Based on the challenges arising from the diagnosis, the following objectives and actions have been formulated.
Objective I: Improving the gender ratio in the University management
Achievement of the objective will contribute to increasing the participation of the underrepresented gender group in leadership.
Action 1. Promoting balanced gender representation in the University's management structure.
Measure: Providing information and promotional campaigns highlighting the importance and value of a balanced gender ratios among managerial staff and at decision-making positions.
Entities responsible: Board of Rectors, Ombudsman for Academic Rights and Values, Department of Security, Safety and Equal Treatment – Safe JU, JU Centre for Communications and Marketing, CM Organization and Promotion Department, targeted project managers.
Target group: University community.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 2. Provision of training related to gender balance and equality topics.
Measure: Number of training sessions held to raise awareness of gender equality, equal rights and diversity issues.
Entities responsible: Board of Rectors and Deans, Ombudsman for Academic Rights and Values, Centre for Human Resources, CM Human Resources Department, Research Support Centre, CM Research Department, Department of Security, Safety and Equal Treatment – Safe JU, targeted project managers.
Target group: Underrepresented groups.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 3. Motivating women to apply for managerial positions.
Measure: Developing programmes and projects to promote female presence in management structures.
Entities responsible: Board of Rectors and Deans, Ombudsman for Academic Rights and Values, Department of Security, Safety and Equal Treatment – Safe JU.
Target group: Underrepresented groups.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 4. Increasing management skills with a special focus on underrepresented groups.
Measure: Providing access to and engaging in a variety of forms of building management skills.
Entities responsible: Board of Rectors and Deans, Centre for Human Resources, CM Human Resources Department, Research Support Centre, CM Research Department, targeted project managers.
Target group: Executive/managerial staff.
Implementation period: 2022–2025 (the entire validity period of the document).
Objective II: Improving the gender ratio in the employment structure
Achievement of the objective should ensure gender diversity among staff.
Action 1. Quality analysis of recruitment processes considering gender balance.
Measure: Development of reports concerning analysis of the recruitment process.
Entities responsible: Centre for Human Resources, CM Human Resources Department.
Target group: University units.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 2. Creating standards and guidelines on gender balance in employment
Measure: Development and formal implementation of standards and guidelines to ensure gender balance and non-discrimination in employment.
Entities responsible: Board of Rectors and Deans, Ombudsman for Academic Rights and Values, task forces.
Target group: University community, candidates for work.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 3. Enhancing the University's attractiveness as an employer – targeted at underrepresented groups.
Measure: Number of activities (e.g. projects, internal regulations) in the field of promotion of work at the University with particular emphasis on women’s careers.
Entities responsible: Vice-Rector for Research, Vice-Rector for Collegium Medicum – appointed Vice-Rector's Proxy, Research Support Centre, CM Research Department, project managers.
Target group: Candidates for work and the University community.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 4. Increasing superiors’ awareness of the gender ratios in the employment structure of the units managed by them.
Measure: Conducting periodic analyses and preparing relevant reports in the area of human resources at the level of unit management.
Entities responsible: JU Vice-Rector for Human Resources and Financial Management, JU Vice-Rector for Research, Vice-Rector for Collegium Medicum – appointed Vice-Rector's Proxy, Chancellor, Deputy Chancellor for Collegium Medicum, Centre for Human Resources, CM Human Resources Department.
Target group: University units.
Implementation period: 2022–2025 (the entire validity period of the document).
Objective III: Identifying and eliminating barriers to gender equality
Achievement of the objective serves to create working conditions conducive to gender balance.p>
Action 1. Diagnosis and regular review of working conditions considering all aspects affecting job satisfaction.
Measure: Implementation of a regular system for employee satisfaction measurement and analysis that takes into account working conditions (including salary)
Entities responsible: Vice-Rector for Human Resources and Financial Management, Vice-Rector for Research, Vice-Rector for Collegium Medicum – appointed Vice-Rector's Proxy, Centre for Human Resources, CM Human Resources Department, Department of Security, Safety and Equal Treatment – Safe JU, Health and Safety Inspectorate, CM Health and Safety Inspectorate and CM Fire Protection Officer.
Target group: University community.
Termin realizacji: 2022–2025 (the entire validity period of the document).
Action 2. Establishment of work-life balance rules
Measure: Development and formal implementation of work policies and standards fostering work-life balance.
Entities responsible: JU Vice-Rector for Human Resources and Financial Management, JU Vice-Rector for Research, Vice-Rector for Collegium Medicum – appointed Vice-Rector's Proxy, Chancellor, Deputy Chancellor for Collegium Medicum, Ombudsman for Academic Rights and Values, Centre for Human Resources, CM Human Resources Department.
Target group: University community.
Termin realizacji: 2022–2025 (the entire validity period of the document).
Action 3. Implementation of modern HR management concepts to support gender balance in promotions.
Measure: Development and formal implementation of career paths, competency models, employee development programmes, and employee periodic evaluation.
Entities responsible: JU Vice-Rector for Human Resources and Financial Management, JU Vice-Rector for Research, JU Vice-Rector for Educational Affairs, Vice-Rector for Collegium Medicum, Chancellor, Deputy Chancellor for Collegium Medicum, CM Vice-Rector’s Proxy for Research and International Cooperation, CM Vice-Rector’s Proxy for Education, Centre for Human Resources, CM Human Resources Department.
Target group: University community.
Termin realizacji: 2022–2025 (the entire validity period of the document).
Action 4. Introduction of solutions to facilitate the adaptation of employees, students and doctoral students exercising rights related to parenthood.
Measure: Development and formal implementation of good practices, useful information in the form of a handbook for persons exercising their rights related to parenthood and adaptation of existing regulations to their needs.
Entities responsible: JU Vice-Rector for Human Resources and Financial Management, JU Vice-Rector for Research, JU Vice-Rector for Educational Affairs, Vice-Rector for Collegium Medicum, Chancellor, Deputy Chancellor for Collegium Medicum, CM Vice-Rector’s Proxy for Research and International Cooperation, CM Vice-Rector’s Proxy for Education, Ombudsman for Academic Rights and Values, Centre for Human Resources, CM Human Resources Department, Research Support Centre, CM Research Department, Centre for Academic Support, CM Division for Education and Academic Careers, JU Student Self-Government, JU PhD Student Association
Target group: University community..
Termin realizacji: 2022–2025 (the entire validity period of the document).
Objective IV: Building the image of the Jagiellonian University as a place that guarantees gender equality
Achievement of the objective is supposed to present the University as an organization that cares about gender equality and equal rights.
Action 1. Developing awareness of employee rights related to gender equality issues.
Measure: Provision of training to expand awareness on solutions for convenient working conditions.
Entities responsible: JU Vice-Rector for Human Resources and Financial Management, Vice-Rector for Collegium Medicum – appointed Vice-Rector's Proxy, Chancellor, Deputy Chancellor for Collegium Medicum, Department of Security, Safety and Equal Treatment – Safe JU, Centre for Human Resources, CM Human Resources Department, targeted project managers, Health and Safety Inspectorate, CM Health and Safety Inspectorate, and CM Fire Protection Officer.
Target group: University community.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 2. Promoting projects concerning gender equality issues.
Measure: Number of implemented projects in the scope of gender equality.
Entities responsible: JU Vice-Rector for Research, Vice-Rector for Collegium Medicum – appointed Vice-Rector's Proxy, CM Vice-Rector’s Proxy for Research and International Cooperation, Research Support Centre, CM Department of Research, unit managers.
Target group: University community.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 3. Introduction of surveys on student safety considering gender equality criteria.
Measure: Diagnosis of the level of satisfaction among male and female students, participants in doctoral programmes and doctoral students studying at doctoral schools.
Entities responsible: JU Vice-Rector for Educational Affairs, CM Vice-Rector's Proxy for Educational Affairs, Department of Security, Safety and Equal Treatment – Safe JU, Centre for Academic Support, CM Division for Education and Academic Careers, JU Student Self-Government, JU PhD Student Association.
Target group: Students and doctoral students.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 4. Provision of support for individuals experiencing gender discrimination.
Measure: Development and implementation of support for gender balance, including an Anti-Discrimination Procedure.
Entities responsible: Board of Rectors and Deans, Ombudsman for Academic Rights and Values, Department of Security, Safety and Equal Treatment – Safe JU, Student Support and Adaptation Centre SOWA, Centre for Alternative Dispute Resolution.
Target group: University community.
Implementation period: 2022–2025 (the entire validity period of the document).
Action 5. Developing contacts and interacting with other universities/organizations in Poland and abroad to promote support for equality and diversity. Exchange of experience and sharing of good practices.
Measure: Participation in projects and inter-university conferences on gender equality aspects.
Entities responsible: JU Vice-Rector for Human Resources and Financial Management, JU Vice-Rector for Research, JU Vice-Rector for Educational Affairs, Vice-Rector for Collegium Medicum, Chancellor, Deputy Chancellor for Collegium Medicum, CM Vice-Rector's Proxy for Research and International Cooperation, CM Vice-Rector's Proxy for Educational Affairs, Department of Security, Safety and Equal Treatment – Safe JU.
Target group: University community.
Implementation period: 2022–2025 (the entire validity period of the document).