Gender Equality Institutionalisation in Higher Education Institutions and Research Performing Institutions

The members of GEinCEE CoP have diagnosed and assessed the gender equality (GE) status quo in their institutions and broader – in selected HEIs and RPOs in Central and Eastern Europe. The analysis was conducted between April 2019 and May 2020 and aimed at identyfying existing legislations, measures and bodies regarding gender equality. It also provided information about the utilisation of HR Excellence in Research to enhance gender equality. 
The maps shown below display the HEIs and RPOs in the region which were chosen for the assessment of GE status quo. The detailed information about each measure and body is presented in the tables beneath each map. 
 
The online maps of GE bodies and legislation in CEE universities and research centres will be updated in February 2021. If you are interested in contributing to the online maps by providing information about your institutions, please contact us at actongender@uj.edu.pl.

GENDER EQUALITY MEASURES

Work-life balance

Flexible working arrangements: 
1. Part-time work;
2. Remote work.

 

Mobbing, sexual harassment

Training on mobbing and sexual harassment: two lectures delivered by professionals for students and employees on sexual harassment, mobbing and discrimination.

GENDER EQUALITY BODIES

Rector’s Proxy for Equal Treatment

Responsibilities:

- Receiving reports of discriminatory practices identified at the Adam Mickiewicz University;

- Keeping records of identified cases (including the content of cases, subject to personal data protection guidelines);

- Presenting annual work reports to the University Senate;

- Promotional and educational campaigns to prevent discriminatory practices;

- Monitoring and evaluation of anti-discriminatory activities.

Legal basis: Ordinance no. 36/2016/2017 for the prevention of discriminatory practices.

 

 

Committee for the Prevention of Discrimination

Responsibilities:

- Carrying out investigations within one month of a case being referred, and supplying opinions to the Proxy.

Legal basis: Ordinance no. 36/2016/2017 for the prevention of discriminatory practices.

 

 

GENDER EQUALITY MEASURES

Gender Equality Plan

Under preparation - source: https://amu.edu.pl/__data/assets/pdf_file/0021/65136/OTM-R-UAM.pdf 

 

Work-Life Balance

Childcare support: 
- Kindergarten Parkowe Skrzaty located in Poznań, at the Science and Technology Park of AMU Foundation to provide childcare for employees of AMU. 

 

Career progression

Anti-discrimination and equal opportunity policies:
1. Prevention of discrimination in employment, also because of gender (Staff Regulations, § 3.1.4)
2. Equal treatment (Staff Regulations, § 3.1.5)
3. Equal treatment as regards the establishment and termination of employment relationships, conditions of employment, promotion and access to training to improve professional qualifications (Staff Regulations, § 7.1)
Source: https://amu.edu.pl/__data/assets/pdf_file/0037/88885/Regulamin-pracy.pdf...

 

Integration of gender into research and teaching and Gender Studies / Programme

Postgraduate Gender Studies

 

Mobbing, sexual harassment

Anti-mobbing policy: Providing equal treatment, protection against mobbing (Staff Regulations, § 3.1.5)
Source: https://amu.edu.pl/__data/assets/pdf_file/0037/88885/Regulamin-pracy.pdf

 

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

Appointment of a Rector’s Proxy for Equal Treatment and the Committee for Prevention of Discrimination.

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 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” by April 2021.

 

 

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.

- Introduction of a general equality plan, developed under the European H2020 project GEECCO “Gender Equality in Engineering through Communication and Commitment” by April 2021; 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. In order 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 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 spokesperson/mediator 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 career.

Source: https://www.pk.edu.pl/images/forArticles/HR_Strategy_for_Researchers_internal_review.pdf

 

GENDER EQUALITY BODIES

Gender Equality Committee

Responsibilities:

- Raising awareness of gender-based violence and discrimination;

- Developing and maintaining healthy relationships between students;

- Trafficking.

 

Rector and Senate

The University has not yet implemented any GE plan and the Rectors’ office and Senate do not have any specific responsibilities in this regard.

 

 

GENDER EQUALITY MEASURES

Work-Life Balance

Flexible working arrangements for academics: 
- Flexibility in designing teaching hours as a work-life balance measure;
- Working from home is also possible;
- Part-time positions are available;
- Possible adaptation of meeting hours.

 

Decisionmaking and leadership

Representation of women in decision-making and advisory bodies of the University is encouraged.

 

Career progression

Anti-discrimination and equal opportunity policies: The Rules and Regulations, in addition to statutory provisions and provisions mandated by the national law, clearly state that the employer is obligated to ensure equal treatment in employment regardless of gender, nationality and religion. 

 

Awareness-raising

Campaigns, seminars, workshops, activism seminars.

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

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.
Source: https://pg.edu.pl/documents/10820/3e9cb226-83db-4b03-a4ec-cb029adc0bab

 

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

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

Activities promoting women at every career level are mentioned in the HR strategy of 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 MEASURES

Work-Life balance

Flexible working arrangements: 
- Flexible hours according to individual arrangements;
- Home office;
- Part time work.

Childcare support:
- Visiting rooms (playrooms) for children.

 

Career progression

Anti-discrimination and equal opportunity policies: following the HR Award in Research policy of OTMR, including the employer’s commitment to equal treatment in employment (also regarding gender), prevention of mobbing and discrimination in employment and providing information to employees concerning regulations regarding equal treatment in employment.

 

Integration of gender into research and teaching and Gender Studies / Programme

Gender seminars and campaign planned for 2020/2021.

 

Mobbing, Sexual Harassment

Training on gender topics, including discrimination, mobbing and sexual harassment – planned for 2021/2022.

 

Awareness-raising

Website, internal and external PR: as part of the HR Award project – awareness (unconscious bias) campaign as well as campaign to promote the institute as a place which supports work-life balance.

Equality training and workshops for lead researchers and scientists.

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

Implementation of general rules regarding equality (OTMR) in order to improve the situation of minority groups (especially women) at all stages. Setting up the ethics committee.

 

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 with regard to:

· 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 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 in a quick and effective manner.  

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 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 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, rooms for breast-feeding, 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 PhD 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 offered at different departments.

 

Mobbing, Sexual harassment

“Anti-mobbing Procedure” implemented in 2014. 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

Annual campaign “16 days against gender-based violence” and events/seminars concerning discrimination and violence organized by the office of Rector’s Proxy for Student Safety and Security.

Training courses:
- Training on anti-discrimination for academic teachers (voluntary) and for PhD 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, PhD 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 PhD 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 an 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 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

Ethics Commission

Responsibilities:

-Supervising the implementation of the Code of Ethics of LSRC

- Initiating and carrying out investigative procedures related to Code of Ethics violations.

- Making decisions regarding the publicity and applicable sanctions for each case.

Source: https://www.lstc.lt/mokslo-etika/

 

GENDER EQUALITY MEASURES

Gender Equality Plan

Measures for implementing equal opportunity policies and supervising administration of implementation principles
Source: https://www.lstc.lt/veikla-reglamentuojantys-dokumentai/

 

Work-Life balance

Flexible working arrangements: 
- Flexible work schedule as a means of maintaining work-life balance guaranteed by the Measures for implementing equal opportunity policy and supervising administration of implementation principles.

 

Decision-making and leadership

Promoting equal representation in decision-making. Balanced representation of women and men in the governing structures of the LSCT is mentioned in the Measures for implementing equal opportunity policies and supervising administration of implementation principles.

 

Career progression

Equal opportunity in employment and during recruitment as a principle enshrined in the Measures for implementing equal opportunity policies and supervising administration of implementation principles.

Equal pay as a principle enshrined in the Measures for implementing equal opportunity policies and supervising administration of implementation principles.
Source: https://www.lstc.lt/veikla-reglamentuojantys-dokumentai/

 

Mobbing, Sexual harassment

Anti-harassment procedure included in the Measures for implementing equal opportunity policies and supervising administration of implementation principles.
Source: https://www.lstc.lt/veikla-reglamentuojantys-dokumentai/

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

Gender Equality Policy (general document)

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 with regard to specific cases under investigation.

 

 

GENDER EQUALITY MEASURES

Gender Equality Plan

GEP II (2020-2023) implemented as part of 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 (libra.ceitec.cz): offering self-development tools focused on 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 period of 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 is considered at in the event setup phase, in 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 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

Rector’s Committee for Problems, Prevention of Mobbing, Sexual Harassment and Discrimination of Students

The Committee consists of members of the faculty, PhD students and students. The Committee undertakes actions preventing discrimination with special attention paid to mobbing and sexual harassment. It is also responsible for examining cases of discrimination.

Source: https://informator.gumed.edu.pl/418

 

Rector’s Committee for Prevention of Mobbing

The Committee consists of members of the faculty. The Committee undertakes actions to prevent mobbing.

Source: https://informator.gumed.edu.pl/423

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-dyskryminacji-i-wykorzystywaniu-seksualnemu-w-warszawskim-uniwer

 

 

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 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 labour 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 in 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 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 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 MEASURES

Career progression

Regulation of the director of the National Information Processing Institute on introduction of new work regulations for employees (Annex 2: Equal treatment in employment - general regulations of the Labour Code - Chapter IIa, "Equal treatment in employment").

 

Awareness-raising 

Training on gender equality for the staff.

 

 

HR EXCELLENCE IN RESEARCH

Phase

Initial

 

Utilization of HR Excellence in Research to enhance gender equality

Implementation of general rules of equality in order to improve the standing of female staff at all stages. Setting up an ethics commission in order to assess research projects.

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 Social Responsibility of the University

Source: https://ue.poznan.pl/pl/pelnomocnik-rektora-ds-spolecznej-odpowiedzialno...

 

Anti-mobbing Committee

Responsibility:

- Investigating mobbing reports.

Legal basis: Rector’s Resolution No. 14/2010 concerning the internal anti-mobbing policy at the Poznań University of Economics and Business

 

 

Rector’s Proxy for Equal Treatment

 

Responsibilities:

- Monitoring the situation with regard to equal treatment

- Taking action to ensure equal opportunity for employees, students and other people using University’s services

- Combating and prevention of every form of discrimination and unequal treatment at PUEB

- Providing help for people who have experienced unequal treatment or discrimination (employees, students)

- Representing the University at equal treatment and non-discrimination events, in cooperation with public authorities, local governments and organizations dealing with issues of non-discrimination and equal treatment

Legal basis: Rector’s ordinance no. 102/2016 concerning the appointment of Rector’s Proxy for Equal Treatment at the Poznań University of Economics and Business (22.12.2016)

Source: https://ue.poznan.pl/pl/pelnomocniczka-rektora-ds-rownego-traktowania,a57428.html

 

 

GENDER EQUALITY MEASURES

Work-Life Balance

Childcare support: 
- Nursery for students and employees of PUEB.
Source: https://ue.poznan.pl/pl/aktualnosci,c16/aktualnosci,c15/zlobek-dla-dzieci-pracownikow-i-studentow-uep,a52415.html

 

Career progression

Anti-discrimination and equal opportunity policies:
- Prevention of discrimination in employment (Staff Regulations, §4.1.17 §4.1.20);
- Equal treatment of employees and providing the related information (Staff Regulations, §4.1.18 §4.1.21);
- Discrimination or mobbing against co-employees construed as a serious breach of the basic duties of an employee (Staff Regulations, §20.10);
- Equal treatment of women and men in employment – transposition of some of the regulations included in the Constitution and labour law (Annex no. 1 to the Staff Regulations of PUEB – Rules of equal treatment of women and men in employment).
Source: The Staff Rules of Poznań University of Economics and Business, Annex to Rector’s ordinance no. 73/2015 – 11 December 2015: https://ue.poznan.pl/pl/uniwersytet,c13/o-uczelni,c28/podstawa-prawna,c4...

“RETURN” grant programme funding (up to 15 000 PLN) for projects carried out by persons returning from childcare leave (at least 6 months). 
Source: https://ue.poznan.pl/pl/aktualnosci,c16/aktualnosci,c15/program-grantowy-wracam,a41877.html

 

Mobbing, Sexual Harassment

Internal anti-mobbing policy at Poznań University of Economics and Business which defines the obligations of two pro-rectors responsible for receiving reports, and the ad hoc anti-mobbing committee (Rector’s Resolution No. 14/2010).
Source: https://ue.poznan.pl/pl/uniwersytet,c13/zarzadzenia,c30/zarzadzenia-rektora,c77/zarzadzenie-nr-14-2010,a7614.html 

Discrimination or mobbing against co-employees as serious violation of employee’s obligations (Staff Regulations, §20.10). 
Source: Annex to Rector’s ordinance no. 73/2015 – 11 December 2015, https://ue.poznan.pl/pl/uniwersytet,c13/o-uczelni,c28/podstawa-prawna,c4783/regulaminy,c6499/regulamin-pracy,a44031.html 

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

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)

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

- Appointment of the proxy for equal rights, responsible for identifying discrimination issues, supporting persons who experience them and supporting authorities in the scope of implementing solutions at a systemic level;

- Inclusion in the University's Statute of regulations concerning parity in the composition of committees and other University bodies;

- Development of best practices, taking into account gender balance (and other parities) in commissions and other academic bodies.

Source: http://uczelnia.sgh.waw.pl/pl/hrs4r/Documents/SGH_Plan_Dzialan_HRS4R_pl.pdf

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 work group addressing sexual harassment and discrimination on the grounds of gender

Sexual harassment and 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 best approach to gender equality under the supervision of the Gender Study Centre, HR department and Rector.

 

GENDER EQUALITY BODIES

Rector’s Proxy for Prevention of Mobbing

Legal basis: Ordinance no. 19/2018 (Anti-mobbing procedure at the Silesian University of Technology)

 

 

GENDER EQUALITY MEASURES

Work-Life Balance

Childcare support: 
- Nursery for students and employees at the Silesian University of Technology.
Source: https://www.polsl.pl/Lists/AktualnosciUczelniane/PokazWiadomosc.aspx?WebPartTitle=ListaWiadomosci&Page=1&WebPartTitle2=Wiadomosc&Filter1Field2=Identyfikator&Filter1Value2=1507

 

Career progression

Anti-discrimination and equal opportunity policies: paragraphs in the Staff Regulations of SUT about employer’s obligations to prevent discrimination in employment and provide employees a written version of regulations concerning equal treatment as well as the employees’ right to equal treatment.
Legal basis: Annex to Rector’s ordinance no. 103/2019 in 29 August 2019 – Staff Regulations of the Silesian University of Technology
Source: https://bip.polsl.pl/Dokumenty_nowe/Zal.M.2019.224.Z.103_Regulamin_pracy_Politechniki_Slaskiej.pdf

 

Mobbing, Sexual Harassment

SUT included in the Staff Regulations, following the national law concerning the employer’s obligation to ban and prevent mobbing and discrimination; presenting possible solutions to an employee experiencing discrimination or mobbing.
Legal basis: annex to Rector’s ordinance no. 103/2019 in 29 August 2019 –Staff Regulations of the Silesian University of Technology
https://bip.polsl.pl/Dokumenty_nowe/Zal.M.2019.224.Z.103_Regulamin_pracy_Politechniki_Slaskiej.pdf

Internal mobbing procedure.
Legal basis: Rector's ordinance no. 19/2018

 

Awareness-raising 

Participation in the “genderSTE”
programme.
Source: https://www.polsl.pl/Wydzialy/RAr/Lists/AktualnosciWydzialuArchitektury/DispForm.aspx?ID=787

Participation in the “Dziewczyny na Politechniki” campaign.

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

Modification of the ordinance on recruitment of researchers to ensure gender balance in the selection committee (if possible).

 

GENDER EQUALITY BODIES

Rector’s Proxy for the Prevention of Mobbing and Discrimination

Responsibilities:

- Enforcing the policy for 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.

 

 

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/files/zalz98r17_regulamin_pracy_ug.pdf

 

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 University of Gdańsk and Medical University.

 

Mobbing, Sexual Harassment

Anti-mobbing policy and anti-harassment policy: 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/files/zalz98r17_regulamin_pracy_ug.pdf

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_rektora_uniwersytetu_gdanskiego_z_dnia_24_pazdziernika_2017_roku_w_sprawie

 

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

University of Lodz Rector’s Plenipotentiary for Social Responsibility of the University

Responsibility:

- Addressing issues of social responsibility at the university, including gender issues;

- Cooperation with the HR consultant who is responsible for human resources management at the UoL.

Legal basis: Established as a result the University’s involvement in a working group at the Ministry of Economy, tasked with preparing the Declaration of Social Responsibility at Universities (signed by 22 of 400+ higher education institutions in Poland) in 2017.

Source: https://www.uni.lodz.pl/strona/szczegoly/pelnomocnicy-rektora

 

University of Lodz Rector’s Plenipotentiary for Persons with Disabilities

 

Responsibility:

- Addressing issues of disability, including gender issues.

Source: https://www.uni.lodz.pl/strona/szczegoly/pelnomocnicy-rektora

 

 

Anti-mobbing Commission

 

The Commission consists of two representatives of the employer, two representatives chosen by trade union(s), two representatives of employees (including academic and non-academic staff), a social labour inspector, two psychologists and two lawyers (specializing in labour law).

Responsibilities:

- Conducting explanatory procedures related to mobbing case.

Legal basis: Annex to Rector’s ordinance no. 35 (5.12.2017) – Anti-mobbing Regulations at the University of Lodz

Source: https://bhp.uni.lodz.pl/mobbing-czym-jest-i-na-czym-polega/

 

 

Discrimination Prevention Team

 

Responsibilities:

- Drafting an equal treatment policy at the University of Lodź (consistent with national law) before a Rector’s Proxy for equal treatment is appointed;

- Providing space to collect information about cases of discrimination;

- Recommending training and reporting procedures related to cases of discrimination and appropriate reactions in such circumstances.

Source: https://www.uni.lodz.pl/aktualnosc/szczegoly/ul-ma-zespol-ds-przeciwdzialania-dyskryminacji

 

 

GENDER EQUALITY MEASURES

Gender Equality Plan

Diversity Charter: International document designed to promote equal opportunity in the workplace and to counteract discrimination on the basis of gender, age, disability, health condition, race, nationality, ethnicity, religion, political views, psycho-sexual orientation, family status, lifestyle, employment, education, etc.
Source: https://www.uni.lodz.pl/aktualnosc/szczegoly/uniwersytet-lodzki-pierwszy-w-polsce-z-karta-roznorodnosci

 

Work-Life Balance
Flexible working arrangements:
- Individually adjusted work time to reconcile work and family obligations;
- Part-time work.

Childcare support:
- Kindergarten for children of students and employees of the University of Lodz.
Source: https://przedszkole.uni.lodz.pl/
- Family room (with office space) at the University of Lodz Main Library to help parents reconcile work with childcare (Pokój do Nauki dla Rodzica z Dzieckiem).

Social support of University for employees, including  shared coverage of the kindergarten fee, holiday arrangements for employees and their families etc.
Source: https://www.uni.lodz.pl/strona/szczegoly/uniwersytet-spolecznie-odpowiedzialny

 

Career progression

Anti-discrimination and equal opportunity policies: employer’s commitment expressed in the Staff Regulations:
- Equal treatment in employment;
- Providing information about equal treatment in employment;
- Prevention of mobbing and discrimination.
Legal basis: Annex to Rector’s ordinance no. 107 (16.09.2019) – The Staff Rules of University of Lodz (16 September 2019).

 

Integration of gender into research and teaching and Gender Studies / Programme

Gender/Women’s Centre: 
- Interdisciplinary Seminar on Gender (a group of researcher interested in gender/queer issues) and Women’s Studies Centre at UŁ
Source:
http://www.gender.uni.lodz.pl/index.html
https://cein.uni.lodz.pl/interdyscplinarne-i-intersekcjonalne-seminarium...
- Gender studies programme (for graduates) – Erasmus Mundus Master’s Degree in Women's and Gender Studies (GEMMA) at University of Lodz.

 

Mobbing, Sexual Harassment

Internal anti-mobbing policy at UŁ (including an Anti-mobbing Commission).
Legal basis: Annex to Rector’s ordinance no. 35 (5 December 2017) – Anti-mobbing Regulations at the University of Lodz.
Source: http://www.znpul.pl/regulamin-przeciwdzialania-mobbingowi-w-ul/

Employer’s obligations specified in the Staff Regulations regarding prevention of mobbing and discrimination.
Legal basis: Annex to Rector’s ordinance no. 107 (16 September 2019) – The Staff Rules of University of Lodz (16 September 2019).

 

Awareness-raising 

Training courses:
- Training for administrative staff held under the COST Action no. TA1201 Gender, Science, Technology and Environment in 2015;
- Awareness programme regarding diversity and equality at UŁ and the corresponding goals for 2019-2020;
Source: https://www.uni.lodz.pl/strona/szczegoly/uniwersytet-spolecznie-odpowiedzialny-cele-na-lata-2019-20

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

- Including non-discrimination (1.10) in the first section of The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers A Human Resources Strategy for Researchers incorporating the Charter and Code (“Ethical and Professional Aspects”) among tasks to be dealt with, with the following statement: “Employers and/or funders of researchers will not discriminate against researchers in any way on the basis of gender, age, ethnic, national or social origin, religion or belief, sexual orientation, language, disability, political opinion, social or economic condition”.

- Including the following statement in the section concerning recruitment (Code of Practices, 2.3): “Selection committees should bring together diverse expertise and competences, should have an adequate gender balance and, where appropriate and feasible, include members from different sectors (public and private) and disciplines, including from other countries and with relevant experience to assess the candidate”.

-  Include gender balance in the “Working conditions and social security” section of the document (3.6): “Employers and/or funders should aim for a representative gender balance at all levels of staff, including at supervisory and managerial level. This should be achieved on the basis of an equal opportunity policy at recruitment and at the subsequent career stages without, however, taking precedence over quality and competence criteria. To ensure equal treatment, selection and evaluation committees should have an adequate gender balance”.

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 which hinder 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-discrimination/

 

 

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/

 

 

GENDER EQUALITY MEASURES

Gender Equality Plan

Planned

 

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

 

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).

 

Integration of gender into research and teaching and Gender Studies / Programme

Postgraduate Gender Studies

 

Mobbing, Sexual Harassment

Implementing anti-mobbing and anti-discrimination procedures (Staff Regulations, § 6).

 

Awareness-raising 

Website: weareallequal.uw.edu.pl – an equality university website which 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.

 

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: 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: 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

Spokesman for Equal Treatment and Anti-discrimination

Responsibilities:

- Developing appropriate procedures and standards for equal treatment at the University

- Engaging in anti-discrimination and equal treatment matters

- Point of contact for requests related to discrimination and unequal treatment

Source: https://uni.wroc.pl/wyszukiwarka-pracownikow/pracownik/?p_id=684868

 

Rector's Proxy for Corporate Social Responsibility

Responsibilities:

- Cooperation with the external environment and NGOs

- University’s social responsibility

Source: https://uni.wroc.pl/wyszukiwarka-pracownikow/pracownik/?p_id=590842

 

 

Proxy for Equal Treatment at the Faculty of Social Sciences

 

Responsibilities:

- Engaging in equal treatment matters and anti-discrimination at the Faculty of Social Sciences

- Promoting end disseminating equal treatment and anti-discrimination standards

- Cooperation with the Spokesman for Equal Treatment and Anti-discrimination

- Implementation of systemic equality solutions

Source: https://www.socjologia.uni.wroc.pl/Profile-pracownikow/dr-Olga-Nowaczyk

 

 

Rector’s Proxy for Student Security

Responsibilities:

- Coordinating preventive, educational and organizational activities to ensure security and public order on Wrocław University premises (mainly in the context of public events)

Source: https://uni.wroc.pl/wyszukiwarka-pracownikow/pracownik/?p_id=596043

 

Rector’s Proxy for Social Responsibility

Source: https://uni.wroc.pl/wyszukiwarka-pracownikow/pracownik/?p_id=590842

 

 

 

GENDER EQUALITY MEASURES

Work-Life Balance

Childcare support:

- Breastfeeding rooms (with playrooms for children) at the Institute of Pedagogy and at the Institute of Sociology.

 

Career progression

Anti-discrimination and equal opportunity policies: 
- Ban on discrimination in employment (Staff Regulations, §5.3.4; Source: Rector’s Ordinance no. 113/2019 – 16 September 2019);
- Transposition of regulations included in national labour law and the Constitution on equal treatment of employment (Annex no. 1, Staff Regulations).
Source: Rector’s Ordinance no. 113/2019 – 16 September 2019

http://www.bip.uni.wroc.pl/download/attachment/20799/nr-113_2019-z-dnia-16092019-r-regulamin-pracy.pdf

 

Integration of gender into research and teaching and Gender Studies / Programme

Centre for Gender Studies 
Source: http://www.ifa.uni.wroc.pl/american/cfgs.php
Department of Sex and Family Sociology (Zakład Socjologii Płci i Rodziny) 
Source: https://www.socjologia.uni.wroc.pl/Zaklady-i-pracownie/Zaklad-Socjologii-Plci-i-Rodziny

 

Mobbing, Sexual Harassment

Anti-mobbing policy: 
- Principle of tolerance and respect of an academic teacher who is obliged to oppose to every form of discrimination and mobbing (Code of Ethical Criteria, Annex to the Resolution of the Senate of Wrocław University – 22.06.2011, §8, Source: https://uni.wroc.pl/wp-content/uploads/2017/01/Kodeks-wskaza%C5%84-etycznych.pdf;
- Ban of mobbing (The Staff Rules, Rector’s Ordinance no. 113/2019 – 16.09.2019, §5.3.6).

Anti-harassment policy: Transposition of the national labour law on sexual harassment (Annex no. 1, Staff Regulations)
Source: http://www.bip.uni.wroc.pl/download/attachment/20799/nr-113_2019-z-dnia-16092019-r-regulamin-pracy.pdf.

 

Awareness-raising 

Conferences on gender-related problems.

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: 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.

GENDER EQUALITY BODIES

Academic Ethics Commissions

Each faculty has its own Academic Ethics Commission. The Central Academic Ethics Commission (treated as a second instance) investigates interfaculty cases and cases involving severe violations of the Code of Ethics.

 

Vice-Rector for Organization and Community Development

Department for Community Development

Equal Opportunity Coordinator

Responsibilities:

- Ensuring equal opportunity treatment for all members of the community (both staff and students);

- Coordination and control of equal opportunity assurance and implementation at various divisions of the University;

- Representing community members who have experienced discrimination;

- Monitoring the needs of community members with disabilities; inclusion planning; coordinating related activities at University divisions;

- Creating and supervising an awareness and competence program for University staff and students in the sphere of equal opportunity.

 

GENDER EQUALITY MEASURES

Gender Equality Plan

GEP planned:
SPEAR programme (Supporting and Implementing Plans for Gender Equality in Academia and Research) carried out with focus on supporting implementation of gender equality plans (GEPs) at European universities.

 

Work-Life Balance

Flexible working arrangements:
- Flexible working arrangements available for academic and non-academic staff, though used mostly by academic staff.

Childcare support:
- Childcare rooms at University premises.

 

Decision-making and leadership

Promoting equal representation in decision-making: requirement to present both female and male applicants during University Council elections; requirement to ensure equal gender representation when forming commissions that carry out expert evaluations of applicants for academic positions and staff reappointments.

 

Career progression

Equal pay measure: first calculation of gender pay gap in 2019.

 

Integration of gender into research and teaching and Gender Studies / Programme

Gender Studies Centre
http://www.lsc.vu.lt/en/

Courses “Gender studies”, “Equal opportunity and anti-discrimination” and others.

Conferences, seminars, public lectures.

Gender studies group at KnF VU

 

Mobbing, Sexual Harassment

Anti-harassment policy: a website in the Student Services subcategory, concerning sexual harassment with information on how to contact a representative charged with receiving and processing reports (in a confidential manner) about cases of sexual harassment, along with information about psychological consultations.
Source: https://www.vu.lt/en/studies/student-services/sexual-harassment-and-discrimination

Training on sexual harassment for staff and students

Victims can apply to the Dept. for Community Development.

Awareness-raising

Public lectures for staff, administration and students.

 

 

 

HR EXCELLENCE IN RESEARCH

Phase

Implementation

 

Utilization of HR Excellence in Research to enhance gender equality

Vilnius University Diversity and Equal Opportunities Strategy 2020-2025 and Strategy Implementation Plan 2020-2023 (gender equality is one of the main priorities in these documents).

GENDER EQUALITY BODIES

Spokespersons of Trust

Responsibilities:

- Initial contact persons for the prevention, monitoring and eventual mediation in cases of discrimination or mobbing at the Warsaw University of Technology

Local basis: Rector’s Ordinance no. 22/2018 (4.06.2018) concerning prevention of mobbing and discrimination at the Warsaw University of Technology

Source: https://www.bip.pw.edu.pl/Wladze/Zespoly-Rady-Komisje-Kapituly-Rzecznicy/Rzecznicy/Rzecznicy-Zaufania

 

 

GENDER EQUALITY MEASURES

Work-Life Balance

Childcare support:
- Private kindergarten of the Warsaw University of Technology.
Source: https ://www.pw.edu.pl/pw/Pracownicy/Wazne-jednostki/Przedszkole-Politechniki-Warszawskiej

 

Career progression

Anti-discrimination and equal opportunity policies: pursuant to the national labour law, the Staff Rules at the Warsaw University of Technology express the employer’s obligation to ensure equal treatment in employment (also regarding gender), prevention of mobbing and discrimination in employment and providing information to employees about regulations regarding equal treatment in employment.
Source: https://www.bip.pw.edu.pl/Wewnetrzne-akty-prawne/Regulaminy/Regulamin-pracy-w-Politechnice-Warszawskiej

 

Mobbing, Sexual Harassment

Internal policy for prevention of mobbing and discrimination (Spokespersons of Trust as the main responsible bodies).
Legal basis: Rector’s Ordinance no 89/2014 for prevention of mobbing and discrimination at the Warsaw University of Technology.
Source: https://www.bip.pw.edu.pl/var/pw/storage/original/application/f5e41994cf0aa2837f3a7db2e0c21494.pdf

 

Awareness-raising

Participation in the “Dziewczyny na Politechniki” campaign.

 

 

HR EXCELLENCE IN RESEARCH

Ph​​​​​​​ase

Initial