Gender balance

This edition of the Gender Report has highlighted that our University is effectively moving in the direction indicated by the previous one: in particular, the substantial increase in the number of women in senior positions has been noted with interest.

There is no doubt that work needs to be done on the polarisation of women and men in certain degree courses, while others, such as Medicine and Law, are fairly balanced. 

Another very important point concerns leaving university: despite women achieving better results in terms of both graduation times and assessment, they earn less one year and five years after graduation.

The main actions for gender equality and equal opportunities proposed are:

1. survey on safety (space) – well-being (students, teachers);
2. survey to raise awareness of gender issues;
3. the role of implicit biases in gender policies: meetings on the topic;
4. Gender-neutral language: as has already happened in other universities, our University feels the need to ensure the use of language that reflects a person's gender. This is a commitment that the University has undertaken as part of a process aimed at ensuring the full protection of fundamental rights and, first and foremost, the constitutional principle of equality, as enshrined in Article 3;
5. research on ecological transition and the status of women in the labour market;
6. guidance and placement activities in collaboration with the Guidance and Placement Office;
7. research and dissemination activities;
8. combating mobbing, harassment and discrimination.

The Gender Budget is a tool used by public administrations (and in some cases also by private entities) to analyse and plan economic and decision-making policies, taking into account the gender perspective. Its aim is to promote gender equality by preventing and combating discrimination against women and non-binary people.

It is also an awareness tool for universities, allowing them to identify strengths and weaknesses in the implementation of gender equality in the workplace and in education, and to address inequalities that may arise from stereotypes and forms of abuse, helping to reduce cultural, economic and social gaps.

The analysis conducted through this tool allows the University to continuously update data and map initiatives annually on gender issues across all departments, creating a common framework that facilitates awareness among students, lecturers and staff. The information collected includes data on the student body, teaching staff and technical and administrative staff, and post-graduate employment aspects.

Thanks to the use of graphs and tables, the Gender Report provides a clear overview of inequalities and actions taken and makes it easier to formulate targeted strategies to combat discrimination and continuously improve gender equality within the institution.