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R&I PEERS: Difference between revisions
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As envisioned by the project, [[Cyprus Neuroscience and Technology Institute]] (CNTI) has designed a customised Gender Equality Plan (GEP) to foster gender equality and strengthen the participation of female employees within the departments of the organisation. The customised Gender Equality Plan developed lies on the following target areas: work-life balance, reducing the gender gap in decision-making bodies, reducing gender gap among researchers, improving the use of gender-neutral language in organization’s documents, mentoring and supporting the career and excellence of female researchers. Among others, the plan includes the establishment of equal participation of the two genders in [[Cyprus Neuroscience and Technology Institute]] (CNTI)'s Board of Directors for a period of at least 5 years and the introduction of the possibility of flexible working hours as well as remote work in order to improve the work-life balance of the employees. Full access to the GEP is granted here. | As envisioned by the project, [[Cyprus Neuroscience and Technology Institute]] (CNTI) has designed a customised Gender Equality Plan (GEP) to foster gender equality and strengthen the participation of female employees within the departments of the organisation. The customised Gender Equality Plan developed lies on the following target areas: work-life balance, reducing the gender gap in decision-making bodies, reducing gender gap among researchers, improving the use of gender-neutral language in organization’s documents, mentoring and supporting the career and excellence of female researchers. Among others, the plan includes the establishment of equal participation of the two genders in [[Cyprus Neuroscience and Technology Institute]] (CNTI)'s Board of Directors for a period of at least 5 years and the introduction of the possibility of flexible working hours as well as remote work in order to improve the work-life balance of the employees. Full access to the GEP is granted here. | ||
==National Legislation about Gender Equality== | |||
In order to sufficiently develop the internal Gender Equality Plan (GEP) at [[Cyprus Neuroscience and Technology Institute]] (CNTI), the following national legislative documents were taken into account and further used to raise awareness among the employees regarding gender equality: | |||
* Ο Περί Ίσης Μεταχείρισης στην Απασχόληση και την Εργασία Νόμος του 2004 (Ν. 58(I)/2004) / The Equal Treatment in Employment and Labor Law of 2004 (Law 58 (I) / 2004) | |||
* Ο Περί Ίσης Μεταχείρισης Ανδρών και Γυναικών στην Απασχόληση και στην Επαγγελματική Εκπαίδευση Νόμος του 2002 (Ν. 205(I)/2002) / The Equal Treatment of Men and Women in Employment and Vocational Training Law of 2002 (Law 205 (I) / 2002) | |||
* Ο περί Ίσης Μεταχείρισης Ανδρών και Γυναικών (Πρόσβαση σε Αγαθά και Υπηρεσίες και στην Παροχή Αυτών ) Νόμος του 2008 (Ν. 18(I)/2008) / Equal Treatment of Men and Women (Access to and supply of goods and services) Law 2008 (Law 18 (I) / 2008) | |||
* Ο Περί Γονικής Άδειας και Άδειας για Λόγους Aνωτέρας Bίας Nόμος του 2012 (Ν. 47(I)/2012) / Parental Leave Law (2012) 47 (I) / 2012) | |||
* Ο περί Προστασίας της Μητρότητας Νόμος του 1997 (Ν. 100(I)/1997) / The Maternity Protection Law of 1997 (Law 100 (I) / 1997) | |||
* Ο Περί Ίσης Μεταχειρίσεως Ανδρών και Γυναικών στα Επαγγελματικά Σχέδια Κοινωνικής Ασφάλισης Νόμος του 2002 (133(I)/2002) / The Equal Treatment of Men and Women in Professional Social Security Schemes Law of 2002 (133 (I) / 2002) | |||
* Ο περί Προστασίας της Πατρότητας Νόμος του 2017 (117(Ι)2017) / The Paternity Protection Law of 2017 (117(Ι)2017) | |||
* Ο Περί Ίσης Αμοιβής μεταξύ Ανδρών και Γυναικών για την Ίδια Εργασία ή για Εργασία Ίσης Αξίας Νόμος του 2002 (Ν. 177(I)/2002) / The Equal Pay for Men and Women for Equal Employment or Equal Work Law of 2002 (177 (I) / 2002) | |||
