Gender Equity Plan
One of PCASW’s main goal and crosscutting strategy is to achieve gender equity in the program. It is demonstrated in the policy statement as under.
“A highly professional and country level leading Center for Advanced Studies in Water (PCASW) Must adopt an active policy of equality between women and men, and a recruiting and admission policy that results in diversity and that ensures equal rights”.
Action Plan of PCASW
- With the help of University of Utah, prepare policy recommendation on gender equity.
- Designing and recruitment of implementation programs.
- All advertisements for hiring of faculty and non-faculty positions clearly mention “women are strongly encouraged to apply”. To promote gender equity the project provides additional incentives, including standard accommodation facilities for women.
- Outreach and other activities to create better gender balance for all study programs.
- Accommodation and transport for staff and students.
- Opportunity for female faculty members in US exchange program.
- Provision of research grants.
- Managers, faculty, employee, and students familiarized on Gender Equity on Sexual Harassment Policy.
- Implement support for women in program to help retention and empowerment.
- Gender balance in new admissions.
MUET Gender Policy Adaptation – Objectives
- Promote diversity and inclusiveness amongst its faculty, students and staff;
- Support women and girls in the realization of their full human rights; and
- Reduce gender inequalities in access to research and education related resources and benefits
Framework for Policy Formulation
The consultations outlined the following broad principles and guidelines to steer the process for developing a comprehensive action plan to achieve above policy objectives.
- Establishing an institutional and policy framework for making MUET a gender-friendly campus, where gender equity is understood to be a top management priority.
- Adopting and promoting HEC policy guidelines against sexual harassment in institutions of higher learning.
- Providing an inclusive environment in which everyone irrespective of its gender and socio-ethnic, economical and religious backgrounds can participate and benefit.
- Strengthening legislative framework to protect women’s rights, enhance their empowerment, and eliminate discriminatory practices in all their forms.
- Moving towards improved gender-parity in students’ population, in faculty and non-faculty positions, in decision making bodies, and in access to scholarly benefits.
- Creating mentoring and leadership opportunities for empowering women students, staff, and faculty, and strengthening their participation in academic and extra-curricular activities.
- Promoting partnerships with institutions and networks which encourage advancing gender equity and women empowerment agenda.
- Identifying good practices in eliminating gender-based stereotypes and public perceptions which prevent women from reaching their full potential in public life.
- Learning from good practices on gender equality and anti-discrimination laws and policy instruments being implemented elsewhere.
- Ensuring that on-campus facilities and infrastructure (both teaching and research) is consistent with the needs of both women and men.