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Good practices outside the UW

We cordially encourage you to familiarize yourself with interesting and inspiring examples of activities undertaken by units from outside the University of Warsaw to strengthen the principles of equality and diversity

national activities:

  • Academic Safety and Equality Network (ASBiR) is a community bringing together individuals at Polish universities responsible for protecting academic rights and values, as well as safety, equality, and diversity. Since April 2023, ASBiR has been a registered association, with members of the University of Warsaw staff engaged in equality and safety serving on its governing bodies. Its main tasks include:

    • providing a safe and confidential space for sharing knowledge and experiences regarding challenges faced by universities and ways of addressing them,

    • building a knowledge base and collection of good practices,

    • diagnosing and signalling problems common to many academic institutions,

    • conducting joint research and producing “inter-university” reports,

    • engaging in national and international cooperation with organisations promoting equality and safety in academia,

    • sharing information about national and international events.

 

  • When Science is a Woman – an interdisciplinary initiative by Adam Mickiewicz University (UAM) available in Polish. Designed to highlight both historical and contemporary contributions of women in science, while analyzing the barriers faced by female researchers at different stages of their careers. The project takes a multifaceted approach: conducting research on the situation of women in academia, organising conferences, lectures, workshops, public shows and exhibitions, as well as producing educational materials aimed at students, doctoral candidates, faculty, administrative staff, and the wider public. It thus combines science popularisation with advocacy for institutional change. The main goals include:

    • visibility – restoring forgotten female scientists and promoting contemporary researchers,

    • education – raising awareness of inclusive language, the importance of balancing family and professional responsibilities, and addressing biases in academia,

    • recommendations – identifying practices and policies that support the development of women’s academic careers.

 

  • Tip-Top. A Step Towards Feminatives is a student-led campaign under the patronage of the “When Science is a Woman” initiative, conducted in Polish. It focuses on language and everyday academic practices – promoting the use of feminatives, inclusive language, and small acts of visibility (such as proper pronouns and titles, showcasing female researchers’ achievements in university materials). Activities include short social campaigns, educational Instagram posts, workshops, and performative events, especially targeted at students and early-career researchers.

 

  • L’Oréal Polska for Women in Science – a programme that combines financial support (scholarships), media promotion, and network-building for outstanding young female researchers. In Poland, it has been running for over two decades, granting scholarships and distinctions. Laureates are recognised at galas, featured in media campaigns, and positioned as role models. The programme combines corporate partnership (L’Oréal Poland), organisational support (Polish National Commission for UNESCO, Polish Academy of Sciences), and institutional cooperation with universities, which increases its reach and prestige. Awardees gain not only financial support, but also mentoring and significant public visibility.

 

  • Women in Science Initiative under the patronage of Elżbieta Koopmann-Heweliusz – a comprehensive promotional and educational platform prepared by the University of Gdańsk (UG). It features the stories of female researchers connected with UG, interviews and articles about contemporary women scientists, and documents related to gender equality policies, such as the Gender Equality Plan. The initiative also includes scientific and popular-science events, as well as a mentoring programme for early-career female researchers.

 

foreign activities:

  • UniSAFE is a project funded by the EU, running from 2021 to 2024, addressing the issue of gender-based violence nad sexual harassment in the academic community. Its main objective was to gather informations about the scale and causes of the phenomenon, and then to translate this knowledge into practical solutions for universities and research institutions.
    The study conducted during the project found that nearly 62% of over 42,000 respondents has experienced gender-based violence in the workplace or academic facility. Majority of these respondents (93% of students and 77% of staff) have not reported the incident. The most common reasons cited were unawareness of the severity of the situation and a lack of trust in the institution.
    In response to these results, UniSAFE researchers proposed the 7P model for countering gender-based violence:

    • Prevalence – issue scale analysis
    • Prevention – precautionary actions
    • Protection – safety procedures
    • Prosecution – disciplinary and legal actions
    • Provisions of service – victims support
    • Partnership – institutional cooperation
    • Policies – joint strategy

UniSAFE team also prepared instruments supporting institutions in developing their own anti- violence procedures:

      • Toolkit – a comprehensive package of knowledge and materials on anti-discrimination policy, a starting point for developing or revising the procedures and a space for exchanging good practices between institutions
      • Policy map – an interactive map presenting legislations and national policies regarding gender-based violence in the EU as well as

the set of recommendations for legislators, universities and research institutions, research funders, professional and student associations and compilation of the publications published as a part of the project.

 

  • GenderSAFE is an initiative launched in March 2024, based on UniSAFE’s findings and presentations. Its goal is to implement a zero-tolerance strategy against gender violence in the academic community. It aims to create safe and inclusive scientific communities, explore legal and social changes regarding violence and raise awareness of sexual harassment.
    GenderSAFE team developed the zero-tolerance Code of Conduct, defining principles for opposing gender-based violence in universities and research institutions. Each university and research institution, as well as each individual employed therein, may declare its implementation.
    The Code consists of nearly twenty principles, organized around three pillars:

    • Pillar 1 – Commitment – recognizing the existence and systemic nature of gender-based
      violence in the academic community and the institution’s responsibility to counteract it by creating safe and inclusive work and learning environments
    • Pillar 2 – Action – implementation of the commitment through adoption of a policy against gender-based violence, monitoring the scale of the phenomenon, education, prevention, creation of support institutions, exchange of experiences and integration of procedures with other academic institutions
    • Pillar 3 – Accountability – introducing formal and informal procedures for investigating
      violations, equipping people involved with necessary knowledge and skills, establishing detailed rules for individual accountability for violations of the Code.

GenderSAFE also offers a platform for exchanging experience for those involved in countering gender-based violence, as well as reports and publications published as part of the projects.

 

  • GEPARD (Gender Equality Programme in Academia – Raising Diversity) is an EU project aimed at creating conditions in the academic environment for ensuring equal opportunities for women and men, as well as promoting diversity through the development of a universal application model of gender equality policy in academia and its dissemination. The project also promotes the exchange of good practices in the field of gender equality and diversity in higher education, and strengthens cooperation between engaged entities.

 

  • GENDER ACTION and its continuation GENDER ACTION Plus are major EU projects financed under Horizon Europe, with the goal of strengthening gender equality policies within the European Research Area. They operate at the systemic level — involving national institutions, research organizations and universities in exchanging experiences and developing practical tools. The projects produce reports, guidelines, and training sessions promoting good practices in equality and diversity, intersectionality, and gender-based violence.

 

  • The Central and Eastern European Network for Gender Issues – CEE Gender Network is a regional network bringing together women’s organizations, parties and activists from Central and Eastern European countries. Its mission is to mainstream gender equality issues into public and party policies, as well as to support capacity-building for women politicians and activists. The network combines advocacy work with political education and knowledge exchange.

 

  • Linked to CEE Gender Network is another initiative –  Gender Equality in Central and Eastern Europe – GEinCEE, which focuses on developing inclusive solutions. It emphasizes educational and practical activities — webinars, exchange of best practices, guidelines, and meetings for those implementing Gender Equality Plans in their countries, as well as workshops for management staff in academic institutions. It encourages the adaptation of tools such as flexible employment schemes or care support for children and other family members, taking into account the social context of each country.

 

  • Gender Equality Network in the European Research Area – GENERA was established as a networking project aimed at improving gender equality in the natural sciences, particularly physics. The project produced guidelines for implementing Gender Equality Plans and other equality practices. The website provides training materials tailored to the specificities of each discipline, as well as a forum for exchanging experiences and building mentoring networks.

 

  • MINDtheGEPs is a multi-stage, international project designed to support research institutions in developing and implementing Gender Equality Plans adapted to their specific needs and contexts. The project runs pilots at public universities, research institutes, and technology centers, both in countries with advanced equality legislation and in those still developing such frameworks. Its methodology combines data analysis through institutional audits, consultancy, and a toolkit for monitoring outcomes.

 

  • Systemic Action for Gender Equality – SAGE aims to facilitate the implementation of Gender Equality Plans in institutions. Its key elements include a practical methodology based on the cycle of diagnosis – design – pilot – monitoring, the “SAGE Wheel” (a map of action areas supporting quick audits), and ready-to-use examples of actions improving equality.

 

  • The ACTonGender Project combines educational goals with practical support for gender equality. It offers monitoring, webinars and training for teams implementing Gender Equality Plans, a network for sharing good practices along with a “twinning” mechanism that pairs institutions with similar objectives, and a repository of ready-to-use tools such as audit forms, policy templates, and examples of actions. A major advantage of ACT is the opportunity to quickly transfer proven solutions, test practices while receiving expert support, and participate in dedicated regional or thematic groups that connect knowledge with local contexts and foster collaboration among specialists.

  • AcademiaNet is an international database of profiles of outstanding female researchers and experts across all disciplines. Profiles are nominated by partner institutions, with selection criteria focused on scientific achievements and leadership potential. The database is primarily intended for recruitment committees, academic event organizers, and the media, addressing the visibility gap of women experts in academia, scientific panels, and public discourse.

 

  • INSPIRE is a European center of excellence for inclusive gender equality in research and innovation — it strengthens knowledge, skills, and action through expert networking and tool development. The project is organized into four thematic hubs (sustaining change, increasing participation, intersectionality, private sector innovation) and provides equality professionals with resources, training, and audits. INSPIRE also develops practical support packages for institutions starting equality-related activities, including guides, tools, webinars, and mentoring possibility.

 

  • The global initiative Mothers in science focuses on supporting scientist mothers in reconciling professional and family responsibilities, particularly in STEM. It operates through research, advocacy campaigns, policy initiatives, institutional recommendations, and practical solutions. It provides practitioners with arguments and evidence to present to decision-makers and apply within their institutions. Key goals include introducing changes in grant and research assessment policies, accounting for maternity leave gaps, adjusting expectations to mothers’ limited time resources, developing flexible leave policies, and expanding childcare infrastructure in academic institutions.

  • KU Leuven Gender Initiatives – the Catholic University of Leuven serves as an excellent example of an academic institution committed to an integrated equality policy. It has developed a comprehensive Gender Equality Plan supported by dedicated structures such as the Equality Office and its representatives at each faculty, along with a Diversity Council responsible for strategy development. Initiatives cover education (Gender Studies courses and programs), HR instruments (monitoring indicators, recruitment and promotion rules), as well as a range of research and social actions to increase the visibility of women in science. KU Leuven’s systemic approach provides a strong reference point and a model for continuously adapting university policies to the current needs of students and staff.