UL institutional roadmap

Faculty of Sport

The University of Ljubljana

The SUPPORTER project aims to foster gender-related, sustainable, and transformative institutional changes in sports higher education institutions paying specific attention to the challenge of gender-based violence and leading to the development of inclusive, innovative, intersectional and impactful gender equality plans (4I-GEPs).

The transformation of existing institutional GEPs into 4I-GEPs is achieved through the co-design and implementation of individual roadmaps, tailored to the needs of each implementing organisation.

The University of Ljubljana (UL) roadmap encompasses a set of Grounding Actions (GAs) to be implemented from March 2024 to June 2025. These actions address mandatory and recommended thematic GEP elements (Horizon Europe Guidance on Gender Equality Plans) under-addressed in their organisation’s existing institutional GEP. A series of critical challenges, including engagement and participation barriers in implementing the roadmaps, resource limitations and organisational resistance, have been identified, alongside measures to effectively address them.

Learn more about the development of the roadmaps

The University of Ljubljana, Faculty of Sport

The University of Ljubljana, Faculty of Sport, located in Ljubljana, Slovenia is one of the 26 members of the University of Ljubljana. It specialises in academic programs and research in sports science, kinesiology, and physical education, offering undergraduate, postgraduate, and doctoral programs.

The Gender Equality Plan (GEP) at the University of Ljubljana, is currently not signed, but it has been formally adopted at the University of Ljubljana level. Details about the plan, including information about signatories, can be found on the official website of the university: Enakost_spolov_nacrt_enakosti_spolov_UL_2022_2027.pdf (uni-lj.si)

University of Ljubljana, Faculty of Sport

Summary of UNIBL grounding actions

GA1 – Analysis of gender balance at Faculty of Sport and establishing mechanism for collecting data GA2 – Raising awareness on gender + inequalities in sports environment and communicating the content, objectives and progress of the GEP + awareness-raising initiatives on Gender-Based Violence GA3 – Development of a Confidential Help System GA 4 - Encouraging of Gender Equality in the distribution of research resources GA 5 Use of gender-sensitive language

GA1 – Analysis of gender balance at Faculty of Sport and establishing mechanism for collecting data

Objectives:

Analysis of gender distribution.
Leadership and committee composition analysis.
Data collection on gender-based incidents.
Analysis of results and report preparation

GEP elements: Mandatory: Data collection and monitoring.

Implementation plan:

Analysis of gender distribution:

- To obtain existing data on gender diversity in various study programs (students), administrative staff, researchers, and pedagogical staff. Focus on methods, competent body and frequency of the existing gender audit mechanisms.
- To analyse the data to determine the gender balance across different roles within the faculty.
- Identify what data is not being collected and suggest enrichment of the data collection and analysis process with new areas to be monitored.

Leadership and committee composition analysis:

- Review organisational charts and committee membership to assess gender representation in leadership positions and decision-making bodies.
- Identify any gender disparities in leadership roles and committee memberships.

Data collection on gender-based incidents:

- To track the number of reported incidents of sexual violence, harassment, or discrimination over a specific period (last 3 years).
- Document the nature of each incident and the actions taken in response.

Analysis of results and report preparation:

- Prepare a report summarising the findings on gender equality in the Faculty
- Plan further steps to improve gender diversity and awareness of the GEP.

GA2 – Raising awareness on gender + inequalities in sports environment and communicating the content, objectives and progress of the GEP + awareness-raising initiatives on Gender-Based Violence

Objectives: .

Develop an internal (for faculty staff and students) and external (for external stakeholders) communication campaign.
Organise informational sessions and workshops (three international sessions (2 for faculty staff (researchers, administrative staff), 1 for students), two local events for external stakeholders).
Develop an online platform with GEP-related documents (accessible to internal and external stakeholders).
Participation in events related to sports and higher education institutions (at least three events).

GEP elements: Mandatory: Public document and Awareness-raising

Implementation plan:

Communication campaign:
- Develop a communication campaign scheme.
- Design the campaign.
- Launch the campaign.
Organise informational sessions and workshops for faculty staff and students:
- Organise sessions and workshops to introduce the content of GEP to the faculty members, staff and students
- Provide an overview of the objectives, key components and importance of the GEP in promoting gender equality within the faculty.
- Encourage participants to express their opinions and concerns (‘sticker’ workshop) and provide information about gender diversity at the faculty.
- Organise two local events to showcase the benefits of GEP in the making.

Develop an online platform with GEP-related documents:
- Create a dedicated section on the faculty website or intranet portal where individuals can access GEP-related documents, resources, and updates.
participate in events related to sports higher education institutions (at least three events).

GA3 – Development of a Confidential Help System

Objectives:

Appointing Confidential persons.
Knowing who victims/survivors can turn to if they come across Violence, Harassment or Bullying.
Establish a system for documenting inquiries and resolutions while ensuring anonymity.
Ensuring awareness of the Policy on Measures to Combat Violence, Harassment and Bullying.
Education and training for confidential persons.

GEP elements: Mandatory: Dedicated resources

Thematic: Measures against gender-based violence, including sexual harassment

Implementation plan:

Appointing Confidential persons.
- Approval of new appointment by senior management.
- Preparation of the call for publication.
- Publication of the call for confidential persons.
- Selection procedure.
- Notification of selection.

Knowing to whom victims/survivors can turn if they come across Violence, Harassment or Bullying.
- Publication of the list and contact details of confidential persons on the UL FŠ website.
- Informing staff and students by email.

Establishment of a system for documenting inquiries and resolutions while ensuring anonymity.
- Participation of management and confidential persons in the university's training.
- Collaboration with legal experts to ensure compliance with confidentiality regulations.

Education and training for confidential persons.
- Participation of confidential persons in university training.

GA 4 - Encouraging of Gender Equality in the distribution of research resources

Objectives:

● Collecting data on current projects and resources.
● Gender balance in the distribution of research resources.
● Gender balance in participation in projects.
● Encouraging research projects to be led by younger women and promoting the creation of gender-balanced research teams.

GEP elements: Integration of gender dimension into research and teaching content

Implementation plan:

Collect data on current projects and resources.
- Analysis of the current situation - overview of gender representation in ongoing research projects.
Gender balance in the distribution of research resources.
- project gender balance from the start of the project's application process.
- Presentations of benefits of gender equality at the academic assembly.
- Conversations with research project leaders.
Gender balance in participation in projects.
- Promoting gender balance from the start of the project's application process.
- Presentations of benefits of gender equality at the academic assembly.
- Conversations with research project leaders.
Encouraging research projects to be led by younger women and promoting the creation of gender-balanced research teams.
- Promoting gender balance from the start of the project's application process.
- Conversations with younger researchers.

GA 5 Use of gender-sensitive language

Objectives:

Assessment and Analysis.
Development of guidelines and resources.
Providing Feedback and Correction.

GEP elements: Mandatory: Training and awareness-raising

Thematic: Gender equality in recruitment and career progression; Work-life balance and organisational culture

Implementation plan

Assessment and Analysis
- Comprehensive assessment of current language usage and practices across various aspects of the faculty, including official documents, communication channels, forms, and educational materials.
- Identify areas where gender-sensitive language can be improved or integrated more effectively.

Develop guidelines and resources

- Develop comprehensive guidelines and resources that outline best practices for using gender-sensitive language in written and verbal communication.
- Provide examples, templates, and practical tips to support individuals and departments in adopting inclusive language practices.

Providing Feedback and Correction

- Encourage individuals to offer feedback and corrections when they detect language that lacks inclusivity.
- Fostering a culture where everyone feels accountable for promoting inclusive language usage.