Description and content
The Gender Equality Plan (GEP) is the programming tool through which the Province outlines specific interventions on gender equality for its employees. The GEP offers important positive repercussions throughout the territory, presenting itself as a model to be transmitted and replicated in a territorial welfare context that can facilitate equity between women and men.
What it is
The GEP is a strategic document that aims both to promote gender equality and to enhance the differences between genders within the Autonomous Province of Trento through actions and commitments aimed at eliminating the gender gap, as well as at adopting a gender perspective in the design of policies also at territorial level.
Target
The actions and strategies developed in the GEP involve first and foremost all PAT employees and also the citizens of the provincial territory.
By whom it is drafted
The drafting of the GEP involves a multidisciplinary internal working group made up of top decision-makers and the staff of various PAT structures.
Implementation Period
The Gender Equality Plan has a three-year time horizon (2023-2025) and is related to other policy documents of the provincial administration.
Objectives
Through the adoption of the GEP, the Province is committed to the achievement of specific objectives and actions aimed at the creation of a working context capable of both recognising existing gender inequalities and promoting a culture of inclusion and equity within it.
Impact on the territory
The GEP initiatives and actions aim at bringing to the territory the added public value that the GEP promotes, starting from the dissemination of the culture of equal opportunities and reconciliation in the work and social context.
Methodology
The GEP is divided into five areas of intervention, each one divided into two parts: the state of the art and the actions to be implemented.
- First area: measures to reconcile work and family life, in relation to parental and care commitment, the Province's organisational culture and the fight against prejudice
- Second and third areas: identification of measures aimed at reducing the gender gap both in senior roles and in recruitment and career progression.
- Fourth area: valorisation of the gender dimension in teaching and research and carrying out one's work.
- Fifth area: measures against discriminatory, violent and harassing behaviour.
Context analysis and indicators
The context analysis was carried out by collecting quantitative and qualitative data. Each fact sheet contains specific indicators for measuring the impact of the proposed actions.
Monitoring
The indicators will be monitored by the internal working group to detect the progress of the actions in order to provide an overall picture of the results achieved.