GENDER EQUALITY PLAN (GEP)

of the University of Architecture, Civil Engineering and Geodesy

1. INTRODUCTION

This Gender Equality Plan (GEP) has been developed to institutionalize sustainable gender equality policies at UACEG. It combines a commitment to human rights, good governance, and research ethics.

The Plan is an official and public document, approved and signed by the Rector of UACEG, and published on the university's website. The Plan is based on the following key European Union documents: "Gender Equality Strategy 2020–2025" – the EC framework aimed at overcoming structural inequality in society and institutions; "Horizon Europe" – a program that introduces the GEP as a mandatory eligibility criterion for participation by universities and research institutions; "A New European Research Area" – the EC initiative to create a sustainable research space, including gender equality as a central priority; Treaty on the Functioning of the EU, Art. 8; "European Charter for Researchers" and the Code of Conduct.

2. SCOPE AND OBJECTIVES

Scope:

• All academic and administrative units of UACEG;
• Students, faculty, researchers, administrative, and technical staff.

Objectives:

• Creating equal opportunities for academic and professional development;
• Prevention and counteraction of gender discrimination;
• Promoting an inclusive university culture;
• Integrating the gender perspective into research, teaching, and management.

3. INSTITUTIONAL FRAMEWORK

The Plan was adopted by a decision of the UACEG Academic Council;
An Equality Coordinator is appointed, supported by an Equality Team;
An internal commission for monitoring and evaluating the GEP is established;
An annual budget is provided by the university for the implementation of measures.

4. KEY PRIORITY AREAS

4.1. Work-Life Balance in Teaching, Research, and Personal Life

• Development of flexible policies for working hours and academic workload;
• Support for faculty and staff in parenthood: extended parental leave, adaptive scheduling, childcare leave;
• Encouraging participation in distance and hybrid forms of training and meetings.

4.2. Equality in Recruitment, Management, and Academic Careers

• Transparent criteria for promotion and competitive selection procedures;
• Minimum quotas or gender balance in the composition of committees (especially selection and project committees);
• Incentives for female researchers and young faculty members in technical fields with low female representation (Civil Engineering, Transport, Geodesy).

4.3. Integrating the Gender Perspective into Research Activities

• Introduction of requirements for gender analysis when applying for research projects;
• Training for research staff on the gender dimension in research;
• Promoting interdisciplinary projects that include social and gender analysis in architecture and urbanism.

4.4. Prevention of Discrimination, Violence, and Harassment

• Establishment of an internal mechanism for reporting harassment, including sexual harassment;
• Annual anonymous surveys on the academic and social climate;
• Training on topics such as: "Equality and Ethics", "Discrimination and Prevention", "Inclusive Academic Environment", etc.

4.5. Student Environment and Representation

Promoting the equal participation of female students in councils, clubs, and student projects;
Support for female students in specialties with low female presence (Urban Planning, Transport Engineering, Hydraulics);
Conducting initiatives and campaigns on the occasion of March 8th, International Day for the Elimination of Violence against Women, etc.

5. MONITORING, INDICATORS, AND REPORTING

5.1. Data Collection and Analysis

• Annual collection of gender-disaggregated data regarding:
  • Academic positions;
  • Enrolled and graduated students;
  • Participation in research projects and publications;
  • Awards and honors.
• Anonymous surveys among students and staff regarding perceptions of equality.

5.2. Indicators

• % of women in academic staff (by rank);
• % of women as project coordinators;
• Gender pay gap in average remuneration;
• Number of reported cases of discrimination/harassment and measures taken;
• Participation in equality training.

5.3. Reporting

• An annual public report published on the UACEG website;
• The report is presented to the Academic Council and includes proposals for improvement;
• The Plan is reviewed and updated every 2 years.

6. AWARENESS RAISING

• Regular training for faculty, researchers, and administrative staff;
• Introduction of an equality module in the "Ethics in Research" course;
• Creation of an information portal on the UACEG website dedicated to equality;
• Communication campaign: "Equal in Academia – Equal in Society".

7. FINANCING AND RESOURCES

• UACEG allocates dedicated funds for the implementation of the GEP;
• Opportunities to apply for national and international programs for equality actions;
• Capacity building through partnerships with other universities and the NGO sector.

8. CONCLUSION

By adopting this plan, UACEG commits to being a modern and socially responsible university where equality is not only a regulatory commitment but also a key element of academic and human development.