Gender Action Plan. Most of the partners in EGEE are scientific organizations with an established policy of equal gender opportunities. CERN, the leading partner, has an excellent record history with an equal opportunity programme established long time ago.
Gender Action Plan. EuroFIR will contribute to the promotion of gender equality through a number of actions and activities. Our action plan constitutes practical measures that can be readily audited and that are designed to permeate the network and not be limited to individual partners or work packages. Each work package will include in its final reporting a paragraph on progress made in the implementation of the gender action plan, assess its impact and formulate recommendations.
Gender Action Plan. 15. The Borrower shall cause LGED to adopt and fully carry out the Gender Action Plan (GAP) during the Project implementation period. The Borrower shall require the PMO to prepare field manuals for the GAP and conduct training for the PMO and PIU staff. The implementation of the GAP shall be closely monitored and the progress shall be reported in the quarterly reports to the Bank.
Gender Action Plan. 9. The Recipient shall ensure that the Project be implemented in accordance with the gender action plan. ICT Policy and Strategy
Gender Action Plan. The percentage of female students across the college in 2015/16 was 49.6% and in 2016/17 this was 48.7%. As in the sector as a whole, females were underrepresented in areas such as Construction and Engineering, while there was a shortage of male students in Childhood Practice and Hair, Beauty and Complementary Therapy. The college is working with the Equality Challenge Unit on its Attracting Diversity Project to encourage more females into Engineering and more males into Childcare. As a part of this, the college’s Engineering and Built Environment faculty is currently running an engineering project that involves in-college workshops with 1,000 primary school pupils, as well as creating VLE material and upskilling school teachers. The project is intended to give primary school pupils a better understanding of engineering in an engaging way, reaching out to pupils who might not traditionally think of engineering as a career, with a particular focus on female students and students from SIMD10 households. Discrete projects to address gender imbalance have also included: • HNC Product design – a multi-disciplinary course spanning Engineering and Art and Design • NC Activity Tourism – to encourage more males into tourism • Codespace CSI and Women into Digital, pilot schemes developed by the Computing team to engage young women in digital skills. Eighty per cent of participants were girls aged 14-17.
Gender Action Plan. Edinburgh College is committed to promoting and embedding equality of opportunity and diversity in employment. We believe our staff should be rewarded fairly and equitably and believe no one should be held back because of who they are or their background. We are committed to the principle of equal pay for all our employees and aim to eliminate any bias in our reward systems. This includes equality on the basis of gender; race; age; pregnancy and maternity; gender reassignment; sexual orientation; religion or belief; marital/civil partnership status; ethnic origin; and disability. We recognise the importance of staff confidence in the process of eliminating bias within our reward systems and we are committed to working with staff to ensure equality within our reward policy and practice. Our objectives to achieve equality of financial reward for all employees doing equal work are: • Ensure that there are no unfair, unjust or unlawful practices that impact on reward • Work in partnership with trade unions to establish agreed policies and procedures for Edinburgh College staff • Develop and operate a reward system that is transparent, based on objective criteria and free from bias • Determine if there are any inequalities and, if so, investigate promptly and take appropriate remedial action where required • Implement phase two of the job evaluation system to assess the relative value of all roles across our organisation • Review and calculate the pay gap after the implementation of the job evaluation system • Respond to equal pay grievances as a priority • Provide appropriate training and guidance for those involved in determining pay • Inform employees of how these practices work and how their own pay is determined • Fully utilise the HR IT System to collate all staff data and enable robust reporting against the protected characteristics The college's (mean) gender pay gap has increased slightly since 2015, from 3.25% to 3.86% as at 30 November 2017. While this is significantly lower than the (mean) gender pay gap in Scotland of 14.9% (2016 provisional results), the pay gap does tend to be lower in the public sector. The gender pay gap is wider for part-time workers in the college. However, the Scottish Government website suggests that any difference within +/- 1.5 percentage points of last year's figure suggests that the position is more likely to be maintaining than showing any change. A more detailed commentary with actions to address gender pay inequality...
Gender Action Plan. The State shall ensure that the gender action plan as agreed among the Borrower, the State and ADB and described under the Initial Loan Agreement is implemented and that the PMU prepares field manuals and conducts training on the gender action plan for the PMU and PIU staff.
Gender Action Plan. 21. The Borrower shall cause THPPC to take all necessary and appropriate measures to ensure that (i) the PPMU and the PIUs shall implement the Project in accordance with the gender action plan for the Project, agreed upon between THPPC and ADB, as set out in Supplementary Appendix G to the RRP for the Project; and (ii) sufficient resources are allocated for the implementation of such plan.
Gender Action Plan. Edinburgh College is committed to promoting and embedding equality of opportunity and diversity in employment. We believe our staff should be rewarded fairly and equitably and believe no one should be held back because of who they are or their background. We are committed to the principle of equal pay for all our employees and aim to eliminate any bias in our reward systems. This includes equality on the basis of gender; race; age; pregnancy and maternity; gender reassignment; sexual orientation; religion or belief; marital/civil partnership status; ethnic origin; and disability. We recognise the importance of staff confidence in the process of eliminating bias within our reward systems and we are committed to working in partnership with the recognised trade unions, EIS and Unison, to take action to ensure equality within our reward policy and practice. Our objectives to achieve equality of financial reward for all employees doing equal work are: • Ensure that there are no unfair, unjust or unlawful practices that impact on reward; • Work in partnership with trade unions to harmonise terms and conditions for Edinburgh College staff; • Develop and operate a reward system that is transparent, based on objective criteria and free from bias; • Determine if there are any inequalities and, if so, investigate promptly and take appropriate remedial action where required; • Implement phase two of the job evaluation system to assess the relative value of all roles across our organisation; • Review and calculate the pay gap after the implementation of the job evaluation system; • Respond to equal pay grievances as a priority; • Provide appropriate training and guidance for those involved in determining pay; • Inform employees of how these practices work and how their own pay is determined; • Fully utilise the HR IT system to collate all staff data and enable robust reporting against the protected characteristics. The college's (mean) gender pay gap has increased slightly since 2015, from 3.25% to 3.80% as at 28 February 2017. While this is significantly lower than the (mean) gender pay gap in Scotland of 14.9% (2016 provisional results), the pay gap does tend to be lower in the public sector. The gender pay gap is wider for part-time workers in the college. However, the Scottish Government website suggests that any difference within +/- 1.5 percentage points of last year's figure suggests that the position is more likely to be maintaining than showing any change. A m...
Gender Action Plan. The Recipient, through the Ministry of Health, shall, and shall cause AFAP to, take all measures to comply with the Bank’s relevant policy requirements on gender, in a manner and timetable satisfactory to the Bank, to enable the Bank to comply with the Gender Action Plan, as further detailed in the Project Operations Manual. APPENDIX
