Gender equality plan

The principle of equality and an inclusive academic environment are part of the core values, strategy and working practices of the 麻豆国产 (UL).

Gender equality plan implementation

With the Gender Equality Plan (GEP) 2022-2027 and the Action Plan, we have further committed to the principles of gender equality.

Its purpose is to establish a strong gender equality policy at the UL because we believe that our success depends inter alia on the extent to which we manage to include all employees in teaching and research and attract new scholars without the stereotypes about a person's abilities and capabilities being limited by gender or other personal circumstances (ethnicity, age, sexual orientation etc.).

In April 2023, the Rector of the UL appointed a working group for monitoring the implementation of GEP composed of:

Prof. Vesna Lesko拧ek (head)
Prof. Ksenija Vidmar Horvat (Vice-Rector)
Assist. Prof. Jasna Podreka (Faculty of Arts)
Research Counsellor Ur拧a Opara Kra拧ovec (Faculty of Electrical Engineering)
Prof. Katja Filip膷i膷 (Faculty of Education)
Prof. Alenka 艩vab (Faculty of Social Sciences)
Martin Vrta膷nik (Academy of Theatre, Radio, Film and Television) and
Maja Hosta (specialist service of the UL Rectorate).

Sections of GEP

We understand a culture of equality as an institutional culture in which no one is discriminated against because of their life or personal circumstances. This section of the GEP includes the following objectives:

Communicating the content, objectives and progress of the GEP to all staff and the student population
Use of gender-sensitive language
Promoting and rewarding contribution to gender equality and an inclusive academic environment
Training and mainstreaming gender equality in study programmes and research

Data is crucial for strategic planning, setting future directions for the UL and identifying areas that need to be specifically addressed to ensure the desired progress in gender equality. This section of the GEP includes the following objectives:

Accessible data on the gender structure in governance and management
Access to information on how to reconcile work and care responsibilities
Data on violence, harassment, bullying and discrimination
Data on mainstreaming gender equality in teaching and research

Reconciling work and family commitments is an essential element of a good quality of work and life. This section of the GEP includes the following objectives:

To make it easier to balance work commitments with parenthood and/or caring responsibili颅ties for other family members
Consistent compli颅ance with and aware颅ness of the legal possibilities for recon颅ciling family and work commitments
Uninterrupted inte颅gration into teaching, research and profe颅ssional work after returning from parental leave, caring for another family member or extended absence due to illness

Equality in employment is primarily about preventing and eliminating discrimination in employment based on beliefs about the capabilities and competences for a job (or study). This section of the GEP includes the following objectives:

More balance in the number of male and female higher educa颅tion teachers at senior levels
Improving gender balance in manage颅ment positions
More flexible imple颅mentation of habilita颅tion conditions
Balance in the distri颅bution of research resources
Gaining references in article authorship and project management for early career staff

One of the most important tasks of the UL is to provide a safe and stimulating working and study environment, because only such an environment can enable the achievement of scientific and research excellence. It was especially vital to introduce rules on measures to protect the dignity of employees, which is why on February 15, 2022 the UL Senate adopted the Rules on Measures Against Violence, Harassment and Mobbing. Based on these Rules, the faculties and academies appointed confidants and the UL appointed members of committees for establishing facts and circumstances that are set up in the event of reported violations of these Rules. This section of the GEP includes the following objectives:

Formulation and adoption of additi颅onal rules and guide颅lines of conduct
Development of the Confidential Help System
Appointment of members of the commissions establi颅shed by the Policy on Measures to Combat Violence, Harassment and Bullying
Monitoring imple颅mentation of rules and planning changes
Ensuring awareness of the Policy on Measures to Combat Violence, Harassment and Bullying
Regular education and training

Important documents

Strategies and programmes
- Gender equality plan of the 麻豆国产 2022-2027.pdf
  
  pdf 237 KB
- Rules on measures against violence, harassment and bullying.pdf
  
  pdf 256 KB
Analysis and research
- Situation analysis: Structure of UL academic staff and gender representation in bodies and management positions (2021).pdf
  
  pdf 372 KB

Structure of employees by gender at the UL (2024/25)

45%

female HE teachers and associates
55%

male HE teachers and associates
47%

female researchers
53%

male researchers

Structure of employees in leadership positions at the UL by gender (2024/25)

46%

female (UL member secretaries included)
54%

male (UL member secretaries included)
41%

female (UL member secretaries not included)
59%

male (UL member secretaries not included)

Structure of enrolled UL students by gender (2024/25)

58%

female students (Bachelor's study programmes)
42%

male students (Bachelor's study programmes)
64%

female students (Master's study programmes)
36%

male students (Master's study programmes)
55%

female students (Doctoral study programmes)
45%

male students (Doctoral study programmes)

The UL is a member of international university networks and projects that promote the principles of equality, diversity, and inclusion in order to create a quality and open working and study environment.

This is essential for fostering creativity and innovation, which also depend on how accepted and respected we feel in these environments.