Area 4: Organization

Strategic area 4: Organization

Consolidate the gender perspective in our organizational culture

Strategic objective 1

Operational objectives and actions

Include the gender perspective in all UOC policies and plans across the board

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

Train UOC staff as necessary to effectively mainstream the gender perspective

Actions:

  • Put on gender perspective training for non-management staff 
  • Put on gender perspective training for management staff 

Carry out awareness-raising activities to effectively mainstream the gender perspective

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

Ensure that the matter of gender equality is properly handled at the University by those in charge of the Equality Unit

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

Build the gender perspective into the UOC's analysis of and response to the COVID-19 crisis

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

Participate in interuniversity networks to mainstream gender in higher education

Actions:

  • Take part in the meetings, conferences and actions organized by the Network of Gender Equality Units for University Excellence (RUIGEU) 
  • Take part in the meetings, conferences and actions regarding 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 nationwide university LGBTI network
  • Take part in any other interuniversity coordination vehicles operating on an international scale

Promote the recognition of sexual diversity, gender identity and expression, and sexual orientation in all the UOC's relational settings, including both in-person and online environments

Strategic objective 2

Operational objectives and actions

Take specific corrective measures to rectify management procedures that fail to recognize or respect sexual and gender diversity

Actions:

  • Conduct an analysis to root out any shortcomings concerning the right to sexual and gender diversity
  • Develop a protocol to ensure transgender students and employees are addressed using their correct name and pronouns
  • Develop a data collection protocol for University forms 

Take specific corrective measures to rectify in-person and online environments that fail to recognize or respect sexual and gender diversity

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

Settle on a people management policy that respects the gender perspective

Strategic objective 3

Operational objectives and actions

Promote work-life balance within the UOC's labour policies

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

Ensure equal treatment and opportunities are given to everyone taking part in recruitment and promotion processes at the UOC

Actions:

  • Update the recruitment and hiring processes so that they include the gender perspective
  • Draft and deploy policies that reduce horizontal segregation among academic and management staff
  • Draft and deploy policies that reduce vertical segregation

Ensure equal treatment and non-discrimination among men and women with regard to pay, in compliance with the most recent legislation on equality in companies

Actions:

  • Conduct a salary audit 
  • Examine the pay situation, assessing jobs according to the remuneration and promotion systems in place and determining whether other factors may trigger pay differences
  • Draw up an action plan to correct any cases of unequal pay and follow up on them
  • Develop a mechanism to include equal pay in our people management policy (e.g. a system for assessing jobs according to the job classification system and the collective agreement)

Ensure gender equality in the induction processes

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 

Examine cases of violence arising from discrimination on the basis of sex, gender identity or sexual orientation

Strategic objective 4

Operational objectives and actions

Arm the UOC with a regulatory framework that comprehensively covers violence arising from discrimination on the basis of sex, gender or sexual orientation

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

Make the UOC community aware of the protocols available for investigating cases of violence arising from discrimination on the basis of sex, gender or sexual orientation

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