What is the UOC's Gender Equality Plan?

The Equality Plan is an institutional commitment to ensuring equality and respect among all of the people who make up the UOC community; it is a systematic series of measures developed on the basis of a study analysing the UOC’s gender equality situation; and it is a tool for working and advancing in the promotion of careers on equal terms, for recognizing the diversity of talent and expertise, and for promoting the introduction of a gender perspective in all subjects (teaching and research).

What is the Gender Equality Plan's legal context?

In September 2005, the European Commission proposed that the European Institute for Gender Equality be set up to disseminate information, exchange best practices and develop methodological tools to support the implementation of equality policies. The European Commission has established directives that reflect these aims (2002/73/EC and 2004/113/EC).

The Spanish and Catalan legal frameworks also promote and protect gender equality. The Spanish Constitution contains three articles that refer to the concept in one way or another: art. 14 establishes the right to equality and non-discrimination on gender grounds; art. 9.2 calls on the public authorities to create the conditions necessary to achieve equality among all individuals; and art. 35 explicitly prohibits gender-based discrimination in relation to the right and duty to work, the freedom to choose a profession, advancement through work and remuneration. Spain’s Constitutional Law 3/2007 of 22 March on effective gender equality is aimed at ensuring the right of women and men to be treated equally and to have the same opportunities in all areas of life, including the political, civil, labour, economic and cultural spheres. The law states that businesses with more than 250 employees must draw up a gender equality plan with the goal of preventing any form of gender discrimination in the workplace.

The Statute of Autonomy of Catalonia also contains articles on gender equality. Art. 4.3 identifies gender equality as a key value, art. 15.2 establishes the right to non-discrimination, and art. 19.2 governs the right to equal participation in the public and private spheres. Art. 41 of the Statute calls on public authorities to ensure equal opportunities between women and men and to incorporate the gender perspective in all public policies; and art. 44 instructs public authorities to promote the social value of equality through the education system.

At its plenary meeting on 21 April 2006, and at the request of its Women and Science Committee, the Catalan Interuniversity Council officially urged all of Catalonia’s universities to begin producing gender equality plans.

In 2007 (as published in the BOE Official State Gazette number 89 of 13 April 2007), the Universities Act was amended to reflect sensitivity to gender equality in all its articles. It also states that universities must incorporate equal treatment and equal opportunities for men and women into its structure and functioning and pass on these values to society.

In which areas has the UOC been analysed to develop a diagnosis?
  • Equal opportunities policy
  • Social responsibility policies and policies with a bearing on society
  • Communication, image and language
  • Women’s representation
  • Access, recruitment, promotion and development
  • Remuneration
  • Harassment, sexist attitudes and perceptions of discrimination
  • Working conditions
  • Balancing work, personal and family life
What process was followed to create the Gender Quality Plan?

A provisional Gender Equality Committee, which represented the entire UOC community, was formed to draw up the plan. The UOC’s Gender Equality Committee assisted with the diagnosis and production of the Gender Equality Plan at the request of the equality officer and the president’s delegate and approved the final version of the document. The committee’s internal regulations, which establishes its position in the institutional structure, have recently been approved.

How long will the Gender Equality Plan remain in force?

The UOC's current Equality Plan was approved by the University's Executive Board on 20 July 2015 and will remain in force until 2019.

At the end of this period, the Equality Board will begin a new phase of diagnosis based on evaluation of the results of the actions undertaken as part of the current plan. These results will show the situation at the UOC and form the basis of a new equality plan for the period 2019–2023.

The UOC has had three equality plans: the first was produced in 2007, the second in 2011 and the third is that currently in force.

The current UOC Gender Equality Plan 2015–2019 is based on the diagnosis carried out in 2014 with the aim to evaluate the state of effective gender equality at the UOC once the UOC Equal Opportunities Plan 2011–2013 came to an end.