Since two decades, the UCLouvain is fully engaged in the promotion of equality. Such an commitment, explicitly stated in 2015 with the adoption of the 1st Gender Equality Plan (GEP) (2015-2022) had, ahead of time, met the requirements of the European Commission.
In accordance with the integrated approach of equality, diversity and inclusion developed by the institution, this plan is also part of the Horizon 600 priorities, the strategic plan 2021-2025 of the UCLouvain.
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Mandatory requirements
The UCLouvain' GEP 2015-Sept-2024 meets the of the European Commission. (English version will soon be available)
1. Publication and institutional commitment
The institutional commitment and the GEP听are听published in French and in English on its portal.
2. Dedicated resources and available expertise
To ensure coherence and sustainability, the UCLouvain dedicates the following resources and expertise to the implementation of its gender policy and action plan:
2.1. The vice-rector in charge of the human resource policy
In 2009, an amendment to the University's organic and ordinary regulations created, among other things, the position of Vice-Rector for Personnel Policy. The creation of this mandate was a response to the institution's desire to develop a transversal management of staff careers through an integrated human resources policy. Gender and diversity issues are fully integrated into the mandate of the Vice-Rector for Personnel Policy. The Vice-Rector for Personnel Policy is responsible for steering all policies relating to equality, gender and diversity. He or she chairs the two committees in charge of defining, implementing and evaluating HRS4R (cf Euraxess) within the institution.
2.2. The rector鈥檚 Advisors for Gender, Equality and Inclusion policy
In September 2019, the Rector appointed an Advisor for Human Resources Policy. Within the framework of her mandate, under the responsibility of the Vice-Rector for Personnel Policy, this Advisor is charged with accompanying the development, evolution and implementation of tools and practices for the management of the university's human resources and this, for all categories of employees. As such, it ensures, among other things, the development and operationalization of the training component of the GEP.
2.3. Advisor to the Rector for the human resource policy
In September 2019, the Rector appointed an Advisor for Human Resources Policy. Within the framework of her mandate, under the responsibility of the Vice-Rector for Personnel Policy, this Advisor is charged with accompanying the development, evolution and implementation of tools and practices for the management of the university's human resources and this, for all categories of employees. As such, it ensures, among other things, the development and operationalization of the training component of the GEP.
2.4. The Equality Group
The UCLouvain board approved the creation of the Equality Group at its meeting held on February, 22nd in 2016. Members of the academic, scientific, administrative, and technical staff, and the delegates of the unions are equally represented in the Equality Group. The group offers a platform for reflection on gender equality within the institution, for awareness-rising on gender equality and related challenges. In particular, the group is concerned with issues related to the question of work-life balance
2.5. Gender contact person
In April 2013, at the request of the Government of the Wallonia-Brussels Federation and in application of the convention aimed at setting up a "Gender Contact Person" (PCG) within each French-speaking university, the authorities of UCLouvain appointed a Gender Contact Person whose mission is to support the implementation of the institution's GEP.听
2.6. The Project Officer Gender and Diversity
As part of the Horizon 600 strategic plan of the university, UCLouvain has decided to strengthen the human resources dedicated to the implementation of its gender policy. In 2020, a gender and diversity strategy officer was hired. Additional resources have been devoted to hire a strategy officer.
2.7. Project Manager - Anti-harassment and sexual/gender-based violence (Together)
As part of the Horizon 600 strategic plan, UCLouvain has decided to reorganize its gender policy. In 2019, UCLouvain created the Together cell, to fight against discrimination, sexual harassment and gender violence.
2.8. UCLouvain representatives to the Committe Women & Science and to the Gender Commission (COGES) of the Academy for Research and Higher Educaiton (ARES).
3. Data collection and up-date
Since 2014, UCLouvain published a biannual report containing data on the state of gender equality. These reports illustrate the institutional wish to make available and to regularly communicate the information on gender equality at UCLouvain to all its members.
The regularly up-dated publication of gendered indicators defined in the frame of the gender policy implementation offers to all the members of the university community the possibility to follow the achieved progress. Moreover, the drafting of this report offers to the institution the possibility to deepen its knowledge of this question in certain particular fields and to broaden the field of investigation through presenting, for instance, some new data, innovating initiatives, etc. These reports, regularly presented to the main instances and decision bodies, are available at the UCLouvain portail.
4. Awareness-rising and training of the members of the university community
UCLouvain regularly organises training and information sessions, as well as punctual awareness-rising events in regard to gender equality and diversity.
To name but a few :
- Training on gender-based violence for the persons in charge of the student life
- Training on inter/multicultural skills
- Training on inclusive writing and awareness-rising of its impact on equality
- Respect training for leaders & managers: "How to prevent and act against gender-based and sexual violence". (Online module to raise awareness on gender-based violence and on how it interacts with and is reinforced through unequal power relations and hierarchies in the workplace +听practical听workshop听during which staff members learn how to respond to concrete cases of GBV and sexualized harassment.听Both have been compulsory since 11/2022 for all employees in leadership positions (1.200 line or functional managers).
- Respect training for staff members: 鈥淗ow to prevent and act against gender-based and sexual violence鈥�
The GEP
The current GEP of UCLouvain intervenes in 6 main areas:
Area 1: Gender based violence (GBV)
Objective: Students and staff members are aware of the root causes of gender-based violence and sexualized harassment at the university and are informed about their rights to work and study in an environment free of such aggressions.
Actions:
- Mandatory training and workshops:
- Two awareness-raising workshops on harassment and gender-based violence are integrated into the training program for managers. The first workshop includes an online module to raise awareness on gender-based violence and on how it interacts with and is reinforced through unequal power relations and hierarchies in the workplace. The second workshop is a practical one during which staff members learn how to respond to concrete cases of GBV and sexualized harassment. Both have been compulsory since 11/2022 for all employees in leadership positions (1200 line or functional managers).
- Regarding students, there is an online module that raises awareness about GBV and the importance of consent, particularly in the university setting. There is a mandatory training for student group leaders on the issue of sexism and sexualized violence.
- Campaigns:
- Annual awareness campaigns are organized. In these, the university insists on the notion of consent and on the importance of relieving victims of possible negative emotions such as guilt or self-blame through posters displayed in student鈥檚 dorms and on the campus, as well as in UCLouvain buildings.
- Stickers are distributed to students in the welcome package at the beginning of the school year. 听
Area 2:听 Integration of gender into research
Objective: Research projects conducted by UCLouvain researchers of all faculties that take into account a gender perspective has increased.
Actions: The Groupe de recherche en Etudes de Genre (GREG), created in 2015 gathers researchers interested in gender studies for research seminars and 鈥渓evel-ups鈥�. The group is interdisciplinary by nature. It is open for researchers at all career levels, but has a special focus on early career researchers (ECR) at doc or post-doc level. It is led by two elected coordinators (one senior and one junior researcher), elections are held every two years.
Area 3 : Teaching
Objective: An inter-university organized Master in Gender Studies is created.
Actions: The Master Interuniversitaire en Etudes de Genre started in 2017 as a common action of six Belgian francophone universities.
Area 4 : Recruitment and career progression
Objective: Recruitment and hiring procedures are conducted with the utmost respect for individuals, that is that fairness and impartiality are present at every stage of the procedures, which are carried out as objectively as possible, without discrimination based on gender, ethnicity, religion, politics, age, marital status or health.
Actions: A working group has been set up within the humanities sector to reflect on promotion procedures and, in particular, the gender bias involved.
Area 5: Leadership and decision making
Objective: The percentage of women in decision-making positions at the university increased.
Actions: 听Leadership training is offered to university's managers. In general, attention is paid to gender balance in decision-making bodies.
Area 6: Work life balance and organizational culture
Objective: Women鈥檚 meaningful work in research is more visible to the public.
Actions:
- Renaming Policy: UCLouvain engages in a process of re-naming university infrastructure such as buildings, learning centers and auditoriums using names of female researchers and scholars.
- Gender communication plan: UCLouvain鈥檚 communication services have developed a gender communication plan that organizes the university鈥檚 communication around important events (like the international women鈥檚 day, celebrated on March 8).