Area 4. Organization

Actions:

• Design and circulate a checklist for policymakers to use when reshaping the organization's policies to include the gender perspective

• Draft a list of resources that promote gender equality at the university 

• Add a specific term to the Code of Ethics on gender-inclusive written and audiovisual language

Actions:

• Put on gender perspective training for non-management staff 

• Put on gender perspective training for management staff

Actions:

• Develop an internal awareness-raising strategy to promote and foster gender equality at the university

• Develop a strategy to increase the Equality Unit's visibility

• Develop a gender equality training plan that can be accessed by all workers in accordance with the current legislation.

Actions:

• Approve and communicate the Equality Unit's by-laws

• Raise the number of members who comprise the Equality Unit

• Coordinate the Equality Plan 2020-2025

• Draft an annual report on the actions carried out by the Equality Unit

• Curate an Equality Unit collection in the UOC Library

Actions:

• Take part in the vehicles set up to handle the state of emergency at the university

• Include the gender perspective in all communications related to the COVID-19 crisis

• Assess the differential impact of the crisis in terms of gender and drive measures to overcome the effects of COVID-19

Actions:

• Participate in meetings, conferences and actions of the RUIGEU network

• Take part in the meetings, conferences and actions on equality organized by the Vives Network

• Take part in the meetings, conferences and actions organized by the Women and Science Committee (CIC)

• Take part in the meetings, conferences and actions organized by the Universities for Diversity Network (RUD)

• Participate in other international inter-university coordination spaces

• Participate in inter-university coordination spaces to promote measures aimed at facilitating the academic and research careers of people with care responsibilities

Actions:

• Perform a diagnosis to identify needs to guarantee the right to diversity on the grounds of sex, identity or expression of gender and sexual orientation

• Develop a name and gender change protocol for trans and non-binary people at the university

• Develop a data collection protocol for university forms

Actions:

• Draft a policy regarding UOC settings that demands respect for sexual and gender diversity

• Make headway in analysing and fleshing out the conditions required to ensure that our online environments respect sexual and gender diversity

Actions:

• Draft an assessment report on the suitability of the work-life balance measures taken by the UOC

• Work with the Network of Gender Equality Units for University Excellence (RUIGEU) to put together various guides to teleworking and responsible work-life balance

• Spread the news of available work-life balance measures to all UOC staff

Actions:

• Review the selection and recruitment processes to incorporate a gender perspective into them

• Draft and deploy policies that reduce horizontal segregation between academic and administrative staff

• Develop and implement policies to reduce vertical segregation

• Define guidelines on equal merits and, where possible, the recruitment of staff from the under-represented sex for each professional category, for each type of contract and for each job

• Review the university's promotion process from the perspective of gender equality

• Collect data broken down by sex on the applicants and people selected in each university promotion process

Actions:

• Produce a salary register in accordance with the provisions of Royal Decree 902/2020

• Carry out a salary audit in accordance with the provisions of Royal Decree 902/2020

• Develop an action plan to correct situations of pay inequality that have been identified

• Monitor the impact of the actions described in the plan on the annual results of the salary register

Actions:

• Take into account the specific characteristics of women, men and people included in other categories in the assessment of occupational hazards

• Expand awareness-raising and training actions on Occupational Health and Safety, taking into account the specific characteristics of women, men and people included in other categories

• Incorporate the specific characteristics of women, men and people included in other categories into ergonomics protocols

Actions:

• Review the induction website to ensure that it is gender inclusive

• Review the induction packet to ensure that it contains the list of resources contributing to gender equality at the university

Actions:

• Approve a regulation stipulating non-discrimination on the basis of sex, gender identity or expression, or sexual orientation at the UOC

• Develop a protocol for preventing, detecting, acting upon and resolving cases of sexual harassment on the basis of sex, gender or sexual orientation at the UOC

• Consider the option of setting up a sexual assault information point in the UOC's leisure areas where people can receive guidance and support

Actions:

• Train management staff in the mechanisms and procedures involved in the protocol

• Launch outreach initiatives to raise awareness of the protocol and facilitate access to the care routes it sets out

• Disseminate the Government of Catalonia's tutorials on the "duty to intervene" when in witness of LGBTIphobia-based discrimination

• Set up a specific channel where cases of discrimination can be reported and where gender inequalities can be addressed