EQUALITY PLAN OF CYPRUS UNIVERSITY OF TECHNOLOGY (2022-2024)

The Cyprus University of Technology through the implementation of the Equality Plan (2022-2024) takes an active position in the fight against intersectional inequalities and stereotypes that are reproduced on the basis of interrelated aspects of the individual’s identity, such as, among others, gender, race, age, disability, sexual orientation, socio-economic status,  family status, refugee background, religion etc., with the aim of spreading knowledge, and promoting existing and institutionalizing new policies to create an inclusive working and academic environment.

The Equality Plan 2022-2024 was approved at the 12th Session of the Senate Committee on Equality (31.5.2022) and by the 177th Session of the Senate (15.6.2022).

Equality Plan (2022-2024): Needs & Goals

CUT’s Equality Plan meets the needs in the following areas:

• Combating intersectional inequalities and stereotypes that are reproduced on the basis of interrelated aspects including among others gender, race, age, disability, sexual orientation, socio-economic status, family status, refugee background, religion etc.;
• Improving the dissemination of knowledge about equality, diversity, inclusion and anti-discrimination;
• Promotion of existing and institutionalization of new policies related to the strengthening of equality and diversity;
• Implementation of gender-sensitive practices, stereotypes and intersectional structural inequalities affecting recruitment and promotion;
• Support for combining work and family life, with a particular emphasis on care for dependent members.

Pillars and Goals

This Equality Plan is the updated version of the original plan designed in the framework of the Gender-SMART project and is in collaboration with the Senate Equality Committee and the EUt+ project team. The Equality Plan consists of 5 main pillars and sub-goals which are detailed below.

I. Creating a culture of equality

Goal 1: Promote an inclusive organizational culture, eliminate unconscious gender+ biases and interrelated inequalities in all aspects of the organizational structure by fostering positive attitudes towards diversity.

II. Development of equal support measures for the professional career

Goal 2: Promote an inclusive organizational culture that eliminates unconscious gender+ discriminations and biases in all aspects of human resource management: recruitment, retention, career development and work-life balance.

III. Reshaping decision-making and governance

Goal 3: Raise awareness of decision-making and governance bodies at CUT in order to influence and ensure inclusive internal processes.

IV. Mainstreaming Gender and Intersectionality in Funding, Research and Teaching

I. Sexual Harassment, Harassment and Bullying

Goal 5: Combat harassment, sexual harassment and bullying, discriminations, inappropriate (unethical/unprofessional) behaviour, unequal treatment with the aim of creating a workplace and educational institution with zero tolerance for all of the above.

The renewed Equality Plan (2022-2024) was based on the current image of the University in relation to gender statistics in the various sectors (education, governance, culture) and was adapted to its new needs and priorities.