… and outreach. They can be combined in different ways to build the case for gender equality within your organisation, and to reach different categories of stakeholders . The European … understanding of sex and gender specificities; improved work–life balance, equal access to opportunities and …
… Glasgow has an extensive maternity policy. This policy is to be read in conjunction with the University's policy on Shared Parental Leave to ensure that employees are fully aware of the options … Maternity Leave, Shared Parental Leave, Returning toWork After Maternity Leave, Employees Not Returning toWork, …
… of promoting gender equality, internally and with regard to external stakeholders, such as applicants and reviewers or … gender equality. Based on these results, you will be able to develop clear objectives and a set of targeted measures … women, to sensitise about gender equality, to enhance work–life balance, etc.: for this purpose, you can use the …
… Youth [1] , it promotes three targets, two of which apply to universities. The first target refers to the inclusion of gender equality in the structure of the … bodies, parental leave, equal pay for equal work, training and development, or childcare (for students, …
… will typically address several issues at once, leading to a complex set of measures. Nonetheless, effective … progress, success or outreach indicators, it is difficult to assess whether the organisation is actually being … could be reflected in changes regarding the management of work–life balance, awareness of sexual harassment and other …
… part of its GEP, UCT established the Julie Hamackova Award to support the integration of gender aspects into research and pedagogical work. The prize is awarded annually in three categories: (1) extraordinary contribution of women employees to the development of research, pedagogy and work in the …