Gender Equality Plan
Gender Equality Plan for Oceania Polytechnic and Technological University (OPTU)
Updated: 07 January 2025
Introduction
The Oceania Polytechnic and Technological University (OPTU) is committed to fostering an inclusive, equitable, and supportive environment for all members of its community. This Gender Equality Plan (GEP) outlines the strategies, actions, and commitments undertaken by OPTU to ensure gender equality across all levels of the institution. The GEP aligns with international best practices and national policies on gender equity.
1. Public GEP
The Gender Equality Plan is a formal document publicly available on the university's official website.
It has been endorsed and signed by the President and the Board of Trustees, ensuring top-level commitment to its implementation.
The document is reviewed annually and updated as needed to reflect progress and emerging priorities.
2. Dedicated Resources
OPTU has established a Gender Equality Office responsible for overseeing the implementation of the GEP.
A Gender Equality Task Force, comprising faculty, administrative staff, and student representatives, has been created to support the execution of initiatives outlined in this plan.
Adequate financial and human resources are allocated to ensure the effective implementation and sustainability of gender equality measures.
3. Data Collection and Monitoring
OPTU systematically collects sex/gender-disaggregated data on all staff, faculty, and students, including data on recruitment, promotions, leadership representation, and attrition rates.
Annual reports are prepared using key performance indicators (KPIs) to monitor progress and inform decision-making.
Periodic surveys assess the institutional culture and identify areas for improvement related to gender equality.
4. Training and Awareness
Regular training programs are mandatory for all staff and decision-makers to address unconscious gender bias and promote gender equality.
Awareness campaigns, seminars, and workshops are organized to foster a culture of inclusivity and respect.
Specialized training modules are developed for faculty to integrate gender perspectives into their teaching and research.
Thematic Areas and Measures
1. Work-Life Balance and Organisational Culture
Flexible work policies, including remote work options and adjustable schedules, are implemented to support work-life balance for all employees.
Family-friendly policies, such as comprehensive parental leave and access to on-campus childcare facilities, are promoted.
Initiatives to enhance organizational culture, including regular diversity and inclusion events, are actively pursued.
2. Gender Balance in Leadership and Decision-Making
Measures are introduced to ensure gender-balanced representation in senior leadership, committees, and decision-making bodies, including the introduction of gender quotas where necessary.
Leadership development programs and mentorship opportunities are provided, particularly for underrepresented genders.
Transparent procedures are established for leadership selection, with accountability mechanisms to ensure fairness.
3. Gender Equality in Recruitment and Career Progression
Recruitment processes are reviewed to eliminate biases, with emphasis on gender-neutral job descriptions and diverse hiring panels.
Career progression policies are designed to ensure equitable opportunities, supported by mentoring and professional development programs.
Regular pay audits ensure equal pay for equal work, with corrective actions taken to address disparities.
4. Integration of the Gender Dimension into Research and Teaching Content
Research projects are encouraged to incorporate gender analysis, addressing societal challenges through a gender-inclusive lens.
Curricula across disciplines are reviewed and updated to include gender perspectives and address stereotypes.
Faculty members are supported through training and resources to integrate gender considerations into their teaching and scholarly work.
5. Measures Against Gender-Based Violence and Sexual Harassment
A zero-tolerance policy is in place for gender-based violence and sexual harassment, supported by clear reporting and response mechanisms.
Confidential support services, including counseling and legal assistance, are available to victims.
Prevention initiatives, such as workshops and campaigns, are conducted regularly to promote respectful behavior and raise awareness.
Monitoring and Accountability
The Gender Equality Office monitors the implementation of the GEP, with progress reports published annually.
The Gender Equality Task Force conducts regular reviews and evaluations of initiatives to ensure their effectiveness.
Feedback from staff, students, and stakeholders is actively solicited and incorporated into future updates of the GEP.
Declaration of Commitment
OPTU hereby declares its unwavering commitment to gender equality and inclusivity. This Gender Equality Plan reflects our dedication to creating an environment where every individual can thrive, free from bias and discrimination. The GEP is endorsed by senior management and is publicly accessible on the university's website.
Signed:
Dr. Carl Emmanuel S. Schmitt
President, Oceania Polytechnic and Technological University
07 January 2025