The fundamental principle of gender equality in the European context was established with the entry into force of the Treaty of Lisbon (1 December 2009) which identifies equality between women and men as one of the founding values of the European Union (art. 2 of the Treaty). In order to promote gender equality, the European Union has therefore undertaken paths and activities aimed at understanding the causes of the disparities that still exist and has introduced specific measures to guarantee their rebalancing.

One of the objectives of the European Union (EU) in the framework of the Europe 2020 Growth Strategy is to build a Europe that guarantees gender equality, in which gender violence, sexual discrimination and structural inequality between women and men belong to the past; a Europe in which women and men, girls and boys, in all their diversity, are equal and free to pursue their life choices, have equal opportunities for personal fulfilment and the same possibilities to participate in our European society and play a role in it leading role.

In fact, in coherence with the EU strategy for gender equality 2020-2025, the European Commission has introduced the adoption of a gender equality plan for public institutions wishing to access funding from the Horizon Europe programme. , so-called “Gender Equality Plan”, hereinafter GEP.

The adoption of the aforementioned plan has, therefore, become an essential requirement for accessing European funding and constitutes a measure of the policy activated by the European Commission to promote gender equality in research and innovation.

The European Commission defines the GEP as a complex of actions aimed at promoting gender equality in an organization through institutional and cultural change and establishes four essential requirements that a GEP must satisfy in order to be declared eligible:

Advertising;

Dedicated resources;

Data collection and monitoring;

Training.

The European Commission also identifies five thematic areas that each institution should address in its plan:

work-life balance and organizational culture;

gender balance in leadership and decision-making;

gender equality in hiring and career progression;

integration of the gender dimension in research and teaching content;

measures against gender violence, including sexual harassment.

To achieve the objectives necessary for the strengthening and ideal achievement of gender equality, as well as to identify concrete actions and dedicated strategies, the Historical Museum of Physics and ‘Enrico Fermi’ Study and Research Center (CREF), with the determination of the Administrative Director no. . 40 of 04/26/2022, established the GEP Working Group for the drafting of the Gender Equality Plan, and with Resolution no. 48/2023 of 15 March 2023 modified the appointment of the following names hereinafter referred to as GET (Gender Equality Team):

• Dr. Giulia Festa, CREF researcher and coordinator of the working group;
• Dr. Miriam Focaccia, CREF researcher;
• Dr. Dario Mazzilli, CREF researcher;
• Dr. Aurelio Patelli, CREF researcher;
• Dr. Marta Pepe, C-TER VI level;
• Dott.ssa Angelica Sbardella, researcher;
• Dott.ssa Anna Lo Piano, technologist.

All members are CREF employees appointed for professionalism, competence, and high knowledge of the subject, with adequate skills and experience in strategies for enhancing equal opportunities.

Documents

• Gender Equality Team Permanent Working Group for – Gender Equality Plan (GEP)
• Resolution to Approve the Gender Equality Plan (GEP)
• GEP- Gender Equality Plan 2022-2024
• GEP- Gender Equality Plan – update december 2023