Applicable legal regulations and entities supportin equal treatment

The formal and legal framework for this document is provided by following Polish legislation:

1. The Constitution of the Republic of Poland of 2 April 1997;

2. The Act of 20 July 2018 – Law on Higher Education and Science;

3. The Act of 3 December 2010 on the implementation of certain European Union regulations concerning equal treatment;

4. The Act of 26 June 1974 – the Labour Code. 

As part of the European Commission's “HR Excellence in Research Award,” the Jagiellonian University, hereinafter referred to as “the University,” has also adopted the following European documents that reflect the policy for enhancing the attractiveness of conditions for work and career development of researchers:

1. The European Charter for Researchers;

2. The Code of Conduct for the Recruitment of Researchers constituting an annex to the Commission Recommendation of 11 March 2005 on the European Charter for Researchers and on a Code of Conduct for the Recruitment of Researchers;

3. The European Framework for Research Careers – a document of the European Commission published on 21 July 2011 – “Towards a European Framework for Research Careers.”

In response to the changing needs of the academic community, internal regulations and documents concerning security and equal treatment are created at the University – in line with the spirit of the times. The entire academic community is obliged to comply with these regulations. These are:

1. The Statute of the Jagiellonian University adopted by the JU Senate on 29 May 2019 (as amended) – hierarchically the highest internal document of the University, which regulates its activities and sets the directions for the interpretation of all other internal regulations. In Article 4(2), it includes the following provision: “2. The University counters discrimination and ensures the equal treatment of all members of the academic community.” Thus, it establishes non-discrimination and equal treatment as one of the most important principles governing the University.

2. The Academic Code of Values adopted at a meeting of the Jagiellonian University’s Senate on 25 June 2003 expresses support for the importance in the modern world, and especially in the functioning of the University, of values such as tolerance and respect for diversity.

3. The Work Regulations of the Jagiellonian University constituting an appendix to Ordinance No. 99 by the JU Rector of 2 September 2021 (as amended) and the Work Regulations of the Jagiellonian University – Collegium Medicum constituting appendix to Ordinance No. 12 of the Vice-Rector for Collegium Medicum of 16 September 2019 (as amended) address the issue of the University's respect for the principles of equal treatment and non-discrimination as an employer.

4. The Jagiellonian University Anti-Mobbing Procedure, whose consolidated text is included in an appendix to Ordinance No. 27 of the JU Rector of 3 April 2018 on amendments to the Jagiellonian University Anti-Mobbing Procedure and announcement of its consolidated text (as amended), it indicates the University's activities aimed at minimizing the risk of actions amounting to mobbing. It defines the principles of intervention in case of mobbing.

5. The Policy of Open, Transparent and Merit-Based Recruitment Process at the Jagiellonian University provides a framework for open, transparent and merit-based recruitment in the research area as a particularly relevant area in terms of equality and non-discrimination.

6. The Jagiellonian University Strategy for the years 2021–2030 paves the way for development activities undertaken at the University. According to this strategy, the University plans to develop as an employer that encourages work through the use of a modern, transparent and flexible recruitment and adaptation system with a focus on dialogue and diversity. The strategy clearly emphasizes that discrimination and exclusion have no place in the academic community, and one of the main objectives guiding the University in its activities is to counter these phenomena and enable employees to achieve their maximum potential.

7. The Code of Good Practices in Universities developed by the Polish Rectors Foundation, adopted by the Plenary Meeting of the Conference of Rectors of Academic Schools in Poland on 26 April 2007 and recognized by the University, as a member of the Conference of Rectors of Academic Schools in Poland, defines the principles and good practices in the management of the University that go beyond the requirements of generally applicable laws and other legal regulations pertaining to the University, based also on good customs. In addition, the Code refers to the conduct of individual employees of the University.

The entities responsible for initiating, implementing and disseminating practices aimed at ensuring equal treatment at the Jagiellonian University are as follows:

1. The Department of Security, Safety and Equal Treatment – Safe JU – undertakes preventive and dissemination activities as well as diagnosis of the level of security and equal treatment at the University, which in the years 2011–2020 was the responsibility of the Rector's Proxy for Student Safety and Security at the Jagiellonian University.

2. Deans' proxies – appointed by deans, among others, to oversee compliance with the principles of equal treatment and non-discrimination at faculty level, e.g. Dean's Proxy for Gender Equality at the Faculty of Physics, Astronomy and Applied Computer Science, and the Proxy for Security and Anti-Discrimination at the Faculty of International and Political Studies. Monitoring activities and pro-equality initiatives within faculties allow the needs of the academic community to be seen at the local level and make it possible to respond to emerging demands in this regard.

3. The Ombudsman for Academic Rights and Values guards the rights and interests of University employees, as well as compliance with ethical standards. The Ombudsman for Academic Rights and Values also deals with the issues of equal treatment and anti-discrimination.

4. In accordance with the Statute of the Jagiellonian University and the Policy of Open, Transparent and Merit-Based Recruitment at the Jagiellonian University, the competition and appeal committees conduct their respective proceedings while observing the University's standards resulting from the above-mentioned legislation.

The development of the Gender Equality Plan for the Jagiellonian University (the Gender Equality Plan for the Jagiellonian University applies to the Jagiellonian University and Jagiellonian University Medical College - Collegium Medicum) was preceded by an analysis of the University's employment structure in terms of gender representation in the entire academic community, taking into account the University's managerial staff and collective bodies, employees in the group of academic teachers and non-academic staff, as well as the group of learners, i.e. students and doctoral students.

For the purpose of the analysis, data available as at 31 December 2021 have been adopted; and in the case of students and doctoral students, the data refer to the 2021/2022 academic year.

University management

The gender representation analysis began with the University's authorities and collective bodies

Managers and collective bodies:

In the current term of office, the position of Rector of the Jagiellonian University is held by a man. It is worth noting that not a single woman applied for this office. Among those holding the position of Vice-Rector, the ratio of women to men is 1:5. The positions of Chancellor and Bursar are currently held by women. Chairs of Research Discipline Councils are 70% male and 30% female.

When analyzing the composition of the various bodies of the University, there is a noticeable predominance of men both in the composition of the University Council (71%) and in the Senate (64%).

Faculty managers and head of faculty organizational units referred to in article 99(1)(2) to (7) of the JU Statute:

When analyzing the data for the 2020–2024 term of office, in the case of employees acting as Deans, the percentages of women and men are 25% and 75% respectively; in the case of Vice-Deans, the percentages are 42% and 58% for women and men respectively, whereas in the scope of other managerial staff, women account for 42% and men for 58%. In the case of inter-faculty and extra-faculty units, 56% of managerial functions are held by men and 44% by women.

Managers and heads of organizational units in the group of non-academic staff:

The higher percentage of women is reflected in the management structure of non-academic staff. In this group, managerial positions are held mainly by women (66%). The percentage of men in managerial positions is almost twice as low at 34%.

 

Employment structure

The next part of the diagnosis includes an analysis of the employment structure of the entire University community taking into account the gender criterion.

In total:

A total of 8,735 staff are employed at the University in both academic and non-academic roles. Women account for 59% of all employees.

Gender representation among academic teachers – comparison for the years 2008 and 2021:

A close analysis of the University's employment situation in terms of the gender structure among the academic teachers demonstrates that in 2021 women dominate in numbers: 52% compared to men – 48%, which indicates an upward trend in comparison to 2008 (52% men and 48% women).

Gender representation amon academic teachers by academic degree/title:

The analysis of gender representation among academic teachers by academic degree/title at the University in 2021 indicates that women outnumber men among those with master's and doctoral degrees. The opposite trend can be observed from the post-doctoral degree upwards. Men outnumber women in the group of post-doctoral degree holders in 2021. The gender disproportion among professors is also noticeable: 72% men and 28% women.

Gender representation among academic teachers by faculty and other university units:

In 2021, among the 16 faculties 9 are dominated by women and 7 by men in numbers. A significant male predominance can be observed at the faculties of Mathematics and Computer Science; Physics, Astronomy and Applied Computer Science; History; Law and Administration. A balanced gender ratio can be found at the Faculty of Chemistry. In the case of the other University units, women outnumber men among academic staff with a ratio of 224 to 134.

Gender representation among the remaingin university employees:

The analysis of the remaining staff includes the following employee groups: administrative, engineering and scientific, scientific and technical, library, scientific documentation and information employees as well as museum and archive staff, employees engaged in publishing activities, service and blue-collar workers. A total of 3,998 people are employed at the University in the indicated groups, 68% of whom are women.

Among the most popular positions held by non-academic staff, predominance of women can be observed. Only the position of clerk is dominated by men in terms of numbers.

 

Gender representation among project management staff

From the 704 projects implemented in 2021 the at the Jagiellonian University (including Collegium Medicum), the majority of projects were managed by women – 373, accounting for 53%.

 

Gender representation in the group of students and doctoral students

In 2021, 40% of the doctoral students at the University were male and 60% were female. The total number of doctoral students at doctoral schools in the 2021/2022 academic year is 1,915.

The change in the education system in the scope of third-cycle programmes, i.e. the establishment of doctoral schools, has not affected the gender ratio which remains at a very similar level. The largest predominance of male doctoral students occurs at the Faculty of Mathematics and Computer Science, Faculty of Physics, Astronomy and Applied Computer Science, and the Faculty of Law and Administration (as well as in first-cycle, second-cycle and long-cycle programmes). Women constitute the vast majority at the remaining 13 faculties and at all doctoral schools.

In 2021, the students enrolled at the University in first-cycle, second-cycle and long-cycle programmes, both full-time and part-time, were 33% male and 67% female. In 2021, female students outnumbered male students at 14 of the 16 faculties. The exceptions were: the Faculty of Physics, Astronomy and Applied Computer Science and the Faculty of Mathematics and Computer Science. These are also the faculties with the largest gender disparity among academic teachers in favour of men.

 

Conclusions of the diagnosis

The data analysis presented allows the following conclusions to be formulated:

1. Decision-making structures are quantitatively dominated by men – more men hold the position of Rector, Vice-Rector, Dean, Vice-Dean, Institute Director, Head Of Department, Head Of Chair, Proxy, Chair Of The Discipline Council and in collective bodies. Decision-making and leadership areas are underrepresented by women.

2. Men outnumber women in the group of academic teachers employed as professors and associate professors, which may be indicative of existing gender differences in career development. A crucial period for women's academic careers seems to be the one after obtaining a doctoral degree, when a slowdown in such careers can be observed.

3. However, gradual feminization can be observed in the group of academic teachers.

4. In the group of non-academic staff, the predominance of women is even more pronounced.

5. The growing role of women can also be seen in the management of projects carried out at the University.