DUAL ONLINE CENTER
Bank of Good Practices in Social Inclusion through WBL
Gender Equality Plan 2021–2025 – Promoting Inclusion and Equity at the University of Aveiro
Overview
The University of Aveiro’s Gender Equality Plan (2021–2025) is structured around five thematic areas: (1) promoting an inclusive organizational culture; (2) work-life balance; (3) balanced careers and decision-making bodies; (4) integration of gender into teaching, research and external relations; and (5) preventing and combating gender violence.
It was developed through a diagnosis led by the CHANGE project team and includes 16 objectives and 33 strategic actions. The plan affirms the University’s commitment to equality and inclusion, aligning with national and European strategies. Several actions target awareness-raising, training, inclusive communication, mentoring networks, and structural measures to ensure equity in recruitment, academic progression, and research participation.
The governance model includes a plan coordinator, technical team, institutional officer, and Agents of Change from across the university. The plan is publicly available and monitored regularly.
It was developed through a diagnosis led by the CHANGE project team and includes 16 objectives and 33 strategic actions. The plan affirms the University’s commitment to equality and inclusion, aligning with national and European strategies. Several actions target awareness-raising, training, inclusive communication, mentoring networks, and structural measures to ensure equity in recruitment, academic progression, and research participation.
The governance model includes a plan coordinator, technical team, institutional officer, and Agents of Change from across the university. The plan is publicly available and monitored regularly.
Objectives
• Promote gender equality and inclusion at the University of Aveiro
• Raise awareness on stereotypes and unconscious bias
• Foster inclusive practices in communication, events, and institutional processes
• Support the integration of diversity into teaching and research
• Prevent and combat harassment and gender-based violence
• Raise awareness on stereotypes and unconscious bias
• Foster inclusive practices in communication, events, and institutional processes
• Support the integration of diversity into teaching and research
• Prevent and combat harassment and gender-based violence
Implementation
The plan was prepared by the CHANGE project team with contributions from the rectorate, academic staff, TAG staff, and members of the Sounding Board. It is guided by national and European frameworks on equality and non-discrimination.
• Implementation relies on a structured governance model. Key actions include:
• Training on stereotypes and unconscious bias
• Inclusive language manual
• Dissemination of the Equality Plan and public recognition as an inclusive institution
• Gender-balanced recruitment and decision-making processes
• Mentoring networks and career support
• Integration of gender in curricula and research practices
• Code of conduct and procedures to combat harassment
• Implementation relies on a structured governance model. Key actions include:
• Training on stereotypes and unconscious bias
• Inclusive language manual
• Dissemination of the Equality Plan and public recognition as an inclusive institution
• Gender-balanced recruitment and decision-making processes
• Mentoring networks and career support
• Integration of gender in curricula and research practices
• Code of conduct and procedures to combat harassment
Innovative features
Mentoring programs for marginalized groups, Policy changes to encourage inclusive Work-Based Learning (WBL), Specialized training tailored to different learner needs, Includes mentorship and support networks
Success stories
While the University of Aveiro had already demonstrated a longstanding commitment to inclusion, the structured implementation of its Gender Equality Plan 2021–2025 marked a new phase in institutional action. The plan led to impactful internal initiatives, such as the creation of inclusive language guidelines, the formal inclusion of gender-sensitive content in training and curricula, and the promotion of gender balance in recruitment and decision-making bodies. These measures reflect a growing institutional capacity to address gender disparities in academic careers and reinforce inclusive values across the university community.
Although the plan defines concrete actions and expected outcomes, it does not include individual testimonials or documented personal success stories from beneficiaries.
Although the plan defines concrete actions and expected outcomes, it does not include individual testimonials or documented personal success stories from beneficiaries.
Measured outcomes
The University of Aveiro’s Gender Equality Plan 2021–2025 defines a structured set of 33 actions aligned with 16 strategic objectives, across five thematic areas: inclusive organizational culture, work-life balance, career equity, integration of gender in teaching and research, and prevention of gender-based violence.
Although the plan does not yet present consolidated measured outcomes, it establishes clear expected results for each action. These include increased awareness of unconscious bias and stereotyping among staff, improved gender balance in recruitment and leadership, greater integration of gender perspectives into curricula and research, enhanced support for work-life balance through flexible policies, and the creation of procedures to prevent and address harassment and discrimination.
The plan also outlines mechanisms for monitoring and evaluation, coordinated by a tripartite governance structure, including an Institutional Officer, Plan Coordinator, Technical Team, and Agents of Change in each academic unit. The implementation is designed to promote institutional transformation through ongoing engagement and reflection.
Although the plan does not yet present consolidated measured outcomes, it establishes clear expected results for each action. These include increased awareness of unconscious bias and stereotyping among staff, improved gender balance in recruitment and leadership, greater integration of gender perspectives into curricula and research, enhanced support for work-life balance through flexible policies, and the creation of procedures to prevent and address harassment and discrimination.
The plan also outlines mechanisms for monitoring and evaluation, coordinated by a tripartite governance structure, including an Institutional Officer, Plan Coordinator, Technical Team, and Agents of Change in each academic unit. The implementation is designed to promote institutional transformation through ongoing engagement and reflection.
Challenges and lessons learned
The Gender Equality Plan was based on a prior institutional diagnosis that revealed persistent challenges in ensuring gender equity. One major challenge was the underrepresentation of women in decision-making positions, particularly in STEAM areas, where in 2020 women represented just over 30% of professionals nationwide.
As a lesson learned, the plan adopts an intersectional and institutional approach, engaging multiple governance levels (Institutional Officer, Plan Coordinator, Technical Team, Agents of Change) to ensure effective implementation and monitoring. It emphasizes the need for disaggregated data, inclusive communication, and continuous training to embed gender equality into the organizational culture.
As a lesson learned, the plan adopts an intersectional and institutional approach, engaging multiple governance levels (Institutional Officer, Plan Coordinator, Technical Team, Agents of Change) to ensure effective implementation and monitoring. It emphasizes the need for disaggregated data, inclusive communication, and continuous training to embed gender equality into the organizational culture.
- CountryPortugal
- SectorEducation and pedagogy Labour market services Research and Innovation
- Target groupAcademic community
Leading organisation
University of Aveiro
Date
2021, ongoing
Key stakeholders
• Project consortium
University of Aveiro, CHANGE Project Team, Sounding Board (established 2018), Academic community (staff and students)
University of Aveiro, CHANGE Project Team, Sounding Board (established 2018), Academic community (staff and students)
Number of beneficiaries
The University of Aveiro’s Gender Equality Plan 2021–2025 was designed to benefit the entire academic community, including teaching and research staff, technical, administrative and management staff (TAG), and students. Although the plan does not provide a consolidated number of individual beneficiaries, it targets the university's full internal population which includes over 17,000 students, approximately 1,300 teaching staff, around 976 TAG staff, and 552 researchers. Women represent 54% of all staff and 52% of the student body, reflecting the plan’s relevance across all levels. The Gender Equality Plan consists of 33 strategic actions across 5 thematic areas, aligned with 16 strategic objectives.
