Terms of reference:
In order to ensure that diversity, equity and inclusion are properly taken into account at all levels, and in all the events organized and all the decisions made by the ICCUB, the committee will undertake the following actions:
- Elaborate a code of conduct which will provide ethical guidelines for all the ICCUB members.
- Develop a procedure to manage any possible complaint related to discrimination. This action includes:
The designation of an ombudswoman (Francesca Figueras) and an ombudsman (Sofyan Iblisdir) among the members of the committee, working in close collaboration with the Equality Commission of the University of Barcelona, and to whom ICCUB personnel or visitors should contact in case of harassment.
Training led by experts and addressed to the members of the commission, focused on how to properly proceed in case of harassment and how to deal with different types of complaints.
- Organize periodic lunch/coffee meetings, open to all members and visitors of the Institute, to share the perception among our members on how our policies, practices, and procedures foster diversity and inclusion.
- Organize training on how to properly:
- avoid writing a biased recommendation letter or job advertisement,
- avoid unconscious bias as a referee in selection panels, and in general, as member of any decision panel.
- Alleviate age limit restrictions in internal recruitment, in instances where e.g. career maternity/paternity breaks have been taken.
- Schedule internal events and meetings in a way that they are compatible with family life.
- When participating in panels, ensure minimum quotas for the gender balance, according to the specific field gender ratio.
- Regarding the ICCUB job offers, make an effort to increase the percentage of applicants from under-represented groups in the final process selection. For example, by advertising the offers in platforms specifically addressed to minorities, as the European platform for women scientists https://epws.org/tag/jobs/.
In addition, we shall work in producing a gender/group proportion in the final short list not too different from the proportion observed in the closing of the application. If this is not the case, we should keep track of the possible reason(s) for the unbalance.
- Monitor any unbalance in the gender/group proportion of short lists before they are sent for evaluation, as well as in gender promotions, reporting and disseminating in a transparent way the results of these studies.
- Try to identify and engage female colloquia/seminar speakers to offset the field statistics. Suggest them to meet students before or after the talk to discuss gender issues.
- Engage young ICCUB researchers in gender actions, and organize group sessions to mentor them about potential gender issues they will likely encounter.