In Module 5, you will find out about the following aspects of taking a stand on equality:
Good practices: examples of initiatives and campaigns
Promoting equal opportunities in every country
Different social groups striving for equality
‘Fair’ recruitment of employees in the working environment
This Module aims to:
Provide understanding for contemporary approaches on gender equality
Highlight examples of good practices and campaigns and adaptation to the respective work environment
Help to combat gender discrimination at individual level
Promote gender equality
Genderaction: An organisation which was created based on the funding programme “Horizon 2020” of the European Union, to promote member country progress for the implementation of gender equality.
Gender Equality Commission (EIF) of Thessaloniki Aristotle University (AUTH): An advisory body for the promotion of equality in all processes of academic life.
Head over to Module 5 to see good practices in each of the partner countries involved in this project!
Single parent families:
A single parent family is a family consisting of one parent, regardless of gender, living without a spouse or partner with at least one unmarried child under 18 years old for whom they have full responsibility (independently of other adults).
The LGBTQIA+ community’ [Lesbian-Gay-Bisexual-Transgender, Questioning/Queer- Intersex+]:
It is an acronym and refers, in total, to people who identify as Lesbian, Gay, Bisexual and Transgender, Queer, Intersex and Asexual.
Most developed countries of the world have accepted the age of 65 for the definition of “elderly”. This definition is relevant and is often related to the age at which one can start receiving pension benefits.
Women with a migrant or refugee background:
A migrant is a person who changes the place/country of their usual residence (usually for financial, professional, educational etc. reasons). A refugee is a person who is outside their country of origin due to war conditions, conflicts, fear of persecution, violence or other similar situations.
Discrimination – also – against men is a valid reality, which is part of the content and topics of the Module and is of particular importance for achieving equality in the work environment.
She founded the “Voice of Libyan Women” at the age of 21 which enhances the greater inclusion of women in peace processes.
Her TED Talk “What My Religion Really Says About Women” has been viewed more than four million times. She is a regular speaker on women’s rights and inclusive security around the world.
She has received many awards from organisations such as Forbes, The New York Times and Harvard Law.
Board Member at The Malala Fund, International Alert, το Malaria No More and Women’s Global Global.
It is important to look within your organisation to see any unconscious bias and stereotypes, or discriminatory practices in a HR recruitment strategy. The following steps can help.
In Module 5, each step can be found in more detail:
Assessment of the existing gender discrimination in your organisation
Customisation of your corporate brand identity
Configuration of job ads without the exclusion of any social group
Salary scale in the job description
Search different people in new “markets”
Updating of approach and reviewing response rates by gender
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