A Gender Equality Plan is a set of actions that aim to provide a strategic view of achieving gender equality. The University of Gloucestershire is dedicated to ensuring and promoting gender equality. The University\u2019s commitment to gender equality is embedded within a number of reports, networks and training, in line with the University\u2019s wider approach of advancing equity within the workplace.<\/p>\n\n\n\n
We fulfil the Horizon Europe GEP eligibility:<\/p>\n\n\n\n
The GEP must be a formal document published on the institution\u2019s website, signed by the top management and actively communicated within the institution. It should demonstrate a commitment to gender equality, set clear goals and detailed actions and measures to achieve them.<\/p>\n\n\n\n
Our Equity, Diversity and Inclusion Strategy<\/a> demonstrates our commitment to creating an inclusive University where everyone feels valued and has a sense of belonging; a culture where it is safe to speak up and speak out and where everyone is empowered to grow and realise their full potential. <\/p>\n\n\n\n A GEP must have dedicated resources and expertise in gender equality to implement the plan. Organisations should consider what type and volume of resources are required to support an ongoing process of sustainable organisational change.<\/p>\n\n\n\n We have a dedicated Leadership and Governance structure provided by our Equality, Diversity and Inclusion Committee. This Committee advises, makes recommendations and oversees the advancement and monitoring of equality, diversity and inclusion across the University. The Committee comprises \u2018Equality Champions\u2019, representatives from each school and department, the trade unions, staff networks and the Student Union. <\/p>\n\n\n\n Alongside the Committee we have an Equality, Diversity and Inclusion Team, which leads on and supports the creation of inclusive environments supported by our staff networks, including our Women\u2019s Network: <\/p>\n\n\n\n <\/p>\n\n\n\n Organisations must collect sex\/ gender disaggregated data on personnel (and students, for the establishments concerned) with annual reporting based on indicators. Organisations should consider how to select the most relevant indicators, how to collect and analyse the data, including resources to do so, and should ensure that data is published and monitored on an annual basis. This data should inform the GEP\u2019s objectives and targets, indicators, and ongoing evaluation of progress.<\/p>\n\n\n\n The University publishes reports annually on the progress made against its Equality Objectives and, in a separate report, on its Gender Pay Gap. It also publishes its workforce statistics and student data to measure its progress against increasing the diversity of both. The latest monitoring and progress reports can be found via the following links: <\/p>\n\n\n\n The GEP must also include awareness-raising and training actions on gender equality. These activities should engage the whole organisation and be an evidence-based, ongoing and long-term process. Activities should cover unconscious gender biases training aimed at staff and decision-makers and can also include communication activities and gender equality training that focuses on specific topics or addresses specific groups.<\/p>\n\n\n\n We all have a responsibility at the University to create and sustain an inclusive and welcoming environment for all. We ask all staff to complete our e-learning module on equality and diversity and attend our \u2018Developing Inclusive Behaviours Workshop\u2019. We offer an e-learning module on Unconscious Bias for staff and managers. We also ask all staff who sit on interview panels to complete the recruitment and selection e-learning and attend the interviewer skills training. Alongside this we deliver Inclusive Recruitment Training for Council Members. <\/p>\n\n\n\n The University supports the career development of female staff through Aurora: GEPs aim to promote gender equality through the sustainable transformation of organisational culture. Organisations should implement necessary policies to ensure an open and inclusive working environment, the visibility of women in the organisation and externally, and that the contribution of women is properly valued. Inclusive work-life balance policies and practices can also be considered in a GEP, including parental leave policies, flexible working time arrangements and support for caring responsibilities.<\/p>\n\n\n\n At the University we support work-life balance and inclusive organisational culture by providing a suite of family friendly and flexible working policies.<\/a> <\/p>\n\n\n\n Increasing the number and share of women in leadership and decision-making positions touches upon all aspects in the GEP. Measures to ensure that women can take on and stay in leadership positions can include providing decision-makers with targeted gender training, adapting processes for selection and appointment of staff on committees, ensuring gender balance through gender quotas, and making committee membership more transparent.<\/p>\n\n\n\nDedicated Resources<\/h3>\n\n\n\n
Data Collection and Monitoring<\/h3>\n\n\n\n
Training and Capacity Building<\/h3>\n\n\n\n
\u201cAurora is Advance HE’s leadership development initiative for women. It is run as a unique partnership bringing together leadership experts, higher education providers and research institutes to take positive action to address the under-representation of women in leadership positions in the sector.\u201d<\/p>\n\n\n\nRecommended requirements<\/h2>\n\n\n\n
Work-life balance and organisational culture<\/h3>\n\n\n\n
Gender balance in leadership and decision-making<\/h3>\n\n\n\n