Gender Equality Plan for the UW for 2020 – 2023 (2024)
Gender Equality Plan for the UW for 2020 – 2023 (2024)
The strategic document that provides the framework for gender equality activities is the Gender Equality Plan for the University of Warsaw adopted in 2020 together with the Action Plan for 2020-2023. It is addressed to the entire academic community – students, doctoral students and employees.
It is based on five main goals formulated on the basis of research into the UW community needs, expert consultations and a solution review of solutions used at European universities.
Gender Equality Plan for the UW
GOAL 1 Raising awareness of the importance of equality issues and strengthening positive attitudes towards diversity.
GOAL 2 Supporting the development of women’s scientific careers.
GOAL 3 Ensuring gender equality in the recruitment of female and male employees and doctoral schools.
GOAL 4 Making the combination of work and family life easier.
GOAL 5 Increasing balanced sex representation with respect to chairpersons of faculty and university committees, management, expert and reviewer teams, and chairpersons of scientific and popularisation events.
The equality actions contained in the Gender Equality Plan are consistent with the Strategy for Researchers developed in connection with the University’s receipt of award HR Excellence in Research. The award is granted by the European Commission. It signifies a commitment to continuously improving staff and recruitment policies, including the development of equality policies by creating the Gender Equality Plan for the University of Warsaw.
Equality and diversity are values that contribute to development in science. The social mission of the University of Warsaw is to provide access to knowledge and skill acquisition to all those who are entitled to it. The starting point for the Gender Equality Plan is to put good practice into action and to improve communication within the academic community so that good examples and equality solutions can be spread more efficiently. This makes it possible to combine creating a safe, equal climate at the university with preventing discrimination through an early intervention system.
According to the surveys and consultations carried out, some people face both prejudices and various types of institutional obstacles that make it impossible for them to benefit fully from the opportunities for scientific development. These barriers often take the form of discrimination based on gender, sexual harassment and obstacles to combining work and family life. Such impediments mean that scientific careers, particularly women’s, slow down, and some may lose interest in further scientific development. Barriers to combining work and family life also discourage fathers from trying to engage in both spheres of life: work and family.
In any case, this is a loss for both the University of Warsaw and science development in Poland.
Knowledge database
Gender Equality Plan for the UW
- Gender equality plan
- GEP Annual Reports
- GEP study report (avaliable in Polish)
- Extension of the implementation period of GEP until the end of 2024 – ordinance (avaliable in Polish)
About Gender Equality Plans
- Horizon Europe Guidance on Gender Equality Plans – the European Commission has recognised the GEP for the UW as a model example of a GEP
- National Contact Point for Horizon Europe: “Gender Equality Plans (GEP) in Horizon Europe” (available in Polish) – The National Centre for Research and Development recognises the GEP for the University of Warsaw as a good example and source of inspiration for others