Gender equality plan

We understand a culture of equality as an institutional culture in which no one is discriminated against because of their life or personal circumstances. This section of the GEP includes the following objectives:

• Communicating the content, objectives and progress of the GEP to all staff and the student population
• Use of gender-sensitive language
• Promoting and rewarding contribution to gender equality and an inclusive academic environment
• Training and mainstreaming gender equality in study programmes and research

Data is crucial for strategic planning, setting future directions for the UL and identifying areas that need to be specifically addressed to ensure the desired progress in gender equality. This section of the GEP includes the following objectives:

• Accessible data on the gender structure in governance and management
• Access to information on how to reconcile work and care responsibilities
• Data on violence, harassment, bullying and discrimination
• Data on mainstreaming gender equality in teaching and research

Reconciling work and family commitments is an essential element of a good quality of work and life. This section of the GEP includes the following objectives:

• To make it easier to balance work commitments with parenthood and/or caring responsibili­ties for other family members
• Consistent compli­ance with and aware­ness of the legal possibilities for recon­ciling family and work commitments
• Uninterrupted inte­gration into teaching, research and profe­ssional work after returning from parental leave, caring for another family member or extended absence due to illness

Women, as well as people with disabilities, transgender people and people with a non-heterosexual gender identity, continue to experience barriers to access to leadership positions. The so-called glass ceiling has also been observed at the UL. This section of the GEP includes the following objectives:

• Gender balance in decision-making and governance
• Gender balance in commissions and working bodies

Equality in employment is primarily about preventing and eliminating discrimination in employment based on beliefs about the capabilities and competences for a job (or study). This section of the GEP includes the following objectives:

• More balance in the number of male and female higher educa­tion teachers at senior levels
• Improving gender balance in manage­ment positions
• More flexible imple­mentation of habilita­tion conditions
• Balance in the distri­bution of research resources
• Gaining references in article authorship and project management for early career staff

One of the most important tasks of the UL is to provide a safe and stimulating working and study environment, because only such an environment can enable the achievement of scientific and research excellence. It was especially vital to introduce rules on measures to protect the dignity of employees, which is why on February 15, 2022 the UL Senate adopted the Rules on Measures Against Violence, Harassment and Mobbing. Based on these Rules, the faculties and academies appointed confidants and the UL appointed members of committees for establishing facts and circumstances that are set up in the event of reported violations of these Rules. This section of the GEP includes the following objectives:

• Formulation and adoption of additi­onal rules and guide­lines of conduct
• Development of the Confidential Help System
• Appointment of members of the commissions establi­shed by the Policy on Measures to Combat Violence, Harassment and Bullying
• Monitoring imple­mentation of rules and planning changes
• Ensuring awareness of the Policy on Measures to Combat Violence, Harassment and Bullying
• Regular education and training

The document was produced by an interdisciplinary group that was led by Prof. Vesna Leskošek (Faculty of Social Work) and included the following members: Prof. Ksenija Vidmar Horvat (Vice-Rector), Assoc. Prof. Aldo Milohnić (Academy of Theatre, Radio, Film and Television), Prof. Milica Antić Gaber (Faculty of Arts), Assoc. Prof. Valentina Franca (Faculty of Public Administration), Assoc. Prof. Emilija Stojmenova Duh (Faculty of Electrical Engineering), Assoc. Prof. Anja Planinšček (Faculty of Architecture), Assoc. Prof. Marko Novinec (Faculty of Chemistry and Chemical Technology), Gabrijela Tavčar Kalcher (Veterinary Faculty), Prof. Matjaž Konvalinka (Faculty of Mathematics and Physics), Research Fellow Maša Hiti (specialist services of the UL Rectorate), and Anemarija Planšak (Student Council).

Expert support to the group was provided by the University Office for Quality and Strategic Management Support. The Gender Equality Plan was adopted on April 19, 2022.

To apply the principle of gender equality it is also vital to adhere to the general legislative framework of the Republic of Slovenia and the general documents regulating this area:

• Protection Against Discrimination Act (Official Gazette of the Republic of Slovenia, nos. 33/16 and 21/18 – ZNOrg)
• Equal Opportunities for Women and Men Act (Official Gazette of the Republic of Slovenia, nos. 59/02, 61/07 – ZUNEO-A, 33/16 – ZVarD and 59/19)
• Resolution on the National Programme for Equal Opportunities for Women and Men until 2030
• Resolution on the Slovenian Research and Innovation Strategy 2030 (Official Gazette of the Republic of Slovenia, no. 49/22)