• Ideation
  • >26.05.17
  • Reviewing
  • >
  • Voting
  • >13.06.17
  • Implementation

Missing strategic approach to gender equality

Wed 29.3.2017 9:03 am

The audit revealed that the topic of gender would benefit from further strategic relevance and attention by senior management. A clearly formulated strategy is missing that addresses how to better recruit, retain and advance female staff, as well as develops plans to facilitate a deeper understanding and commitment to gender equity across an entire organisation (for many larger universities the equality goals are laid down in the University Act, the University of Zurich Mission Statement, and the Code of Conduct Gender Policy[1]). This should also include necessary structural changes and the communication of the importance of the topic. It was also reported, that due to the missing strategic relevance, it can be difficult to represent and address gender sensitivity at the university and to engage others in affirmative actions.

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Challenge area(s)

HR practices and management processes

Target groups affected by the Challenge

Academic staff members
(Junior) Professors
Postdoctoral researchers
Doctoral researchers (PhD candidates)
Lecturers or tutors (teachers, but not researchers)
Non-Academic staff members
Members of committees and decision-making bodies
Students (Bachelor or Master)
Prospective students (schoolchildren)
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