The University of Trento makes a new step forward on the way to gender equality by adopting, among the first universities in Italy, a Gender Equality Plan - Gep.
The Gep was conceived by the European Commission in 2012 and was the subject of guidelines issued by the Conference of Italian University Rectors last year. The Gep of the University of Trento contains the roadmap and actions to promote gender equality for 2022-2024, because there are still inequalities to address and gender asymmetries.
The Gep examines a multitude of data in a gender perspective, capitalizing on the work carried out last year for the University's Gender Budget. Based on the data, the proportion of women decreases as careers progress (see the "leaky pipeline" or the "crystal ceiling" metaphor). Women at UniTrento are 50.6% of the student population; 51.9% of graduates and 37.8% of PhD students; 45.2% of grant holders; 27.5% of permanent research staff; 31.5% of second rank professors and only 17.1% full professors (in 2015 women full professors were only 11.7%).
The decision to adopt the Gender equality plan is part of a wider process that started with the decision to draw up annual reports on equal opportunities since 2006 and continued with last year's first Gender Budget and the Plan for positive action of 2014. Over the years, UniTrento has also established a network of bodies (the Committee for equal opportunities), facilities (the equity and diversity office), services (for example the confidential counsellor), that work together at various levels to achieve the same objectives.
"The progress made so far led us to the adoption of the Gep", commented Barbara Poggio, vice rector for Equity and diversity policies at the University of Trento.
"The Gep 2022-2024 aims to plan, support and monitor the University's gender equality objectives in an organic and structured manner, as they will form an integral part of the University's Strategic Plan for 2022-2027.
Furthermore, from January 2022, the GEP is a requirement to participate in funding opportunities at European and national level", she added.
Apart from its intrinsic value, the Gep is now an essential requirement for institutions wishing to access funding under the Horizon Europe programme and or the National Recovery and Resilience Plan (PNRR).
The five areas of the gender equality plan
First of all, work-life balance, organizational well-being, work-related stress, health and safety. The plan presents a data collection and monitoring strategy and precise support, training and awareness-raising actions.
The Gep then aims to address the issue of gender equality in top positions and in decision-making bodies through training courses that prepare for leadership roles, to recognize and enhance staff skills, to develop a leadership style based on the ability to manage diversity. The plan provides practical guidance for an equal composition of university bodies and for a better gender balance in senior executive ranks.
The third area is that of gender equality in recruitment and career advancement. The Gender equality plan lists actions to support the academic and/or professional development of temporary staff, and to give access and implement career advancement actions for the under-represented gender.
The fourth area is that of gender mainstreaming in teaching and research through the organization of scientific events, courses and education and information initiatives on gender issues; this action includes the first level Master's degree in Diversity management: inclusion and equity, thesis awards for works on gender issues and financial support for research into gender studies.
The last area focuses on gender violence, workplace bullying, harassment and sexual harassment with various information and awareness raising initiatives that aim to prevent these behaviours and to implement sanctions and support services.
The Gep is the result of a participatory process that actively involved the entire University community. Its actions are designed for administrative and technical staff, teaching and research staff, PhD students and postdocs and the student community. Some actions are transversal to different University areas, others are specific for a department, centre, directorate, a University body or a University community (teaching staff, students, etc.). A coordination table, chaired by the vice rector for equity and diversity policies of the University of Trento with the support of the Equity and diversity office, supervised the drafting process.
The document is available at: https://www.unitn.it/node/52060/