Gender Equality Plan (GEP) for the East European Law Research Center
The East European Law Research Center is committed to fostering an inclusive, diverse, and equitable working environment. This Gender Equality Plan (GEP) outlines the Center’s commitment to addressing gender imbalances and promoting gender equality across all levels of its operations, including research, teaching, and administration. The plan adheres to the eligibility requirements for Horizon Europe-funded projects and aligns with the following key principles.
1. Public GEP and Leadership Commitment
The Gender Equality Plan (GEP) is a formal document published on the Center’s official website, ensuring visibility and transparency. It is endorsed and signed by the top management, signaling a strong commitment from senior leadership. This formalization of the GEP guarantees that the Center’s approach to gender equality is publicly accessible and reinforces its dedication to inclusivity.
2. Dedicated Resources
To effectively implement the GEP, the Center allocates specific resources, including both financial support and dedicated personnel with expertise in gender issues. A Gender Equality Officer, Mag Yuliia Hartman, is appointed, responsible for overseeing the plan’s implementation, monitoring progress, and reporting annually. This role will ensure that the GEP is not just a formal document but an actively managed and dynamic strategy for positive change.
3. Data Collection and Monitoring
The Center systematically collects sex/gender-disaggregated data on all personnel and students. This data collection forms the foundation of annual monitoring reports, which tracks progress in key areas, such as gender balance in hiring, promotion, and leadership positions. These reports will be shared with senior management and made available to staff, providing transparency and accountability.
4. Training and Awareness
The Center encourages regular training sessions for all staff and decision-makers. These sessions and trainings must focus on raising awareness about gender equality, unconscious gender bias, and fostering an inclusive environment. Particular attention is given to educating staff on how unconscious biases can affect hiring, career progression, and daily interactions within the Center. Training will be mandatory for leadership and decision-making bodies to ensure they are equipped to drive gender-sensitive policies and practices.
Thematic Areas Addressed
1. Work-life Balance and Organisational Culture
The Center is committed to promoting a healthy work-life balance for all employees. To achieve this, flexible working arrangements, such as remote working and adaptable hours, will be encouraged, especially for those with caregiving responsibilities. Initiatives to create a supportive organizational culture that values both professional and personal commitments will be rolled out, ensuring that employees do not have to choose between career progression and family responsibilities.
2. Gender Balance in Leadership and Decision-making
Achieving gender balance in leadership and decision-making roles is a priority. The Center will implement measures to ensure equitable representation of men and women in key leadership positions, including senior academic roles and administrative decision-making bodies. This will include setting measurable targets for gender balance and promoting internal mentoring and development programs aimed at preparing women for leadership roles.
3. Gender Equality in Recruitment and Career Progression
The Center will embed gender equality principles into its recruitment and promotion processes. Job advertisements, selection criteria, and interview panels will be designed to avoid gender bias and promote equal opportunities. Specific attention will be paid to ensuring that career progression opportunities, such as promotions and access to research funding, are equally available to all genders, preventing any gendered barriers in professional development.
4. Integration of Gender into Research and Teaching
The Center recognizes the importance of integrating a gender perspective into both research and teaching. Researchers will be encouraged and supported in incorporating gender analysis into their research projects, ensuring that the outcomes reflect diverse perspectives and address gendered inequalities where relevant. In teaching, efforts will be made to include gender-sensitive content and methodologies, preparing the next generation of legal scholars to approach their work through an inclusive lens.
5. Measures Against Gender-based Violence, Including Sexual Harassment
A zero-tolerance policy on gender-based violence and sexual harassment will be implemented. Clear procedures will be established to prevent, report, and address incidents of harassment, ensuring that victims feel safe and supported throughout the process. A confidential reporting mechanism will be provided, along with access to counseling and support services for affected individuals. Training and awareness campaigns will focus on preventing gender-based violence and educating the Center’s community about respectful workplace behavior.
The Gender Equality Plan of the East European Law Research Center is a comprehensive framework aimed at promoting gender equality in all aspects of the Center’s operations. By formalizing this commitment and dedicating resources to its implementation, the Center ensures that gender equality is not only a goal but a reality in the way it conducts research, manages personnel, and contributes to the broader legal academic community. This plan will be reviewed and updated regularly, with annual reports to track progress and make adjustments where necessary.