Introduction

This Gender Equality Plan (GEP) was developed by the Research Innovation Unit (RIU) of the Gzira Local Council (referred to throughout this document as RIU, we, us, our). This GEP was created following an in-house gender audit analysis, meetings with employees, and a review of the policies and practices presently applied by the RIU.

RIU already commits to the implementation of the main areas covered by this GEP and has practices in place which are aligned with the Maltese Legislation as per the following:

Work-life balance and organisational culture

Providing good working conditions for all staff, including staff members with special needs, allows both men and women to have the flexibility for a healthy work-life balance and a safe working environment to enable staff to reach optimal performance levels.

These principles are also highlighted in the:

• Employment and Industrial Relations Act – Cap. 452 of the Laws of Malta
• Subsidiary Legislation Organisation of Working Time Regulations – SL 452.87
• Occupational Health and Safety Authority Act – Cap. 424 of the Laws of Malta
• Subsidiary Legislation Workplace (Minimum Health and Safety Requirements) Regulations – SL 424.15
• Public Service Management Code – Manual of Work-life balance measures
• Local Councils Act – Chapter 363 of the Laws of Malta

Gender balance in Leadership and Decision Making

Figure 1 illustrates the collective number of males and females involved in legal representation and management positions. As shown in Figure 1, RIU has already achieved a gender balance in leadership and decision-making roles.

Gender Equality in Recruitment and Career Progression

Gender balance in recruitment and career progression, ensuring equal opportunities at the stage of the recruitment and subsequent career progression for all levels of staff, including top management grades.

These principles are highlighted in the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta) and subsidiary legislation (Equal Treatment in Employment Regulations – SL 452.95), and Article 2.5 of the Government of Malta Policy Manual (Manual on Industrial Relations and the Selection and Appointment Process under Delegated Authority in the Malta Public Service [Version 4.17])

Integration of Gender Dimension

We are recognising matters concerning gender diversity and inclusivity and subsequently creating awareness among employees at all levels.

Measures against Gender-based Violence, including Sexual Harassment

• Non-discriminatory treatment based on religion or religious belief, disability, age, sex, sexual orientation, political orientation and racial or ethnic origin.
• Gender matters in addressing gender-based violence empower staff, amplify their voices, offer redress opportunities, and promote acceptance of all gender identities and sexualities.

Circular 15/2012, issued by the Office of the Prime Minister (OPM), also highlights the importance of gender mainstreaming, asserting that gender mainstreaming “will enhance the ability of employers to make the best use of human resources and improve productivity and competitiveness whilst giving employees the benefit equally in society. In practice, it requires a pro-active approach, the need to identify those areas where any degree of inequality could arise, assess the underlying causes of such inequalities and take necessary steps to bring about change.”

In response to the guidelines of the European Institute for Gender Equality (EIGE), which aim to “identify and implement innovative strategies to promote cultural change and equal opportunities in Universities and Research Centres”, this GEP seeks to identify gaps in the RIU’s current policies and practices and to introduce new measures that better support gender equality within the Council. Although the RIU already adopts numerous measures that promote gender equality, the challenges identified are presented in Section 2, and a plan of action is presented within Section 2.

Challenges and Objectives

The challenges related to gender equality and diversity were discussed in a meeting with all the RIU employees. It was found that there are no existing gender inequality issues. Nonetheless, RIU has appointed its administrators as gender equality officers to monitor and maintain the current gender-neutral status.

Challenges and Action Plan

Challenge 1: To extend the possibility of teleworking for all staff members irrespective of gender and family responsibilities.

RIU has already implemented the necessary infrastructure to enable effective teleworking, allowing office employees to work uninterruptedly as needed. Subject to the successful completion of induction and probationary period, employees can telework as per the effective collective agreement.

Challenge 2: To ensure an equal representation of males and females on recruitment and interview boards.

Recruitment panels comprise two or more persons as part of the selection and recruitment process. All interviewers and selection committees are fully versed with equality issues and would have been given a copy of the policy. Whenever possible, such recruitment and election panels are genders balanced.

Challenge 3: Parental and Special Leave

RIU employees can avail of Parental and other Special Leave as per the effective collective agreement. RIU is to seek temporary replacements of the staff on long periods of leave to maintain its workflow regulated by the contractual obligations.

Challenge 4: Communication and implementation of gender-sensitive content in all formal communication.

A review of RIU policy and internal documentation and communication has uncovered the need to pro-actively address matters relating to the effective use of gender-sensitive language in all formal communication. Although RIU already omits gendered pronouns in the sorts of he and she, RIU seeks the further use of inclusive pronouns such as ‘they/them’ to ensure that non-binary people are included as persons of equal value, dignity, integrity, and respect.

RIU is a specialised unit of the Gzira Local Council, falling under the portfolio of the Ministry for the National Heritage, the Arts and Local Government. The RIU also endorses the Equality Policy drafted by the Office of the Principal Permanent Secretary.