… be concluded at some point. However, this is not ‘the end’ of promoting gender equality in your organisation. It is … organisational change process. This further development of the organisation in the direction of gender equality is … been set for a sustainable anchoring of gender equality work in your organisation. You should have assigned those …
… resources Monitoring and evaluation are important parts of the process of change . As you know by now, a gender equality plan (GEP) … could be reflected in changes regarding the management ofwork–life balance, awareness of sexual harassment and other …
… team that is going to be involved in the implementation of the GEP that you identified in step 3. Together, form a task force to put the measures of the GEP in motion according to the established timeline. … bring all people active and interested in gender equality work together to deepen knowledge, exchange experiences and …
… Tools and resources After carrying out an assessment of the gender equality status quo ( see step 2 ) in your … setting up a gender equality plan (GEP). The findings of the initial analysis allow you to identify the areas of … content-related (thematic) GEP building blocks: work–life balance and organisational culture; gender balance …
… The best starting point for developing an effective set of measures is to have a thorough understanding of how your organisation is currently doing regarding the … women to sensitise about gender equality, to enhance work–life balance, etc.: for this purpose, you can use the …
… As a first step, you need to understand the context of your own organisation (see below for more details), starting with the type of organisation: it makes a difference whether you are trying … equality in your organisation (e.g. policies in support ofwork–life balance). Organisational culture. Consider the …
… in R&I through the development and implementation of a context-specific GEP, which was developed as part of the TARGET project. The overall objective of the GEP 2018–2020 is to build institutional capacity to …
… some organisations had increased the availability of telework for a larger number of their employees (ZRC SAZU), or extended the option to work from home for a higher number of days (National …
… Social Insurance Fund Board (SODRA) under the Ministry of Social Security and Labour) analysed data from the Vilnius Academy of Arts. It found that, on average, women earned slightly … and social justice by ensuring equal pay for equal work. At organisational level, study programmes receive …
… some organisations had increased the availability of telework for a larger number of their employees (ZRC SAZU), or extended the option to work from home for a higher number of days (National …
… In 2019, the Research Centre of the Slovenian Academy of Sciences and Arts (ZRC SAZU) became the first academic … The GEP covers five target areas: (1) mentoring; (2) work-life balance; (3) promoting excellence of women …
… institutional GEP. Gender equality had never been a matter of concern at PU and no gender work or capacity-building had taken place prior to its … and to raise individual and organisational awareness of gender equality. Their efforts also targeted …
… in R&I through the development and implementation of a context-specific GEP, which was developed as part of the TARGET project. The overall objective of the GEP 2018–2020 is to build institutional capacity to …
… and Sexual Diversity Committee was set up in 1991 as part of the University of Malta. Initially, the main objective was to act as a focal … related to gender equality (particularly equality at work) and is followed by a commitment to the promotion of …