After months of hard work, pandemic obstacles and online meetings, LeTSGEPs project is finally achieving its first results. We are all very proud of them indeed!
In May 2021 the LeTSGEPs Consortium, effectively managed and coordinated by the Task Leader Max Planck, could complete all the six Gender Equality Plans related to the implementing partners. Now, after having all the authorization procedures accomplished, we are allowed (and very happy!) to share them publicly.
The first Gender Equality Plan we present here today is the one by University of Messina, that you can find here, both in the Italian and in the English version.
This strategic document follows the context analysis results, and focuses on 4 main key areas that face the critical gender issues that were identified
In short synthesis:
As for the first key area, Recruitment, maintenance, career progression, UNIME has selected three measures that include seminars on gender issues in STEM and non-STEM disciplines to promote a gender-inclusive and fair training and work environment, scholarships for advanced training courses on gender culture, and the institutionalization of a gender reporting organizational unit to develop Gender Budgeting.
The second key area, concerning Leadership in research and decision-making processes, envisages two measures to make a report to investigate the decision-making processes, and a specific survey on research projects in terms of gender.
The third key area, Work-life reconciliation policies is widely developed thorough seven measures that include the decision to extend and/or improve childcare services at UNIME also through the activation of agreements with external providers, to develop nursing areas in every University facility, to develop a parcel delivery service, to organize summer camps for children and adolescents in agreement with the University sport association and activate agreements for sports activities for employees and their families, to develop smart working and to establish “Pink” parking spaces for pregnant women.
The fourth area, Prevention of discrimination or sexual harassment, concerns the organization of Congresses, round tables, seminars on this topic and of other events and actions to combat sexism and homophobia.
UNIME’s GEP is therefore characterized by the high concentration of measures in the Key area of Work-life reconciliation policies and for the expected impact of the key area Leadership in research and decision-making processes, since it aims at integrating the DSPI (Strategic Document of Integrated Programming) and the PAP (Plan for Positive Actions) within the GEP and to face the gender gap in leadership and in research.
The UNIME LeTSGEPs team also initiated the Gender Budgeting process by supervising the Strategic Planning, Management Control and Reporting Technical Coordination Unit in drafting the document.