The UA launches its 2nd Plan on Gender Equality, which will be focused on the prevention of harassment and the elimination of sterotypes
The 2nd Equality Plan will be focused on the prevention of harassment and the elimination of stereotypes
Alicante, 20 January 2014
In 2003, a 95% increase in the number of female professors and a considerable tendency towards equilibrium between women and men in the faculty (with an increase of female professors in the Faculty of Science and the Polytechnic School) has been produced, while the number of male lecturers in Health Sciences and Education -where the degrees taught are still very focused towards female roles- grows. These are the data revealed by the diagnosis report on the position of women and men in the UA (2013), one of the three documents that the newly approved 2nd Plan for Equal Opportunities between Women and Men 2014-2016 (2nd PIUA) is based on.
Despite these important advances, the UA President’s delegate for gender policies and director of the Gender Equality Unit of the UA, María José Rodríguez Jaume ensures, among other things, "that both the presence of the academic staff in the different areas of knowledge and the designing of careers is still asymmetrical" and that "there is still much to do in terms of students". Hence, the new Plan approved -that maintains its structure into seven areas and reformulates the PIUA‘s sixteen goals- will deepen the cross-curricular thematic policies and influence, especially, the prevention of harassment and the elimination of stereotypes starting from actions involving students. More than seventy actions will be developed, some of them aimed to fulfil the 1st PIUA.
According to María José Rodríguez, "we will give m-ore visibility to gender violence and harassment” in the PIUA. Among the actions envisaged in this regard, she stresses that women victims of domestic violence will be eligible for full or partial exemption from public fees for academic services. Also, she says, we are working on the development of various specific protocols "for the detection, prevention and intervention in cases of sexual harassment and gender-based harassment, as well as on actions in cases of sexting, cyberbullying and internet grooming among the members of the university community”.
As a pioneering aspect serving society, the gender equality policy will be connected to the UA corporate social responsibility, extending it to other social groups. In this sense, we are going to design a series of training programmes aimed at secondary education counsellors, on gender approaches and on resources to combat stereotypes in choosing university studies.
Additionally, the 2nd PIUA has a specific axis of gender equality in sports, as a strategic area for equality policies, "as it is a very male-focused sector with a strong relation with the immediate social environment since the UA Sports Service offers its activities outside the university community” the delegate explains. The aim is to introduce a gender approach in the design and use of space in the sports facilities.
The Second Plan for Equal Opportunities between Women and Men 2014-2016 was approved by the Governing Council on 17 December and the three documents on which its preparation was based, all of them developed between 2012 and 2013 are: the assessment report of the 1st UA Gender Equality Plan (2010-12), the 2nd Diagnosis Report on the position of women and men in the UA (2013) and the Report on work-life balance, responsibility and career advancement in the UA (2013) .
According to María José Rodríguez, "the new regulatory framework adopted during the term of the 1st PIUA, basically the Law 14/ 2011 of 1 June on Science, Technology and Innovation, and Royal Decree 1791/2010, passing the University Student Statutes, which extend the scope of equality policies and deepen in the key aspects of academic activity, must be added to these three reference documents".