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Gender Equality - Documents
The gender budget
The Federico II University of Naples has adhered for some years now to the practice of the Gender Balance Sheet (BdG), intended as a fundamental tool to achieve formal and substantive gender equality in the university, through the integration of the gender perspective in all University policies.
The first gender balance sheet, published in 2016, made it possible for the first time to quantify, and thus make visible, some critical elements, with respect to the issue of gender equality, common to university contexts at the national and international level, and also strongly rooted in the Federico Community.
The second gender balance sheet of the Federico II of Naples was drafted according to the Guidelines developed by the Conference of Italian University Rectors. The document, in addition to highlighting the strengths and critical elements of the Federico University with respect to gender equality, illustrates the level of integration of the gender perspective in the University's strategic documents, the network of bodies in charge of gender issues and the repertoire of actions implemented in the previous five-year period.
The gender analysis of economic-financial commitments, carried out from the reclassification of the budget, has also made it possible to explore in detail the resources expressly earmarked for equality goals, identifying the areas in which more needs to be invested. The document also includes an initial analysis from a gender perspective of the student and female student opinion survey questionnaires, which can be used as a useful tool to provide insights for the definition of positive actions aimed at the student population.
2016 Edition: First Gender Balance Sheet of the University of Frederick.
The GEP
The Gender Equality Plan (GEP), valid for the three-year period 2022-2024, is an integral part of the Gender Budget cycle and was drafted on the basis of the findings of the context analysis carried out through the latest BdG of the University of Frederick - published in March 2021 - and in consideration of the requirements of the European Commission for participation in the Horizon Europe calls for research and innovation, as well as the MUR for access to funding from the PNRR programs.
The GEP fulfills the planning phase, defining the equality objectives, as well as the related actions to be put in place to remove the obstacles that prevent the full personal and professional realization of men and women in the University.
Gender in the statute
The dialogic relationship between BdG and the University's planning acts, both strategic and more distinctly managerial, facilitates and promotes the osmosis between gender issues and University policies, ultimately contributing to the realization of the University's commitment to ensure gender equality and equal opportunity, enshrined in the University Statute.
- The University's commitment to ensuring gender equality and equal opportunity is enshrined in Article 2(4) of the Statute.
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"The University is committed to ensuring gender equality and equal opportunities, strengthening the protection of male and female workers and ensuring the absence of any form of moral or psychological violence, direct and indirect discrimination related to gender, age, sexual orientation, ethnic origin, disability, religion and language. To guarantee the effectiveness of the recognized protections, the "Single Guarantee Committee for equal opportunities, the enhancement of the welfare of those who work and against discrimination"is established.
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Further reference to gender can be found in Article 20, paragraph 2, of the Bylaws:"the designation of members to the Board of Directors must guarantee, as a whole, gender representation for one third of the total."
Gender in the 2021-2026 strategic plan
The new Strategic Plan, drawn up for the six-year period 2021-26, aims to project the University into the post-pandemic scenario, as a place for designing a more sustainable and equitable social development.
Reducing inequalities is a declined objective in the round, and includes specific actions aimed at reducing the gender gap (with particular attention to STEM degree classes) and initiatives to support and sustain Gender Research products.
The University's commitment is made more concrete and visible through the anchoring of Gender objectives to specific evaluation parameters (=indicators) that link the results of actions to the achievement of ordinary operating resources (FFO).
Objective 2
Inequality Reduction: Identify solutions to expand access to university education, support a culture of equality and counter all forms of discrimination.
Expected Result: Improved accessibility to university education and greater attention to equality issues.
Actions
2.1
Entrance, in-process and post-graduate orientation and mentoring to reduce student dropout, ensure balance in gender representation particularly in STEM degree classes, and increase graduates' labor market placement rates.
2.2
Strengthening counseling and support services for individuals with any kind of difficulty, aimed at ensuring the best study/work conditions.
2.3
Integration of interventions for the right to study and services for students with disabilities, including through actions to expand and adapt classrooms and spaces.
2.4
Training and awareness actions on anti-discrimination aimed at the entire student community and citizenship .
2.5
Promoting cultural, social and sports activities also aimed at reducing the social gap.
2.1
RESOURCES
University + Schools + Businesses
INDICATOR
- Regular students/tenured faculty ratio and reduction of this ratio (Ministerial Decree n° 289/2021 Ob. C Indicator b)
- Proportion of graduates within the normal duration of the course (Ministerial Decree No. 289/2021 Ob. A Indicator d)
- Ratio of active classes with gender balance to total active classes (Ministerial Decree No. 289/2021 Obj. C Indicator j)
- Percentage of students acquiring 40 CFUs in their first year.
- Dropout rate during the first year of the course of study Proportion of graduates with neither parent having a degree beyond compulsory schooling or a professional qualification (Ministerial Decree No. 289/2021 Ob. A Indicator h)
- Proportion of enrollees from upper secondary schools other than high schools (Ministerial Decree No. 289/2021 Ob. C Indicator e)
- Proportion of female matriculated in STEM classes (Ministerial Decree No. 289/2021 Obj. B Indicator j)
2.2
RESOURCES
University + Adisurc
INDICATOR
- Proportion of current students receiving scholarships out of total current students (Ministerial Decree No. 289/2021 Obj. C Indicator f)
- Proportion of students benefiting from support intervention funded by the University (Ministerial Decree No. 289/2021 Ob. C Indicator g)
- Proportion of students housed in facilities provided by the University or the DSU Entity (Ministerial Decree No. 289/2021 Ob. C Indicator h).
- Activation of Listening Points
2.3
RESOURCES
Athenaeum
INDICATOR
- Proportion of students with disabilities and DSA out of the total number of students (Ministerial Decree n°289/2021 Ob.C indicator i)
- Space (sq. m.) available for teaching compared to students enrolled within 1 year beyond the normal duration of courses (Ministerial Decree No. 289/2021 Ob. C Indicator c)
2.4
RESOURCES
University + territorial associations
INDICATOR
- Ratio of active classes with gender balance to total active classes (Ministerial Decree n°289/2021 Ob. C Indicator j)
- Proportion of female matriculated students in STEM classes (Ministerial Decree n°289/2021 Ob. B Indicator j)
Objective 6
Global Research: To promote the quality and growth of Research in the University through interventions aimed at achieving a dynamic circle of knowledge.
Expected Result: Increase in funded research projects and enhancement of interdisciplinary and curiosity-driven projects.
Actions
6.1
Support and enhancement of the University's research activities with special reference to participation in competitive calls.
6.2
University coordination actions on major strategic issues and initiatives to support Gender Research products.
6.3
Realization and strengthening of infrastructures to support research, including through public-private partnership agreements and alliance building between the University, other universities and public and private research organizations.
6.4
Design of innovative, multidisciplinary and transversal doctoral paths.
6.5
Strengthening the youth recruitment system in the university system .
Gender in the integrated plan of activities and organization (P.I.A.O)
The Integrated Activity and Organization Plan contains the three-year planning of the activities of the Athenaeum Administration and has incorporated many of the objectives contained in the Gender Equality Plan: in this way, it was intended to establish a 'strong' link between the performance of the Athenaeum's t.a. and managerial staff and the achievement of the objectives outlined in the GEP.
For 2025, the Athenaeum's t.a. and managerial staff are engaged:
- in training/retraining - with a view to Long Life Learning - on gender issues:
- the first training action aimed at increasing the awareness of t.a. and managerial staff on the mechanisms that contribute to inequality and discrimination based on sexual and gender stigma, through the MOOC Gender Equality and Countering Discrimination in Universities available on the Federica Web Learning platform, is still ongoing, starting with the 2022-24 planning.
- The MOOC was complemented by an additional training module entitled Unconscious bias , aimed at increasing awareness of implicit gender biases that can undermine the objectivity of evaluations: it is intended primarily for competition committees (faculty and t.a.) and is available on the Federica Web learning platform.
- Appendix 3.4 of the PIAO provides additional training actions, available on the Syllabus platform;
- in the adaptation of administrative language to canons of inclusiveness, respecting gender differences, starting with forms as a 'traditional' tool for interlocuting with Users. The target for 2023 is to revise 50% of the University's forms.
- in the continuous improvement of internal regulations on Agile Work, as a tool for work-life balance, and the updating of the Catalogue of Welfare Services (Initiatives and Facilities) for the entire University Community; listening to Users and monitoring the level of satisfaction is confirmed.
- In promoting the use of parental leave by working fathers, through specific information measures, and monitoring the impact of the action;
- in supporting male and female students who develop theses that include the gender dimension';
- in the dissemination of support actions (grants) for female researchers on maternity leave.
The University's PIAO can be consulted on the appropriate page.
The affirmative action plan (PAP)
The "key" policy document (as well as the oldest in the regulatory landscape) on equal opportunities, organizational wellbeing and gender culture is the Positive Actions Plan, the adoption of which by all public administrations is mandatory, according to the provisions ofArt. 48, Legislative Decree 198/06.
The Plan is drawn up with the aim of ensuring, through targeted actions, the removal of obstacles to the full realization of equal opportunities at work and in employment between men and women.
As of 2022, the Positive Actions Plan constitutes part of the integrated planning that all P.A.s are required to draw up and adopt in order to organize and manage the complex of administrative activities. Thus, the 2023 Positive Actions Plan has merged into the University's Integrated Plan of Activities and Organization for 2023-25.
The PAP focuses on 3 objectives:
- Training, information and awareness-raising in the Athenaeum and in the territory for the promotion of the culture of differences and equal opportunities.
- Promotion of organizational well-being aimed at the reconciliation of life, work and study times within the University Community.
- Countering discriminatory phenomena in order to achieve full integration in the University Community, in whatever form they appear, namely with regard to gender, age, sexual orientation, religion, language, ethnic origin, political beliefs, personal conditions and/or disability.
The code of conduct
The University CUG promoted the revision of the University Code of Conduct, proposing new text and name. The new Code for the Protection of Personal Dignity was issued in March 2023, also in implementation of specific goals contemplated in the Gender Equality Plan and the P.I.A.O. (three-year period 2022-24).
The Athenaeum, recalling the protection of the dignity of women and men at work, guarantees all those who work and study in the Athenaeum a serene environment in which interpersonal relationships are marked by fairness, equality and mutual respect for the freedom, dignity and inviolability of the person
The Code is addressed to all teaching and technical-administrative staff, individuals who in any capacity carry out research and teaching or service activities in the University, doctoral students and students, with the aim of providing the necessary protection in cases where the person believes he or she is the subject of discrimination, bullying, harassment, sexual and psychological harassment, dysfunction or critical interpersonal issues.
The implementation of the Code is based on the synergistic operation of the listening desk, the trusted counselor(s), and the committee against bullying, violence and sexual harassment.