The CUG has several duties such as making proposals, providing advice and monitoring progress to develop equal opportunities, enhance well-being in the workplace and fight discrimination, within the scope of its responsibilities as laid down by law and by Article 14 of the University Statute. It makes use of the University’s services dedicated to promoting well-being in the workplace by working in collaboration with the University’s Confidential Counsellor, the Evaluation Group and the Protection and Prevention Manager, as well as with other people within the University who play an active role when it comes to issues that fall within the responsibilities of the CUG.

In carrying out its duties, it may also rely on the collaboration of the local Equal Opportunities Department, exchanging information and good practices, developing cooperation agreements, initiatives and joint projects in specific areas.

In particular, within the responsibilities provided for by law and by the University Statute, the CUG may perform the following tasks:

  • Propositional tasks
    The CUG suggests positive action plans aimed at promoting substantive equality between men and women in the workplace (including drafting the University’s Gender equality report) and occupational well-being, as well as preventing or taking action against discrimination or moral and/or psychological violence, mobbing, organisational distress, within the University, also in relation to the initiatives and tools that the University may implement in accordance with Art. 2.6, point (b) of the University Statute. It also proposes actions and projects aimed at promoting occupational well-being, such as cognitive surveys and climate surveys designed to identify, prevent and fight all forms of discrimination, psychological distress and mobbing.
  • Advisory tasks
    The CUG takes steps to prevent potential discrimination, since it is called upon to give non-binding opinions on the University’s reorganisation projects and staff training programmes, flexible working arrangements and work-life balance measures, as well as on staff evaluation criteria. 
  • Monitoring tasks
    The CUG performs monitoring activities and draws up annual reports (by 30 March) on the results of the positive actions undertaken, monitoring assignments conferred (managerial and non-managerial), allowances and organisational positions in order to determine whether there are pay gaps between men and women. In addition, the CUG monitors any form of direct or indirect discrimination in the workplace.