Response to a request for public information dated 31.08.2021

GENDER EQUALITY BODIES

Rector’s Proxy for Equal Treatment
Responsibilities:
- Monitoring, analysing, consulting, and providing advice with regard to equal treatment issues.
Source: https://pg.edu.pl/pelnomocnicy-rektora

Spokesperson for Academic Rights and Values
Responsibilities:
- Carrying out mediation and solving conflicts between members of the academic community
- Upholding the public image of the University
Legal basis: Statute of Gdańsk University of Technology (Resolution of the Senate of Gdańsk University of Technology No. 291/2019/XXIV of 29 April 2019) §51-§54
Source: https://pg.edu.pl/documents/10607/32ca688a-e038-4fe3-a220-13ac16da4722, § 51-54 

GENDER EQUALITY MEASURES

Gender Equality Plan
On June 21, 2021, a Team was appointed to develop the Gender Equality Plan. It is going to meet certain criteria defined by the European Commission.
Source: Response to a request for public information dated 2.09.2021

Work-Life balance
Flexible working arrangements, childcare support:
The goal is to promote solutions supporting young mothers in science by a representative of the Gdańsk University of Technology. 
Council of Young Scientists as an advisory team of the Minister of Science and Higher Education.
Renovations are underway to open a preschool for children of employees, postdocs and students.
Before the pandemic, the university organized camps for children of polytechnic employees.
Source: https://pg.edu.pl/documents/10820/3e9cb226-83db-4b03-a4ec-cb029adc0bab
            Response to a request for public information dated 2.09.2021

Decisionmaking and leadership
Of the 8 departments, 4 are led by female deans
Source: Response to a request for public information dated 2.09.2021

Career progression
Anti-discrimination and equal opportunity policies:
- Prevention of discrimination in employment, including gender discrimination, as an obligation of the employer;
- Mobbing and discrimination as an egregious breach of the basic duties of an employee which may cause immediate termination of employment.
Legal basis: GUT Rector’s Decree No. 9/2015 of 17 March 2015 on adopting work regulations at the Gdańsk University of Technology 
Source: https://pg.edu.pl/documents/21200603/ba3191a5-8e6d-4c4a-8194-0c47ce1005de

Mobbing, Sexual harassment
Internal anti-mobbing procedure.
Legal basis: GUT Rector’s Decree No. 23/2015 of 11 September 2015 regulating the internal anti-mobbing procedure.

Awareness-raising
Participation in the “Dziewczyny na Politechniki” campaign
Organisation of an open seminar at the Women of Success day
Organizing the Women in Tech Summit 2018
Organisation of workshops for women - professional development.
Source: https://pg.edu.pl/documents/10820/3e9cb226-83db-4b03-a4ec-cb029adc0bab

HR EXCELLENCE IN RESEARCH

Phase
Renewal phase

Utilization of HR Excellence in Research to enhance gender equality
Activities promoting women at every career level are mentioned in the HR strategy of the GUT.
Legal basis: Decree of the Rector of Gdańsk University of Technology No. 29/2019 of 28 August 2019 on introducing the GUT HR4R Strategy for the period 2019–2022
Source: https://pg.edu.pl/documents/10820/47149545/ZR%208-2017.pdf

GENDER EQUALITY BODIES

Rector’s Proxy for Student Safety and Security
Responsibilities:
- Undertaking actions aimed at combating violence and discrimination against students and employees of JU; 
- Promoting information and knowledge about discrimination and prevention thereof, in the form of printed and online materials concerning discrimination;
- Co-organizing conferences and events aimed at anti-discrimination education.
Legal basis: Ordinance no. 37 of 31 March 2011 on appointing the Rector’s Proxy for Student Safety and Security and on determining the scope of the Proxy’s activity (valid until 31 August 2016); after August 2016 –superseded by Ordinance no.79 of 13 September 2016 on appointing the Rector’s Proxy for Student Safety and Security and on determining the scope of the Proxy’s activity for the years 2016-2020.
Source: https://safe-student.uj.edu.pl/en_GB/start

Department for Security, Safety and Equal Treatment – Safe UJ
The department was established on 1 January 2020. 
Tasks: 
- Diagnosing the level of safety and equal treatment; 
- Taking preventive steps aimed at: 
· conducting educational, information, and promotional activities to ensure personal safety and equal treatment of members of the JU community, 
· promoting safe conduct and methods of avoiding risks or coping with them, 
· issuing opinions regarding the safety of events applied for at the JU and activities organized by the JU; 
- Coordinating national and international cooperation in the scope of safety and equal treatment;
- Cooperation with the organizational units of the JU in the scope of developing procedures and guidelines on how to proceed concerning: 
· the risk of (petty) offences being committed on JU premises, including issuing of opinions on procedures and guidelines developed by other organizational units of the JU, 
· reacting to incidents construed as cases of discrimination against members of the JU community, 
· implementing the principle of equal treatment in projects financed from external sources, 
· carrying out practical checks of the organization and implementation of a mandatory evacuation of the Jagiellonian University facilities; 
- Taking steps in connection with members of the JU community reporting violations of personal safety and principles of equal treatment; supporting victims – above all by providing information about obtaining access to specialized help quickly and effectively. 
Legal basis: Ordinance no. 114 of 31 December 2019; https://bezpieczny-student.uj.edu.pl/dzial

Dean’s Proxy for Gender Equality at the Faculty of Physics, Astronomy and Applied Computer Science
The proxy’s task is to ensure that the faculty and its units (institutes) implement the action programme for equal opportunities and support institutional solutions aiming at the implementation of this principle. The proxy cooperates with the GENERA Network (of which JU is a member since August 2018).

GENDER EQUALITY MEASURES

Gender Equality Plan
GEP was implemented at the Department of Physics, Astronomy, and Applied Computer Science of JU (departmental level). 

Work-Life balance
Flexible working arrangements: 
-Flexible working arrangements for academic staff (Staff Regulations, §12). 

Social support:
- Social benefits for employees and members of their families: co-funding of winter and summer holidays for employees and their children, social allowance to partly cover fees at childcare facilities (see: http://www.ds.uj.edu.pl/swiadczenia) and social allowance offered for child delivery (see: http://www.ds.uj.edu.pl/swiadczenia/zapomogi).

Childcare support: 
- Fee-based University Kindergarten (see: http://www.przedszkolejci.pl/) and nursery (see: http://zaczus.pl/); 
- Buildings and spaces adapted to the needs of parents – elevators, ramps for baby strollers, breastfeeding rooms, changing places for infants and small children, playgrounds for children, along with information on where to find them: https://studiuje.uj.edu.pl/student-rodzic).

Career progression
Anti-discrimination and equal opportunity policies: equal pay for equal work (Labour Code, Art. 183c. § 1).
Flexible career trajectory scheme: mentoring programmes during BA, MA, and Ph.D. studies as well as an individual educational path for students who hold parental responsibilities (see: https://studiuje.uj.edu.pl/student-rodzic/tok-studiow).

Integration of gender into research and teaching and Gender Studies / Programme
 Gender courses are offered at different departments.

Mobbing, Sexual harassment
“Anti-mobbing Procedure” was implemented in 2014. The anti-discrimination policy is being prepared by the Department for Security, Safety, and Equal Treatment - Safe JU. Cases of sexual harassment are addressed on the grounds of the Act on Higher Education and Science from 2018 (disciplinary spokesperson/ prosecutor and disciplinary panel).

Awareness-raising
The annual campaign “16 days against gender-based violence” and events/seminars concerning discrimination and violence were organized by the office of Rector’s Proxy for Student Safety and Security.
Training courses:
- Training on anti-discrimination for academic teachers (voluntary) and Ph.D. students (voluntary); 
- Training for managers (heads of departments) from the Faculty of Physics, Astronomy and Applied Computer Science organized in 2019;                
- Moodle (online) modules as part of mandatory Health and Safety courses for students, Ph.D. students, and staff available in Polish and English. Modules are also available at: https://bezpieczny-student.uj.edu.pl/bhk (public access - for students and Ph.D. students) and https://bezpieczny-student.uj.edu.pl/bhp (only for JU staff).
Informational materials:
At the Department of Physics, Astronomy and Applied Computer Science, and at the Institute of Sociology – efforts aimed at gender balance in promotional events are being undertaken.

HR EXCELLENCE IN RESEARCH

Phase
Implementation

Utilization of HR Excellence in Research to enhance gender equality
- Adopting a new set of Employment Regulations which includes Paragraph 6: “The employer’s duties include, in particular, preventing discrimination in employment, in particular on the grounds of sex (…)” (16 September 2019
Source: https://bip.uj.edu.pl/documents/1384597/143315552/zarz_67_2019.pdf/64fb9...);
- Identification of gender equality issues (e.g. gender balance and discrimination) in a JU internal survey described in “The Human Resources Strategy for Researchers at the Jagiellonian Univesity”.
Source: https://en.uj.edu.pl/en_GB/staff/hrexcellence

GENDER EQUALITY MEASURES

Career progression (recruitment, promotion, flexible career trajectory scheme)
Anti-discrimination and equal opportunity policies:
1. Principle of non-discrimination on any grounds as the basis of the employment policy and recruitment (Source: Senate Resolution No. 23 –2007/2008 of 6 December 2007 on Equality)
2. Prevention of discrimination (Staff Regulations, §3.1.5
3. Equal treatment in employment (Staff Regulations, §3.3)

Integration of gender into research and teaching + Gender Studies / Program
1. Kozminski University takes part in a Horizon 2020 project (2014-2020), which calls for the integration of gender into research
2. Gender Studies: Women’s leadership postgraduate study program

Mobbing, Sexual Harassment
Anti-mobbing policy: prevention of mobbing (Staff Regulations, §3.5)

HR EXCELLENCE IN RESEARCH

Phase
Implementation

Utilization of HR Excellence in Research to enhance gender equality
Increasing the proportion of women’s participation in recruitment committees by 15 percentage points.
Achieving an increase in the number of professor’s posts held by women.

GENDER EQUALITY BODIES

Equal Opportunity Panel of the Masaryk University
Responsibilities:
- Carrying out investigations in cases of suspected violation of equal opportunity principles;
- Formulating recommendations for the Rector concerning specific cases under investigation.

GENDER EQUALITY MEASURES

Gender Equality Plan
GEP II (2020-2023) was implemented as part of the HR Award Activity Plan. GEP I (2015-2019) successfully concluded as a part of the LIBRA project (H2020).

Work-Life balance
WLB Policy is in place: http://libra.ceitec.cz/work-life-balance-policy/.
Flexible working arrangements: 
- Flexible working hours;
- Work@Home (home office): unregulated for academic employees / non-academic employees: requires written agreement with workplace supervisor;
- Part-time positions are offered;
- Adaptation of meeting hours: core meetings are preferably organized during “core hours” (9 am - 3 pm);
- Individual personal return plan (upon agreement with workplace supervisor): all workplace supervisors and employees are strongly recommended to agree upon an individual personal return plan following maternity/parental leave (a template of such a plan can be found in the Grants, Research and Parenthood brochure);
- Grant support for researchers returning from maternity/parental leave: the Grant Agency of MU (GAMU) offers the “GAMU G” grant scheme – Interdisciplinary Projects up to 5 million CZK for 3 years, initiated annually in autumn: https://gamu.muni.cz/en/pro-vedce/g-mezioborove-vyzkumne-projekty. An extra 500 thousand CZK may be requested if at least one member of the research team is on or returning from maternity or paternity leave and will be involved on the level of at least 0.5 FTE throughout the project’s duration;
- Consultancy services by HR Department: areas related to maternity and parental leave and related allowances, work-life balance tools, etc.;
- WLB Module (www.libra.ceitec.cz): offering self-development tools focused on the development of competencies in professional and personal life;

Childcare support: 
- Events for family members (Children’s Day, St. Nicolas’ Day);
- Nappy changing tables at CEITEC MU buildings but no special premises for breastfeeding/lactation; however, all breastfeeding women are entitled to use meeting rooms in buildings A35 and A26 for this purpose if these are not currently booked and in use;
- Children@Work: if there are no serious operational constraints, employees can bring their children to work for a limited time. However, it is expected that the parent will ensure proper behaviour of his/her child/children and that their presence will not disturb other employees in their work.
- Babysitting during selected events: the relevancy and feasibility of organizing babysitting services are considered in the event setup phase, in a standard course.
Social support:
- Joint events to get to know each other better (Christmas Party, Ski Trip, etc.);
- Shower rooms at CEITEC MU buildings;
- Regular sports courses for MU employees and students (https://is.muni.cz/obchod/fakulta/fsps/zamestnanci/?lang=en);
- Keep-in-touch policy (upon agreement with the workplace supervisor);
- Access to the intranet, internal newsletters, invitations to institute (or team) events, etc.;

Decision-making and leadership
Representation of women in decision-making and advisory bodies of the Institute is monitored. When nominations for such positions are collected, the gender aspect is considered.

Career progression
A career system is in place. It prevents the inheritance of research groups and incorporates measures against inbreeding. The norm regulates the principles and prerequisites of career advancement, career development, and career change for employees working at CEITEC MU. Source: https://www.ceitec.eu/ceitec-mu-adopted-new-career-system/t10069

Integration of gender into research and teaching and Gender Studies / Programme
Within the LIBRA project, an online tool on SGD has been developed.
Source: https://www.eu-libra.eu/work-packages/integrate-sex-gender-dimension-res....

Mobbing, Sexual harassment
Policy on sexual harassment.
Source: https://www.muni.cz/en/about-us/official-notice-board/sexual-harassment

Awareness-raising
Gender-sensitive communication:
- Gender equality is regularly communicated via internal communication channels, such as internal newsletters, internal events, etc.;
- PR strategy implements the principles of gender-sensitive communication.

HR EXCELLENCE IN RESEARCH

Phase
Implementation

Utilization of HR Excellence in Research to enhance gender equality
The Gender Equality Plan is an integral part of the HR Award Action Plan. The first GEP (GEP I) was implemented as part of the LIBRA project (H2020) in 2015-2019. The second GEP (GEP II) for the 2020-2023 period was formulated as part of the HR Award implementation. GEP II further develops activities launched in GEP I.

GENDER EQUALITY BODIES

Anti-mobbing committee
Responsibilities:
- Identifying instances of mobbing/sexual harassment
- Formulating proposals concerning prevention and mitigation of the results of mobbing/sexual harassment, and conflict solving (after collecting all required data)
- In cases of reported mobbing, conducting an investigation to devise ways to solve the conflict
Legal basis: Annex no. 1 to Rector’s ordinance no. 101/2008 in 23.10.2008 – Procedure for preventing mobbing, discrimination, and sexual harassment at the Medical University of Warsaw
Source: https://www.wum.edu.pl/uczelnia/wladze/wladze-rektorskie/komisje-rektorskie

Trusted Confidant
Responsibilities:
- Taking actions to prevent, investigate and counteract mobbing, discrimination, and sexual harassment at the Medical University of Warsaw (informing, training, receiving reports, and investigating reported cases)
Legal basis: Annex no. 1 to Rector’s ordinance no. 101/2008 in 23.10.2008 – Procedure for preventing mobbing, discrimination, and sexual harassment at the Medical University of Warsaw
Source: https://praca.wum.edu.pl/content/przeciwdzialanie-mobbingowi-dyskryminac...

GENDER EQUALITY MEASURES

Work-Life balance
Flexible working arrangements:
- Flexible career trajectory scheme: researchers and teachers work in a “task-time” regime;
- It is possible to work part-time.
Source: https://www.wum.edu.pl/files/banery/2017.03.17_medical_university_of_war...

Childcare support:
- Funding for nurseries and kindergartens.
- Funding for recreation and leisure for families.
Source: https://www.wum.edu.pl/files/banery/2017.03.17_medical_university_of_war...

Decision-making and leadership
Promoting equal representation in decision-making: gender balance of the Staff presented in the Policy of employees’ recruitment at the Medical University of Warsaw as a goal to being achieved through gender-balanced recruitment commissions.
Legal basis: Appendix to the Rector's ordinance no. 59/2018
Source: https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_59...

Career progression
 Following the national labor law, the Staff Rules of MUW include regulations concerning the employer’s commitment to equal treatment in employment, prevention of mobbing and discrimination in employment, and providing information to employees about these regulations. Discrimination or mobbing are treated as an egregious breach of the basic duties of an employee. Moreover, an appendix to this document contains provisions derived from national labour law regarding equal treatment in employment.
Legal basis: Appendix to the Rector's ordinance no. 107/2019 of 5 September 2019. Staff Rules
Source: https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_10...

Mobbing, Sexual harassment
Internal procedure for preventing mobbing, discrimination, and sexual harassment at the Medical University of Warsaw and appointment of Trusted Confidants and the Anti-mobbing Committee. 
Legal basis: Annex no. 1 to Rector’s ordinance no. 101/2008 on 23 October 2008 – Procedure for prevention of mobbing, discrimination, and sexual harassment at the Medical University of Warsaw
Source: http://www.wum.edu.pl/files/dokumenty/zarzadzenia-rektora/2008/zarzadzen...
As mandated by the national labour law, the Staff Rules of MUW include provisions regulating the employer’s commitment to the prevention of mobbing and discrimination in employment and providing information to employees about these regulations. Discrimination or mobbing are treated as an egregious breach of the basic duties of an employee. 
Annex no. 2 to the Staff Rules of MUW concerns the prevention of mobbing, as required by national law;
Legal basis: Appendix to the Rector's ordinance no. 107/2019 of 5 September 2019. Staff Rules;
Sources: https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_10...
https://www.wum.edu.pl/files/dokumenty/regulaminy/zarzadzenie_rektora_10...
As part of the anti-mobbing policy, obligatory training of all employees in the field of mobbing and sexual harassment, along with prevention thereof; regular lectures (held at least once a year) or anti-mobbing policies for employees; developing informational materials on mobbing and sexual harassment, and making them available to employees.

HR EXCELLENCE IN RESEARCH
Phase
Implementation

GENDER EQUALITY BODIES

Rector’s Plenipotentiary for Equal Treatment
Responsibilities: 
- Initiating, promoting, and conducting activities for equal treatment, addressing the entire University community;
- Supporting the student community, management, and administration of the University in implementing anti-discrimination procedures, and responding to cases of discrimination;
- Expressing opinions in disciplinary proceedings regarding violations in the area of equal treatment at the request of the Rector or Disciplinary Officer;
- Providing opinions on the University’s strategic documents for equal treatment and counteracting discriminatory practices;
- Representing the University at conferences, seminars, and other events devoted to equal treatment and anti-discrimination;
- Cooperation with national and international organizations working for equal treatment, monitoring, and evaluation of anti-discrimination activities conducted at the University. 
Source: https://bip.up.krakow.pl/zarzadzenie-nr-r-z-0201-13-2020/

Rector's Commission for Equal Treatment
Responsibilities:
- Reviewing complaints;
- Expressing opinions in disciplinary proceedings regarding violations in the area of equal treatment, at the request of the Rector or Disciplinary Officer;
- Educational activities for equality and social justice;
- Educational activities for the benefit of persons and groups exposed to or experiencing discrimination;
- Proposing documents promoting equality and diversity;
- Providing opinions on existing procedures and practices at the University;
- Supporting the academic community in implementing anti-discrimination procedures.
Source: https://www.up.krakow.pl/student/pelnomocnik-rektora-ds-rownego-traktowania

GENDER EQUALITY BODIES

Rector’s Proxy for prevention of discrimination practices
Source: https://www.ump.edu.pl/uniwersytet/pelnomocnicy-rektora

Conciliation Committee
Responsibilities:
- Conducting an explanatory procedure about a mobbing case at Poznań University of Medical Sciences;
- Providing information and documents necessary to implement disciplinary measures to the employer.
Source: Annex no. 1 to Rector’s ordinance no. 10/16 (16.02.2016)

GENDER EQUALITY BODIES

Regional Development Institute, Gender Studies Research Group (former Gender Studies and Research Centre)
Responsibilities:
- Gender equality implementation at Šiauliai University;
- Development of interdisciplinary research on gender for the achievement of gender equality and for the assertion of non-discrimination by applying social innovation and developing the welfare society.
Source: www.lsc.su.lt

Institutional workgroup addressing sexual harassment and discrimination on the grounds of gender
Sexual harassment and the anti-discrimination group established, Plan developed.

GENDER EQUALITY MEASURES

Work-Life Balance 
Childcare support:
- Childcare Centre at the premises of the University (2-3 hours).

Decision-making and leadership
Promoting equal representation in decision-making: “Siauliai University Council Election Tactics and Strategy to enable women representation” (selected by EIGE as an example of good practices).

Career progression
Equal pay measure: comparison of salaries carried out in 2014.

Integration of gender into research and teaching and Gender Studies / Programme
Gender Studies and Mainstreaming Gender Equality for Change of the University.

Mobbing, Sexual Harassment
Training for University students and staff under the “IT STOPS NOW!” campaign.

Awareness-raising 
Training courses: Training for staff, administration and students.

HR EXCELLENCE IN RESEARCH

Phase
Award renewal

Utilization of HR Excellence in Research to enhance gender equality
- Establishing and renewing annual awards for chief researchers (principal investigators), senior researchers and junior researchers for research-related achievements;
- An annual award is presented to the institute or department which implements gender equality;
- Developing regulations concerning the award for the best approach to gender equality under the supervision of the Gender Study Centre, HR department and Rector.

GENDER EQUALITY BODIES

Rector’s Proxy for the Prevention of Mobbing and Discrimination
Responsibilities:
- Enforcing the policy for the prevention of mobbing and discrimination at the University of Gdańsk;
- Carrying out mediation in cases of suspected mobbing or discrimination, with the aim of preventing similar cases in the future;
- Submitting a formal request to the Rector to appoint a Commission if mediation has failed or if there is a likelihood that mobbing or discrimination may have occurred.
Legal basis: Annex to Rector’s ordinance no. 104/R/17

Explanatory Commission
The commission is appointed on an ad hoc basis by the Rector for each identified case of discrimination or mobbing.
Responsibilities:
- Policy for prevention of mobbing and discrimination at the University of Gdańsk;
- Examining complaints of mobbing or discrimination, in particular by conducting inquiries with each side of the conflict; receiving witnesses testimony; thorough examination and explanation of the circumstances of each case; evidence analysis.
Legal basis: Annex to Rector’s ordinance no. 104/R/17.

Commission for Social Responsibility of the University of Gdansk
The Commission's tasks include:
- social engagement of science and scientists,
- education of the society and gender equality (equality of women and men in scientific careers and gender equality in the context of scientific research undertaken).​​​​​​Source: https://bip.ug.edu.pl/akty_normatywne/103221/zarzadzenie_nr_58r21_rektor...

Council for the Implementation of the Plan for Equal Treatment of Women and Men
Source: Order No. 118/R/21 of the Rector of the University of Gdańsk dated 17 August 2021 on the establishment of the Gender Equality Plan Implementing Board / GEP Implementing Board (GEPIB) at the University of Gdańsk

GENDER EQUALITY MEASURES

Work-Life Balance
Flexible working arrangements:
- Flexible hours according to individual arrangements.

Childcare support: 
- University kindergarten.
Source: https://ug.edu.pl/przedszkole

Career progression
Anti-discrimination and equal opportunity policies:
- Equal treatment in employment (Staff Regulations, §6);
- Prevention of every form of discrimination, harassment and sexual harassment (Staff Regulations, §6);
- Obligation of the employer to provide written information about equal treatment in employment (Staff Regulations, §6);
- Broad definition and meaning of equal treatment in employment (Staff Regulations, §37);
- Broad definition and meaning of discrimination in employment (Staff Regulations, § 38);
- Broad definition and meaning of mobbing in employment (Staff Regulations, § 39).
Source: Rector’s resolution no. 98/R/17 for implementation of changes in the Staff Rules at the University of Gdańsk – 2 October 2017 https://bip.ug.edu.pl/sites/default/files/_nodes/akty_normatywne/84319/f...

Integration of gender into research and teaching and Gender Studies / Programme
Gender courses for students, PhD students and researchers at the Intercollegiate Faculty of Biotechnology (IFB) of the University of Gdańsk and Medical University.

Mobbing, Sexual Harassment
Anti-mobbing policy and anti-harassment policy: the principle of mutual respect and kindness (ban on mobbing and harassment) (Rector’s Ordinance no. 63/R/09 for appointment Code of Ethics employees of University of Gdańsk, 17.12.2009, §5).
Anti-harassment policy: broad definition and meaning of sexual harassment in employment (Staff Regulations, § 39a).
Source: Rector’s resolution no. 98/R/17 for implementation of changes in the Staff Rules at the University of Gdańsk – 2 October 2017 https://bip.ug.edu.pl/sites/default/files/_nodes/akty_normatywne/84319/f...
Anty-mobbing and non-discrimination policy; appointment of the Rector’s Proxy for prevention of mobbing and discrimination (Rector’s Ordinance no. 104/R/17 concerning the mobbing and discrimination prevention policy at the University of Gdańsk, 24 October 2017.
Source: https://bip.ug.edu.pl/akty_normatywne/84327/zarzadzenie_nr_104r17_rektor...

Awareness-raising 
Annual Conference – Woman in Culture. Conferences as outcomes of international projects related to gender.

HR EXCELLENCE IN RESEARCH

Phase
Award renewal.

Utilization of HR Excellence in Research to enhance gender equality
- Training on diversity and gender balance.
- Issuing a recommendation to include a statement in the human resources policy regarding participation of women in decision-making bodies;
- Monitoring of HR Excellence requirements related to research.

GENDER EQUALITY BODIES

Academic Ombudsman
Responsibilities:
- Promoting high ethical standards and innovative methods of conflict resolution in the academic environment;
- Providing assistance in the resolution of conflicts and reducing their negative effects (the ordinance also mentions presenting information about juridical rules of the University, promoting mediation and alternative methods of conflict solving (by e.g. workshops or conferences);
- Supporting individuals and organizational units in resolving problems arising in connection with the operation of the University;
- Gathering and disseminating information regarding University regulations and general rules of operation;
- Identifying sources of problems that hinder the proper functioning of the University;
- Briefing and advising the Rector with regard to necessary changes aimed at improving the operation of the University.
The Academic Ombudsman deals with problems of interpersonal relations and conflicts, employee concerns (including mobbing and discrimination), student concerns (e.g. mistreatment), violations of academic regulations or rules (e.g. sexual harassment, discriminatory treatment), abuse of academic honesty.
Source: http://ombudsman.uw.edu.pl/

Rector’s Committee for Preventing Discrimination
Responsibilities:
- Prevention of discrimination on any legally protected grounds and respecting the principle of equal treatment on the premises of the University;
- Monitoring of the situation regarding equal treatment, especially with regard to gender, age, race, religion, disability or sexual orientation;
- Preparation of proposals and requests for the Rector concerning issues related to discrimination or unequal treatment;
- Providing informed help or advice for people experiencing discrimination or unequal treatment on any grounds at the University;
- Initiating investigations and requesting disciplinary action against people committing discrimination;
- Organizing anti-discrimination awareness campaigns.
Source: http://en.rownowazni.uw.edu.pl/rectors-committee-for-preventing-discrimi...

Equal opportunity chief specialist
Responsibilities:
- Engaging in anti-discrimination, equal treatment and diversity policies at the University;
- Undertaking actions to fully respect and implement the principle of equal treatment;
- Preventing discrimination on any grounds;
- Promotion and dissemination of equal treatment issues, anti-discrimination standards and implementation of equality solutions.
Source: http://en.rownowazni.uw.edu.pl/equal-opportunity-chief-specialist-at-uw/

Specialist in equality education classes
Competencies:
- Organising training and courses on equality and human rights for UW students;
- Cooperation with the training department of the Employee Services Office;
- Collaborating with companies that provide services to the University.
Source: Response to a request for public information dated 31.08.2021

Equality Proxies in organizational units
Competences:
Each organizational unit (department or institute) may appoint a proxy for equality, who is the first contact and consultation point for dissemination of good practices, taking care of equal atmosphere in the unit, counteracting discrimination, sexual harassment, mobbing, hate speech. 
On 20.08.2021, 9 Plenipotentiaries have been appointed in 7 departments.
Source: http://rownowazni.uw.edu.pl/pelnomocnicy-i-pelnomocniczki-na-wydzialach/
            Response to a request for public information dated 31.08.2021

Anti-Mobbing Committee and Anti-Mobbing Coordinator
Competencies:
- Conducting investigations and issuing opinions on allegations of anti-bullying and its consequences;
- Collecting data on mobbing and good practices related to counteracting mobbing;
- Undertake anti mobbing initiatives, including dissemination of knowledge.
Source: Response to a request for public information dated 31.08.2021

GENDER EQUALITY MEASURES

Gender Equality Plan 
"Gender equality plan for the University of Warsaw and equality action plan for 2020-2023".
The Gender Equality Plan for the University of Warsaw presents a diagnosis based on the conducted survey "Equality at the University of Warsaw", an element of which was the collection of found data on e.g. gender balance in the authorities.
Sources: https://monitor.uw.edu.pl/Lists/Uchway/Attachments/5574/M.2020.371.Zarz....
              http://rownowazni.uw.edu.pl/uw-i-plec-w-liczbach/

Work-Life Balance
Flexible working arrangements:
- Flexibility in designing teaching and research schedule for academic staff as a work-life balance measure;
Possible reduction of mandatory teaching load in situations listed in the Law on Higher Education and in the UW Statute.

Childcare support:
- University nursery (Uniwersyteckie Maluchy) for children of employees and PhD students at the University
Source: http://zlobek.uw.edu.pl;
- Kindergarten Smyki ze Smyczkowej for children of workers of University of Warsaw.
Source: http://smykizesmyczkowej.pl
- Kindergarten on the UW Ochota campus and child care facilities on the UW Downtown campus
Source: https://inicjatywadoskonalosci.uw.edu.pl/dzialania/lista/

Career progression
Anti-discrimination and equal opportunity policies:
- Counteracting discrimination in employment, in particular on the grounds of sex, developing and implementing anti-mobbing and anti-discrimination procedures (Staff Regulations, § 6);
- Providing information on anti-discrimination regulations required by the national law on equal treatment of women and men and the Labour Code (Staff Regulations, Annex 2);
- Discrimination of co-workers shall be regarded as dereliction of duty (Staff Regulations, §24.1.10).
- Mentoring program for young female scientists - a two-year program based on the recruitment of female scientists, in which they will be supervised by selected mentors, they will receive support in planning their scientific careers - start planned for autumn 2021;
- Networking program for female PhD students in the form of cyclical meetings - to be launched in autumn 2021.
Source: Response to a request for public information dated 31.08.2021

Integration of gender into research and teaching and Gender Studies / Programme
Institute of Applied Social Sciences, University of Warsaw - a possibility to choose the gender path for second degree students in the field of cultural anthropology and sociology
Center for Research on Women and Gender - established at the WSNSiR UW
http://cbpk.uw.edu.pl/o-centrum

Mobbing, Sexual Harassment
- Implementing anti-mobbing and anti-discrimination procedures (Staff Regulations, § 6).
- Anti-discrimination Procedure at UW; It defines the rules against discrimination, including sexual harassment as well as the procedure to be followed in case of discrimination at the University
Source: https://monitor.uw.edu.pl/Lists/Uchway/Attachments/5588/M.2020.384.Zarz....
- University of Warsaw Handbook on Combating Sexual Harassment at the University
This handbook contains rules and procedures in force at the University of Warsaw, as well as recommendations and guidelines for preventing and responding to cases of sexual harassment.
Source: http://rownowazni.uw.edu.pl/wp-content/uploads/2021/06/FINA%C5%81_inform...
- Optional training for disciplinary spokespersons and members of disciplinary committees
Title of the training: How to deal with people who have experienced sexual violence
- Training for representatives of student councils on anti-discrimination and sexual harassment
Source: Response to a request for public information dated 31.08.2021

Awareness-raising 
- Website: weareallequal.uw.edu.pl – an equality university website that provides information on discrimination (e.g. definition, types, procedures, how to get help/support), equality and anti-discrimination research carried out at the University, as well as information about current events dedicated to equality and diversity.
Equality training and workshops for researchers, academic and administrative staff.
- Workshops fostering equality mindset in academic teaching at the University of Warsaw
They are organised by the Training Department and offered to those working in teaching.
- Workshops supporting equality among male and female employees of the Warsaw University.
They are organised by the training department, offered to persons working in administration and service.
- Workshops on equality, anti-discrimination and mobbing for managers
- Workshops developing equality mindset among UW students in the curriculum of all-university classes
- Course Understanding Equality, an e-learning course on the equal treatment and anti-discrimination, dedicated to all students and employees of the University
- Information materials for the first-year students and information meetings
Source: Response to a request for public information dated 31.08.2021
- Recommendations for non-discriminatory language at UW
The recommendations were written by university linguists at the request of the Chancellor's Committee on Non-Discrimination.
Source: http://rownowazni.uw.edu.pl/wp-content/uploads/2021/02/rekomendacje-1.pdf

HR EXCELLENCE IN RESEARCH

Phase
Implementation/award renewal

Utilization of HR Excellence in Research to enhance gender equality
- Analysis of gender gaps at the University of Warsaw: a collection of statistical data, questionnaire interviews, in-depth interviews;
- Development of Gender Equality Plans (by September 2019)
- Organizing two types of training on gender mainstreaming for faculty managers, administrative staff and students: training workshops for people involved in the prevention of discrimination and harassment at UW, and other people interested in the subject; mandatory onboarding for new employees (same as H&S) concerning discrimination and harassment and ways to counteract them/reporting them to the authorities at the University of Warsaw, along with the applicable laws; 
- Preparing two types of publications on gender mainstreaming (updated annually) for employees and students: a guide for staff and students on discrimination and harassment; Collection of good practices in the field of equality and diversity published on the UW website and also available in printed form.
- Appointment of the Equal Treatment and Non-Discrimination Coordinator responsible for planned research, creation of Gender Equality Plans, education and monitoring of gender issues.

GENDER EQUALITY BODIES

Gender Equality Officer for CHANGE Implementation
Responsibilities: drafting and regularly updating the GEP, and implementing it at the university level within the H2020 project CHANGE.

GENDER EQUALITY MEASURES

Gender Equality Plan 
In the process of implementation.

Work-Life Balance 
Flexible working arrangements: 
- Flexible working time;
- Part-time work (including the legally mandated support for part-time work for parents with children up to 15 years of age and for people with caring duties);
- Possibility of accommodating teaching duties for parents with small children.

Childcare support:
Agreement with the mayor of Žilina on accepting the children of UNIZA employees who reside outside the city at the city’s kindergartens; further social benefits for UNIZA employees and their family members.

Career progression 
Anti-discrimination: the rejection of any form of discrimination (direct, indirect) – Code of Ethics of UNIZA; compliance with national law, including the Higher Education Act and the Anti-Discrimination Act.

Mobbing, Sexual Harassment 
Support for submitting complaints in accordance with internal guidelines.

Awareness-raising
Numerous activities, e.g. training courses (training on GE and gender-sensitive language for HR staff; training for management; training for additional interested parties); publishing articles in the UNIZA magazine in order to inform about GE; various types of events – photo exhibition (Women at the University); panel discussions; presentation of successful female scientists, Facebook competition (My Top Female Scientist), etc.

HR EXCELLENCE IN RESEARCH

Phase
Application

Utilization of HR Excellence in Research to enhance gender equality
Support for gender equality principles.