The UAB approves the 1st Plan for Gender Equality in Labour Matters

The first UAB Gender Equality Plan in Labour Matters (I PIGML) is the document resulting from the negotiation process between the representatives of the university and UAB staff and complies with the current legislation that establishes that the Public Administrations will have to approve in each legislature a Plan for equality between women and men negotiated with the representation of the staff, and whose compliance will be evaluated on an annual basis.

The I PIGML of the UAB takes as a reference the context defined by current regulations, but also the experience accumulated by the UAB with the design and implementation of four action plans on gender equality and the knowledge generated in recent years in this area.

In this sense, the plan for gender equality in labour matters is part of a much more generic document that includes, in addition to labour, other areas of action on which universities are also required to influence, and which are covered in the 5th Action Plan for Gender Equality of the UAB to be presented at the UAB Governing Council in September.

A document of analysis, diagnosis and proposal for action 

The same methodology and instruments used in the UAB's equality plans have been applied in its preparation, but with the participation of employee representatives throughout the process. This particularity has meant that the measures contemplated in this first gender equality plan in labour matters are based on a diagnosis that contains the same elements as the action plans for gender equality of the UAB.

The document is organised in eight points plus a section of sources and references, and one of annexes. After the introduction and explanation of the process of elaboration of the plan, section three presents a summary of the current regulatory framework in the field of equality. Section four describes the situation of women in our university and section five presents the community's assessment of the actions being carried out at the university in the area of gender equality and LGBTI. The sixth section presents the main results of the evaluation of the degree of implementation of the actions in the labour area of the 4th Gender Equality Action Plan (IV PAG) of the UAB.

These last aspects of the diagnosis highlight some shortcomings and needs that have been considered in the design of the actions. The seventh section contains the set of objectives defined to achieve gender equality and the measures to be applied to achieve these objectives. For each measure, the executing body, the instruments, the resources required and the indicator for evaluating its implementation are specified.

The actions are structured in eight aspects: selection and promotion; professional classification and remuneration; working conditions; training; exercise of co-responsibility in care; female under-representation; prevention of harassment; and culture and policies of equality.

Finally, the eighth point defines the methodology and instruments to be used to promote the implementation of the measures and to monitor the degree of execution of the plan on an annual basis.