Creating a webpage on work-family balance
Centralised information ensures that all relevant policies, tools, and procedures regarding work-family balance are collected and accessible in one place. This makes it easier for employees to find the information they need. By verifying and documenting procedures, the organisation ensures that employees clearly understand their rights and obligations, which reduces confusion and potential misunderstandings.
- Collect national provisions and policies on work-family balance.
- Verify the availability of work-family balance tools at your organisation (e.g., flexible working arrangements, parent-child rooms, nurseries, additional health insurance, etc.).
- Gather procedures, documents, and forms necessary for the application processes, or provide links to these procedures.
- Provide accessible and comprehensible descriptions of maternity/paternity/family leave procedures, rights and obligations of employees on leave, and the impact of leaves on career development, or collect links to these descriptions.
- Identify work-family facilities such as parent-child rooms, nurseries, kindergartens, and sports centres at your organisation (e.g., on the university campus).
- Group available policies, tools, and procedures into broader categories, such as childcare, elderly care, health issues, and leisure time.
- Collect contact information for all departments responsible for work-family measures.
- Decide where the webpage will be located (e.g., as a tab on the organisation's main page or as a subpage of an individual department/office).
- Contact the webpage administrator.
- Arrange the graphic design of the website.
References
MINDtheGEPs partner pages
In collaboration with Gender Equality Managers and Gender Database Manager at implementing partner organisations, a well-advertised webpage launch will be initiated with each organisation.
This platform is meant to serve as a resource, creating a link to inform both female and male researchers about their rights concerning work-family reconciliation. It will also shed light on existing policies at national and organisational levels.
D4.1 – Guidelines on planned actions for recruitment and retention
Balancing recruitment, retention and career progression
In this deliverable, which is based on a combination of desk research, our own expertise, MTG partners’ experiences, in addition to existing guidelines, we have prepared a set of overall recommendations supporting academic and non-academic organisations to foster the awareness of gender issues in the field of recruitment, retention and career progression. Our guidelines on planned actions are developed to help to understand and prepare organisational change, which should improve gender equality in an institution.
Migalska, Alexandra., Sekuła, Paulina., Stoecker, Ewa., Ní Fhlatharta, Aiofe., & Macmahon, Helena. (2024). D4.1 – Guidelines on planned actions for recruitment and retention. Zenodo. DOI: 10.5281/zenodo.10491838
Explore key areas
Balancing career progression
Supporting skills development and breaking stereotypes, towards work-life balance for men and women.
Empowering decision-making
To increase female researchers' participation in the decisions that affect them.
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Gendering research content
By including gender perspectives in research, teaching, evaluation & peer-review.
Improving work-life balance
Providing comprehensive support for career advancement while managing personal responsibilities like caregiving.
Measures against gender-based violence
Raising awareness about gender-based violence and sexual harassment among leadership in their organisations, ensuring there are sufficient support structures in place, and committing to stopping this behaviour.
Our approach
We promote gender equality on structural and cultural level of research organisations by fixing the system, not the women. Examining gender imbalances, designing gender equality plans for sustainable change, and monitoring and evaluating the progress we make.
