Operational objectives:
To disseminate and communicate the UOC's institutional commitments in the field of EDI to the whole university community.
Operational objectives:
To promote awareness-raising activities and communication channels that foster EDI values across all areas of the institution.
To promote a communication image at the UOC with an EDI perspective, thereby ensuring that all institutional communication channels and materials apply this perspective.
Operational objectives:
To ensure that the various job evaluation systems incorporate an EDI perspective.
To correct wage gaps arising from inequalities based on gender, disability and cultural diversity.
Operational objectives:
To strengthen alignment between the Equality, Diversity and Inclusion Plan and the HRS4R seal, within the framework of the OTM-R principles.
To incorporate an EDI perspective into talent attraction strategies (both job offers and applications), and to highlight the value of the UOC model for work-life balance and talent retention.
To promote EDI practices in selection and recruitment processes to foster a balanced representation of all groups within the UOC's areas of work.
Operational objectives:
To incorporate an EDI perspective into the UOC's promotion processes.
To promote the presence of underrepresented groups in leadership positions and positions of responsibility within the institution.
To promote talent retention measures that integrate an EDI perspective.
Operational objectives:
To ensure that the UOC's current continuing education system continues to promote accessibility and inclusion across the entire UOC community.
To continue promoting training activities on EDI-related issues for all UOC staff (according to profile) and to incorporate a cultural diversity perspective.
Operational objectives:
To ensure that the design and implementation of measures related to the UOC's working conditions incorporate an EDI perspective.
To continue promoting telework, shared responsibility and work-life balance and caregiving rights, while minimizing implementation gaps and ensuring that exercising these rights does not negatively impact career development.
Operational objectives:
To ensure that EDI criteria are fully incorporated into the UOC's comprehensive health strategy.
Operational objectives:
To strengthen awareness and training for the entire UOC community to promote zero tolerance for harassment and discrimination through accessible formats and channels.
To ensure the full and effective administrative inclusion of trans and non-binary groups through the design, approval and implementation of a name and gender change protocol across 100% of the UOC's internal identification systems.
