Each person’s deeply felt internal and individual experience of gender, which may or may not correspond to the sex assigned at birth, including the personal sense of the body (which may involve, if freely chosen, modification of bodily appearance or function by medical, surgical or other means) and other expressions of gender, including dress, speech and mannerisms.
… transformation of an organisation’s culture for advancing gender equality is work–life balance. Work–life balance is … Consider these measures for addressing the issue in your gender equality plan Measures in relation to organisational … in relation to gender equality, but also other forms of identity and diversity (guidelines on gender-sensitive …
… Main section Videos and webinars Tools and resources A gender equality plan (GEP) will be concluded at some point. However, this is not ‘the end’ of promoting gender equality in your organisation. It is important to … development of the organisation in the direction of gender equality is never finished. You are entering a new …
… of Horizon Europe, the European Commission made gender equality plans (GEPs) a basic requirement for … as: a set of commitments and actions that aim to promote gender equality in an organisation through a process of … of research and innovation (R & I) to combat and reduce gender imbalances and inequalities. It should be holistic and …
… Main Section Videos and webinars Tools and resources A gender equality plan (GEP) will be concluded at some point. However, this is not ‘the end’ of promoting gender equality in your organisation. It is important to … development of the organisation in the direction of gender equality is never finished. You are entering a new …