Page 6 - Gender Equality Plan 2022-2024 (english version)
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points  observed  on  average  in  the              higher  than  that  found  for  men.  An
            University.                                         imbalance  that  therefore  recommends
            These  inequalities  therefore  show  the           specific  actions  in  the  area  of  work-life
            importance to provide for specific actions          balance. In the same survey, compared to
            to promote gender equality in recruitment           remote  training,  there  is  still  a  greater
            and  career  progression,  as  well  as  a          gender gap in the difference between the
            gender  balance  in  top  and  decision-            training  actually  received  and  the  one
            making positions.                                   deemed  necessary  on  the  psychological
            Actions  for  gender  balance  in  top  and         aspects, on the dynamics of remote work,
            decision-making      positions    are    also       organisational,  digital  and  regulatory
            justified  by  the  analysis  of  the  gender       aspects.  Here,  too,  there  is  a  need  for
            composition       of     the     University’s       action in the field of training.
            governance.    In  percentage  terms,  the          As part of the series of seminars proposed
            body with the largest presence of women             by the Single Guarantee Committee on the
            is  the  Single  Guarantee  Committee,  in          subject of psychological distress due to the
            which  women  represent  67%  of  the               COVID-19 pandemic and addressed to the
            components,       and     the     Evaluation        staff  and  student  population  of  our
            Committee in which they represent 56%.              University,  there  was  a  strong  need  for
            The  gender  composition  of  the  Rector’s         psychological  assistance,  mainly  from
            delegates  appears  more  balanced  (45%            students. The need emerged to undertake
            women)  while  the  male  component                 a  specific  action  to  open  a  Counselling
            prevails in the other bodies.                       Service  specific  for  students,  being
            A  positive  indirect  impact  on  gender           already present in the University a similar
            balance  in  terms  of  presence  in                Counselling  Service  open  to  the  whole
            disciplinary    areas    and    on    career        staff,  both  structured  and  unstructured.
            progression  will  therefore  be  achieved          This  Service,  promoted  within  the  wider
            through the actions planned with reference          project on organisational well-being in the
            to the culture of the organisation and the          University,  is  aimed  at  all  teaching,
            balance of private and working life.                research and administrative and technical
            As  regards  training,  it  is  important  to       staff  who  experience  in  the  workplace
            consider the results of the survey carried          situations  of  psychological  malaise,
            out in 2020 in Unimore on the basis of the          discomfort  within  the  organizational
            questionnaire  proposed  by  the  National          context, correlated work stress and need a
            Conference  of  Equality  Bodies  of  Italian       useful support in order to face and also to
            Universities,  in  collaboration  with  the         prevent     situations   associated     with
            national  research  group  Saph2@work.              mobbing.
            The  initiative,  addressed  to  technical
            administrative     staff    and     research        Actions
            professors,  was  aimed  at  describing  the
            working life in the Universities during the
            second  closure  related  to  the  pandemic         In the light of some of the critical issues
            with  reference  to  some  dimensions  and          identified in terms of gender inequality and
            variables that then proved fundamental in           the  consultations  carried  out,  some
            the  analysis  of  the  gender  perspective.        actions are proposed below in line with the
            The  answers  have  in  fact  returned  a           priority  areas  indicated  by  the  European
            conflict between work and family life that          Commission, represented in the summary
            worsened especially for women during the            diagram and more widely presented in the
            pandemic. These have been found to be               Attached Action Plan.
            more  involved  in  the  care  work,  with  an      For many actions, there is evidence of an
            increase  in  commitment  that  has  been           impact on several areas. However, when

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