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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