Policy: Gender Equality Plan: Difference between revisions

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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 five 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.

~~The~~ Gender Equality Plan has been implemented as a pilot policy for the period 2018 - 2022.

In the context of [[R&I PEERS]] project, the Gender Equality Plan has been implemented as a pilot policy for the period 2018 - 2022. The GEP was formally adopted by a relevant Board Resolution on 29 Jan 2019 and came into action with its publication on this wiki. Following recommendations from experts, including proposals by the EIGE, the GEP has been revised, and the current version 2 is now available online. As of the 1st of January 2022, the Board of Directors has decided, based on the outcomes of its implementation period, its continuation for the next years, and a Gender Equality Officer has been assigned to overview its implementation.

~~In the context of [[R&I PEERS]] project, the~~ GEP was adopted by a relevant Board Resolution on 29 Jan 2019 and came into action with its publication on this wiki. Following recommendations from experts, including proposals by the EIGE, the GEP has been revised, and the current version 2 is now available online. As of the 1st of January 2022, the Board of Directors has decided, based on the outcomes of its implementation period, its continuation for the next years, and a Gender Equality Officer has been assigned to overview its implementation.

'''Full access to the GEP is granted [[Media:FWC_GEP_2022vFeb.pdf |here]].'''

Policy: Gender Equality Plan: Difference between revisions

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@@ Line 9: / Line 9: @@
 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 five 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.
-The Gender Equality Plan has been implemented as a pilot policy for the period 2018 - 2022.
+In the context of [[R&I PEERS]] project, the Gender Equality Plan has been implemented as a pilot policy for the period 2018 - 2022. The GEP was formally adopted by a relevant Board Resolution on 29 Jan 2019 and came into action with its publication on this wiki. Following recommendations from experts, including proposals by the EIGE, the GEP has been revised, and the current version 2 is now available online. As of the 1st of January 2022, the Board of Directors has decided, based on the outcomes of its implementation period, its continuation for the next years, and a Gender Equality Officer has been assigned to overview its implementation.
-In the context of [[R&I PEERS]] project, the GEP was adopted by a relevant Board Resolution on 29 Jan 2019 and came into action with its publication on this wiki. Following recommendations from experts, including proposals by the EIGE, the GEP has been revised, and the current version 2 is now available online. As of the 1st of January 2022, the Board of Directors has decided, based on the outcomes of its implementation period, its continuation for the next years, and a Gender Equality Officer has been assigned to overview its implementation.
 '''Full access to the GEP is granted [[Media:FWC_GEP_2022vFeb.pdf |here]].'''