1         Preamble

The gender equality measures, between men and women, as developed in this document, must be extended to non-binary genders, to differences in race and also to differences between degrees of disability

Similarly, actions and initiatives will be developed to actively involve men and other privileged people in the promotion of equality, such as training on their role in supporting inclusion.

2         Introduction

2.1       Requirements

Does your PES meet the following four minimum elements related to the process?

1. Public PES: the PES is a formal document published on the website of the Establishment and signed by the general management?
   • This document is present on the URL Gender Equality Plan (PES) | UniText.fr
2. Dedicated resources: commitment of resources and gender expertise to implement it?
   • • Two people are hired to implement the plan
3. Data collection and monitoring: sex/gender disaggregated data on staff and students and annual reports based on indicators?
   • • The data collected concerns staff entries and exits, the history of qualification levels and their evolution, statuses (executive/non-executive), job titles, training courses followed, certifications acquired in internal or external training.
4. Training: Awareness/training on gender equality and unconscious gender bias for staff and decision-makers?
   • • Egaliki offers conferences, training, and awareness-raising. Its catalogue has been presented to staff; training modules are currently being selected.

2.2       Content

In terms of content, what are the following recommended thematic areas that your gender equality plan addresses using concrete measures and objectives?

1. Work-life balance and organisational culture?
2. Gender balance in leadership and decision-making?
3. Gender equality in recruitment and career progression?
4. Gender mainstreaming in research and/or teaching content?
5. Measures against gender-based violence, including sexual harassment?

For more information and guidance on the eligibility criteria of the Horizon Europe Gender Equality Plan, please click here: (ADU Link)

3          Work-life balance and organizational culture?

3.1       Introduction

Work-life balance and organizational culture are crucial aspects to promote gender equality. An effective plan in this area may include the following concrete measures and objectives:

3.2       Concrete Measures and Objectives

1. Flexible Working Time:

o   Introduction of flexible working hours to allow employees to better manage their family and professional responsibilities.

o   Teleworking: Encourage remote working to provide more flexibility.

2. Balanced Parental Leave:

o   Paternity leave equal to maternity leave to encourage sharing of family responsibilities.

o   Flexible parental leave that can be taken by both parents at different times.

3.  Supportive Culture:

o   o Gender equality training for all employees to raise awareness of the importance of work-life balance.

o   o Mentoring and support programs for women to promote their career advancement while managing their personal obligations.

4. Fair Performance Appraisals:

o   o Ensure that performance appraisals do not penalise those who benefit from flexible working arrangements.

o   o Encourage a culture of recognition where professional achievements are celebrated regardless of flexible working hours.

5. Workplace Accommodations:

o   o Creation of breakout areas or company crèches to help parents balance work and family.

o   o Psychological support and counselling to help manage work-life balance stress.

3.3       Conclusion

These measures and objectives help to create a more inclusive work environment and support all employees in their efforts to balance their professional and personal responsibilities. What do you think?

4         Gender balance in leadership and decision-making?

4.1       Introduction

Gender balance in leadership and decision-making is essential to ensure equitable representation and diverse perspectives within organizations. Here are some concrete actions and goals that your gender equality plan could include:

4.2       Concrete Actions and Goals

1. Establish quotas or targets

·         Gender quotas for leadership positions: Establish quotas to ensure that a defined percentage of leadership positions are held by women.

·         Recruitment and promotion targets: Set targets to increase the proportion of women at each level of the organization.

2. Mentoring and sponsorship programs

·         o Mentoring women leaders: Create mentoring programs to support women in their progression to leadership roles.

·         o Senior management sponsorship: Encourage current leaders to sponsor women to prepare them for decision-making positions.

3. Training and professional development

·         o Inclusive leadership training: Provide training to raise awareness of the importance of gender diversity and prepare women for leadership roles.

·         o Skills development: Provide opportunities to develop specific skills for women such as public speaking, negotiation, and project management.

4. Transparency and accountability policies

·         o Diversity reporting: Publish regular reports on gender diversity within the organization, including statistics on leadership positions.

·         o Leadership accountability: Integrate gender diversity goals into leadership performance evaluations.

5. Inclusive organizational culture

·         o Promoting a culture of inclusion: Foster a culture that values​​differences and promotes inclusion at all levels of the organization.

·         o Women’s resource groups: Create or support women’s resource groups to strengthen networking and mutual support.

4.3       Conclusion

These measures and objectives aim to create an environment where women can access leadership roles and actively participate in decision-making, thus contributing to a more balanced and equitable organization.

5         Gender equality in recruitment and career progression?

5.1       Introduction

Gender equality in recruitment and career progression is essential to ensure balanced representation at all levels of the organization. Here are some concrete measures and objectives to promote this equality:

5.2       Concrete Measures and Objectives

1. Fair Recruitment:

·         Inclusive job advertisements: Write job descriptions that are free of gender bias and that encourage female candidates.

·         o Recruiter training: Train recruitment teams to identify and eliminate unconscious bias in the recruitment process.

2. Transparent Selection Processes:

·         o Diverse recruitment committees: Include members of different genders in selection committees to ensure a fair assessment of candidates.

·         o Standardized selection criteria: Use objective and standardized selection criteria to evaluate applications.

3. Promoting Parity in Career Progression:

·         o Personalized career plans: Develop career development plans for women to prepare them for leadership roles.

·         o Mentoring and coaching: Implement mentoring and coaching programs to support women in their career progression.

4. Monitoring and Evaluation of Progress:

·         o Gender performance indicators: Monitor key performance indicators related to gender equality in promotions and career development.

·         o Regular progress reports: Publish regular reports on progress made in gender equality in the organization.

5. Favourable Corporate Culture:

·         o Awareness and continuous training: Continuously raise awareness among employees about gender equality issues and offer regular training on this topic.

·         o Supportive policies: Implement supportive policies, such as balanced parental leave, to enable women to reconcile career and family responsibilities.

5.3       Conclusion

These measures and objectives aim to create a work environment where women have equal opportunities for recruitment and career progression, thus contributing to a more diverse and inclusive organization. What do you think of these proposals?

6         Gender mainstreaming in research and/or teaching content?

6.1       Introduction

Gender mainstreaming in research and teaching content is essential to promote a comprehensive and equitable understanding of knowledge and skills. Here are some concrete measures and objectives to address this area:

6.2       Concrete Measures and Objectives

1. Inclusion of Gender Perspective in Research

·         Inclusive research policies: Encourage researchers to include gender issues in their research proposals.

·         o Dedicated funding: Allocate specific funds for research projects that explore gender issues.

2. Development of Gender-Responsive Teaching Programs

·         o Curriculum review: Analyse and revise existing curricula to integrate gender perspectives.

·         o New courses: Develop specific courses on gender studies and equality.

3. Teacher Training

·         o Continuing Education Programs: Provide training on gender mainstreaming for teachers at all levels.

·         o Teaching Resources: Provide resources and teaching materials on gender equality.

4. Promoting Parity in Academic Publications

·         o Publication Encouragement: Encourage the publication of articles on gender studies in academic journals.

·         o Inclusive Review Criteria: Adapt the criteria of reading committees to recognize and value research on gender.

5. Student Awareness and Engagement

·         o Workshops and Seminars: Organize workshops, seminars and conferences on gender equality to raise awareness among students.

·         o Student Projects: Encourage students to develop research projects focused on gender issues.

6. Collaborations and Partnerships

·         o Academic Networks: Create or join academic networks dedicated to gender studies to exchange good practices.

·         o International partnerships: Collaborate with international institutions to promote the gender dimension in research and teaching on a global scale.

6.3       Conclusion

These measures and objectives contribute to creating an educational and research framework that fully values ​​and integrates gender dimensions, thus promoting a more balanced and inclusive understanding of knowledge.

7         Actions against gender-based violence, including sexual harassment?

7.1       Introduction

Addressing gender-based violence, including sexual harassment, is crucial to creating a safe and respectful work and living environment for all. Here are some concrete actions and objectives that your gender equality plan can address:

7.2       Concrete Actions and Objectives

7.  Zero Tolerance Policy

·         o Establishing a clear policy: Establish a zero tolerance policy for gender-based violence and sexual harassment, widely communicated to all employees.

·         o Red flags: Include examples of unacceptable behaviour to clarify what constitutes a violation of this policy.

8. Reporting and Support Procedures

·         o Confidential reporting channels: Create safe and confidential channels for victims and witnesses to report incidents without fear of retaliation.

·         o Assistance and Support: Provide immediate support to victims, including psychological counselling and legal advice.

9. Training and Awareness

·         o Regular Training Sessions: Organize regular training for all employees on sexual harassment and gender-based violence, including the recognition and prevention of these behaviours.

·         o Awareness Workshops: Offer workshops to raise awareness of the consequences of gender-based violence and ways to prevent it.

10. Investigations and Sanctions

·         o Fair Investigation Procedures: Establish transparent and fair investigation procedures to handle complaints promptly and fairly.

·         o Appropriate Sanctions: Apply strict sanctions against perpetrators of violence and harassment, ranging from reprimand to termination of employment.

11. Support for Survivors

·         o Support Groups: Create support groups and survivor networks to provide a safe space where victims can share their experiences and get help.

·         o Reintegration programs: Develop programs to help survivors reintegrate into the workplace and overcome the psychological effects of violence.

12. Management commitment

·         o Exemplary leadership: Leaders must set an example by actively promoting a culture of respect and zero tolerance.

·         o Management accountability: Incorporate goals related to violence and harassment prevention into senior management performance reviews.

7.3       Communication and transparency

13. 7. Proactive communication

·         o Awareness campaigns: Launch regular campaigns to raise awareness of the importance of combating gender-based violence.

·         o Transparency of actions: Publish annual reports on actions taken and progress made in combating violence and sexual harassment.

7.4       Conclusion

These measures and goals are essential to creating a safe and respectful environment, where everyone can work and live without fear of violence or harassment.

 

Edited by Luc BEAUPÈRE 12/29/2024