Description and content
The Gender Equality Plan (GEP) is the planning tool through which the Province sets out specific measures to promote gender equality amongst its employees. The GEP has significant positive effects across the whole region, serving as a model to be shared and replicated within a regional welfare framework that can promote equality between women and men.
What it is. The GEP is a strategic document that aims both to promote gender equality and to value gender differences within the Autonomous Province of Trento through actions designed to eliminate the gender gap, as well as to adopt a gender perspective in policy-making, including at the local level.
Target audience. Theactions and strategies set out in the GEP are aimed at the staff of the Autonomous Province of Trento.
Who draws it up. ThePlan is drawn up by a multidisciplinary working group and forms part of the organisation’s planning cycle, in line with provincial legislation on integrated planning and the quality of administrative action.
Implementation period. TheGender Equality Plan covers a three-year period (2026–2028) and is linked to other policy documents of the Provincial Administration.
Objectives. Throughthe adoption of the GEP, the Province is committed to achieving specific objectives and actions aimed at creating a working environment capable of both recognising existing gender inequalities and promoting a culture of inclusion and equity within it.
Impact on the local area. TheGEP’s initiatives and actions aim to bring to the local area the added public value that the GEP promotes, starting with the dissemination of a culture of equal opportunities and work-life balance within the workplace and society.
Methodology. TheGEP is structured around five areas of intervention, each of which is divided into two parts: the current situation and the actions to be implemented.
- The first area concerns work-life balance, support for parenting and caregiving responsibilities, the promotion of an inclusive organisational culture, and the fight against prejudice.
- The second and third areas aim to reduce the gender gap, both in senior leadership roles and in recruitment and career progression processes, through specific measures that promote equal opportunities and fair access to career paths.
- The fourth area focuses on mainstreaming gender considerations in teaching, research and the performance of work activities.
- The fifth area promotes actions to prevent and combat discriminatory, violent or harassing behaviour.
Monitoring. Theindicators will be monitored by the internal working group to track the progress of the actions, thereby providing an overall picture of the results achieved.
