What is a Gender Equality Plan?
A Gender Equality Plan (GEP) is a strategic framework aimed at promoting gender equality within an organization, typically with a focus on research institutions and higher education establishments. The European Commission recognizes and encourages the implementation of GEPs as a means to address and rectify gender imbalances among staff within these institutions. The adoption of GEPs has become a requirement for eligibility to receive funding through programs like the Horizon Europe Research Framework.
What are the goals?
The primary objectives of a Gender Equality Plan are as follows:
- Impact Assessments/Audits: GEPs involve conducting assessments or audits of existing procedures and practices within the organization to identify gender biases and inequalities. These assessments help in understanding how gender-related issues manifest within the institution’s policies, processes, and practices.
- Correcting Gender Bias: Based on the findings of the impact assessments, GEPs aim to implement innovative strategies that counteract gender biases and promote a more balanced and equitable environment. These strategies may involve changes to recruitment practices, career advancement opportunities, work-life balance policies, and more.
- Monitoring and Evaluation: GEPs establish objectives and processes for monitoring progress towards gender equality. This is typically done through the use of indicators and metrics that track the representation of genders across various roles and levels within the organization. Regular evaluation helps to assess the effectiveness of implemented measures and make necessary adjustments.
Euricse’s Gender Equality Plan
The Gender Equality Plan outlined herein serves two primary objectives:
- first, to apprise the current gender equality landscape within the organization;
- second, to chart a strategic path for its enhancement over the forthcoming three years, complete with well-defined objectives and fitting actions.
This document will include concrete measures designed to promote a culture of gender equality and inclusion in four strategic areas:
- Work life balance and organizational culture
- Gender balance in management, recruitment and career progression
- Integrating gender in research and events
- Combating gender bias and harassment
These measures are intended to foster a respectful environment that values diversity and actively combats all forms of discrimination and reducing gender inequality and combating stereotypes.
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- Gender equality in academia and research (GEAR) step-by-step guide for research organisations, universities and public bodies