Gender Equality Plan: Difference between revisions
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Future Worlds Center's Gender Equality Plan has been in existence since about 2000. However, it has been updated and formalized in the framework of the project [[Pilot experiences for improving gender equality in research organisations]], financed by the European Commission under Horizon 2020 programme (Call: Science with and for Society, H2020-SwafS-2017-1) | Future Worlds Center's Gender Equality Plan has been in existence since about 2000. However, it has been updated and formalized in the framework of the project [[Pilot experiences for improving gender equality in research organisations]], financed by the European Commission under Horizon 2020 programme (Call: Science with and for Society, H2020-SwafS-2017-1). | ||
The revised Gender Equality Plan focuses on fostering gender equality and strengthening the participation of female employees within the departments of the organisation. | |||
The customised Gender Equality Plan developed lies in the following target areas: | |||
* work-life balance; | * work-life balance; | ||
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[[Category: | [[Category:Publications]] | ||
Revision as of 08:50, 9 March 2022
Future Worlds Center's Gender Equality Plan has been in existence since about 2000. However, it has been updated and formalized in the framework of the project Pilot experiences for improving gender equality in research organisations, financed by the European Commission under Horizon 2020 programme (Call: Science with and for Society, H2020-SwafS-2017-1).
The revised Gender Equality Plan focuses on fostering gender equality and strengthening the participation of female employees within the departments of the organisation.
The customised Gender Equality Plan developed lies in 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.
