University of Gdańsk / Uniwersytet Gdański

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.