About
The University of Lodz was established in 1945 and has a long history of being
one of the leading academic institutions in Poland. It is an institution dedicated to research and education. It is one of the biggest universities in Poland comprising 12 faculties ranging in profile from humanities through social sciences to hard and experimental sciences. It offers a full range of BA, MA, and PhD programmes in all these disciplines/research areas.
GEP's Strategic Objective
The objective of the Gender Equality Plan is to monitor and foster gender equality at the University of Lodz. The University of Lodz strives for the improvement of gender equality within its academic community while adopting an encompassing, intersectional approach to the issues of discrimination and exclusion. The first GEP to be implemented at the University of Lodz is envisaged as an initial step on the way toward a more extensive and practice-oriented plan for combatting any forms of discrimination or disadvantageous treatment of the University of Lodz community members.
GEP's Thematic areas and prioritized fields
Priority Fields
Area A: Recruitment, Retention, Career Progression
- Understanding current gender-based patterns connected to the pursuit of academic careers, promoting gender balance in recruitment, and recognizing the significance of the categories that intersect with gender in this area of research and intervention
- Combatting gender-based stereotypical distribution of academic employees within specific disciplines and preventing all forms of prejudice that negatively affect gender equality and diversity in these disciplines
- Understanding gender-based patterns of the academic career development and recognizing the significance of the categories that intersect with gender in this area of research and intervention
- Understanding employees coping with work-life balance
- Understanding gender-based patterns of career development in the university administration and recognizing the importance of other categories that intersect with gender and affect these patterns
- Monitoring the career patterns of administrative employees with regard to gender and other categories that intersect with it and affect professional development
- The implementation of a training programme for development of professional skills which recognizes the importance of other social categories that intersect with gender
- The development and implementation of tools monitoring administrative employees’ strategies of coping with work-life balance with attention to the importance of gender and other social categories that intersect with it
- Understanding gender-based job application and employment patterns and recognizing the significance of other social categories that intersect with gender and affect these patterns
- The implementation of a gender-sensitive recruitment strategy which recognizes the importance of other social categories that intersect with gender
Area B: Leadership And Decision-Making
- Understanding gender-based patterns of promotion to a managerial function
- The evaluation of promotion mechanisms
Area C: The Gender Dimension In Research And Knowledge Transfer (Content And Curricula)
- The creation of a database of publications, national and international projects, and patents that include gender and diversity dimensions
- The creation of a database of authors of publications and principal investigators of national and international projects, aggregated by gender, age, and academic degree as well as other relevant categories that intersect with gender
- The creation of a database of programmes and courses that contain a gender and/or diversity component (with short description of content; by faculty)
- Improving the visibility of gender dimension in research and teaching; enhancing knowledge of gender and diversity mainstreaming
Improving the visibility of female scientists, researchers, and teachers at the university; encouraging girls and young women (including women with disabilities, women of colour and of different nationalities, etc., as well as trans and gender-diverse persons) to choose scientific careers; making the academic community aware of the challenges that motherhood/ parenthood creates for teachers and researchers - Encouraging academics to include a gender and/or diversity dimension in their research and teaching
- Providing tools for scholars to include gender and diversity dimensions in research; providing tools for teachers to include a gender dimension in teaching curricula
Area D: Gender Biases And Stereotypes, Sexism And Sexual Harassment
- Implementation of cyclical surveys aimed at monitoring gender inequalities within the academic community which also recognize the importance of other categories that intersect with gender and affect these inequalities
- The creation of a trial version of an anti-discrimination procedure; the adjustment and implementation of anti-discrimination mechanisms to improve inclusivity at the University of Lodz
- Designing a training scheme for all employees which focuses on different aspects of gender equality and diversity
- A regular training session for representatives of the University of Lodz community
- Promoting issues related to gender equality and diversity by introducing this information in employee orientation pack
- Combatting gender stereotypes and enhancing diversity by designing and implementing a language guide that is gender- and diversity-inclusive
- Combatting gender stereotypes and enhancing diversity by launching promotional campaigns and training on issues related to gender and diversity at the University of Lodz