Gender Equality Plan
About this good practice
Since October 2021, UEFISCDI's Gender Equality Plan (GEP) has been in the implementation phase, evaluated annually and updated accordingly. Various methods, such as desk research, document analysis, statistical analysis, interviews, focus groups, and questionnaires, are employed for monitoring and assessment, with specific plans for each activity. GEP addresses several key areas: inclusive communications, workplace harassment, recruitment processes, parental leave, and research project assessments. It promotes gender-sensitive communication through guidelines on gender-neutral language and avoiding linguistic discrimination.
Regarding workplace harassment, the GEP raises awareness about its types and effects, offering guidance for victims on reporting and seeking support. For recruitment, it identifies common biases and proposes strategies to mitigate them, emphasizing the negative impact of bias on applicants and organizational innovation.
The plan also advocates for gender-friendly policies related to parental leave, ensuring supportive practices for those preparing for or returning from leave. Lastly, it incorporates gender considerations in research project assessments, providing criteria for gender-sensitive evaluations and highlighting the importance of addressing prejudices in this context. Overall, UEFISCDI's GEP serves as a comprehensive framework for promoting gender equality across various organizational dimensions.
Resources needed
Specialized human resources, organizational policies supporting gender equality were needed. Funding is needed in order to secure the specialized human resources (within or outside the organization).
Evidence of success
In terms of outcomes, further information kits, recommendations, pieces of training, and video sessions were provided for:
- a gender-sensitive communication;
- ways of preventing moral and sexual harassment at work;
- employees during/returning parental leave;
- an unbiased recruitment process;
- ways of integrating the gender dimension in the funding process;
- an analysis of the gender perspective in national research institutes and academia.
Potential for learning or transfer
First, the policies, tools and pieces of training provided to employers and employees through GEP can raise awareness on not only on the existent stereotypes and prejudices within the workplace, but also on the necessity and benefits of gender-friendly policies, practices and attitudes for a healthy work environment.
Second, the instruments may be adopted and putted into practice by other legal entities and by doing so, the entities will be able to provide a diverse and gender-friendly work environment which will be beneficial not only for the employees, but also for the organizational culture itself.
Furthermore, as GEP results were disseminated at a macro level, this can show the importance of gender-friendly standards not only at work, but also within other types of social institutions, which can facilitate the transition to a more equitable and fair society on daily basis.
Further information
Good practice owner
You can contact the good practice owner below for more detailed information.
Executive Agency for Higher Education, Research, Development and Innovation Funding