Gender equality plan

GENDER EQUALITY PLAN
ŁUKASIEWICZ RESEARCH NETWORK – INSTITUTE OF AVIATION
2022-2026


Table of Contents


Introduction
1. Diagnosis: Where Are We?
2. Methodology and Detailed Analysis: What Has Been Accomplished?
3. Scope of Activities: What Is Planned?

Objective No. 1: to prevent discrimination and to simplify reporting of cases of discrimination.
Objective No. 2: to increase awareness pertaining to issues of equality and to reinforce positive attitudes with respect to diversit.
Objective No. 3: to ensure open and competitive recruitment for vacancies and equality in the process of recruitment and selection of the best candidate.
Objective No. 4: to provide work-life balance capability.
Objective No. 5: to ensure equal treatment of men and women within the scope of promotion and salary.

4. Management, Monitoring and Evaluation of Actions.
5. Periodically Compiled Data.
6. List of Diagrams.
7. List of Tables


Introduction

We are pleased to put into your hands the “Gender Equality Plan of the Łukasiewicz Research Network – Institute of Aviation for Years 2022-2026.” Its goal is to make sure that the Łukasiewicz Research Network – Institute of Aviation (hereinafter also as Institute or Ł-ILOT) is a safe place for everybody, functioning with respect of equality and diversity and free from discrimination. One of the fundamental values which the modern world is guided by is the principle of gender equality. The equality may be described as a permanent situation where everybody, irrespective of gender, has identical conditions enabling development in the personal, professional, social and economic area and is able to make such life choices that result from personal needs, aspirations and talents. As the employees of the Institute, we believe that equality and diversity are the values that foster development, while guaranteeing equal opportunities in the work environment underlies the values of the Łukasiewicz Research Network – Institute of Aviation.

Background

The gender equality principle has been articulated in numerous legal acts. In Poland, it is presented in Art. 33 of the Constitution of the Republic of Poland[1], in line with which “men and women shall have equal rights in family, political, social and economic life in the Republic of Poland” (Art. 33(1)) and “men and women shall have equal rights, in particular regarding education, employment and promotion, and shall have the right to equal compensation for work of similar value, to social security, to hold offices, and to receive public honours and decorations” (Art. 33(2)).

Moreover, in line with Art. 11[3] of the Polish Labour Law any type of discrimination in employment, direct and indirect, in particular on account of gender, is not permitted. Furthermore, Art. 11[2] of the Polish Labour Law stipulates that “employees have equal rights for equal performance of the same duties; this provision applies in particular to the equal treatment of men and women at work.” At the same time, the Polish Labour Law contains a detailed regulation pertaining to equal treatment in employment (Chapter II a – Art. 183a – 183e), which encompasses a prohibition of differentiating between employees which includes gender.

Within the discussed scope, it is also necessary to mention the Act on the implementation of some regulations of European Union regarding equal treatment , which specifies the areas and methods of counteracting violations of the equal treatment rule, among others due to gender. This Act applies to the employment relationship (within a scope not regulated in the Labour Law), as well as the forms of labour provision which are not covered by the regulations of the Polish Labour Law, i.e. to forms other than an employment contract, a cooperative employment contract, appointment, election or nomination.

In the European legislation, the gender equality principle is included in Art. 3(3) of the Treaty on European Union[4], which stipulates that in its activities, the Union combats social exclusion and discrimination and promotes social justice and protection, equality between men and women, solidarity between generations and protection of the rights of the child.

It should be stressed that all beneficiaries of the EU funds, as well as institutions engaged in the use thereof, are liable for observing the principle of equality between women and men and combating any forms of discrimination. In case of the EU funds, this principle is confirmed in the provisions of Art. 9(2) of Regulation (EU) 2021/1060 of the European Parliament and of the Council[5] in line with which the member states shall ensure that equality between men and women, gender mainstreaming and integration of a gender perspective are taken into account and promoted throughout the preparation, implementation, monitoring and evaluation of programmes. At the same time, the member states take proper steps to prevent any discrimination – in particular on account of gender – during the preparation, implementation, monitoring, reporting and evaluation of programmes (Art. 9(3)).

The gender equality principle is also included in the provisions of Art. 28 of Regulation (EU) 2021/1057 of the European Parliament and of the Council[6], according to which gender equality, gender mainstreaming and the integration of gender perspective are taken into account and promoted throughout the preparation, implementation, monitoring, reporting, and evaluation of the operations supported from the EaSI strand[7] and are required to take appropriate steps to prevent any discrimination, in particular based on gender in relation to performance of such operations. Moreover, in line with Art. 6 of this Regulation, the member states support targeted actions promoting horizontal principles, referred to in the aforementioned Art. 28 of Regulation (EU) 2021/1057 of the European Parliament and of the Council and Art. 9(2) and (3) of Regulation (EU) 2021/1060 of the European Parliament and of the Council. The member states are aiming for an increase of women’s participation in employment, along with better reconciliation of professional and private life, preventing feminisation of poverty and discrimination due to gender at the labour market and in education and training.

In this respect, the strategy of the European Commission for the sake of gender equality for years 2020-2025 is of special significance for research institutions. One of the objectives of this strategy is reinforcement of the European Research Area (ERA), i.e. guaranteeing equal opportunities in the work environment where everybody – irrespective of gender – may pursue their talents. The strategy foresees better integration of the dimension of gender in academic projects with the aim of improving the quality of research relying on knowledge, technology and innovation, as well as its significance for the society. In line with the above, the legal bases of the Horizon Europe (HE) framework programme for years 2021-2027 support the actions of the Commission for the sake of gender equality in research and innovations, designating gender equality as a cross-cutting priority. In line with Art. 7(6) of Regulation (EU) 2021/695 of the European Parliament and of the Council[8] the Horizon Europe “shall ensure the effective promotion of equal opportunities for all and the implementation of gender mainstreaming, including the integration of the gender dimension in R&I content. It shall aim to address the causes of gender imbalance. Particular attention shall be paid to ensuring, to the possible extent, gender balance in evaluation panels and in other relevant advisory bodies such as boards and expert groups.” At the same time, in line with recital 53 of this Regulation, activities carried out as part of Horizon Europe “should aim to eliminate gender bias and inequalities, enhancing work-life balance and promoting equality between women and men in R&I, including the principle of equal pay without discrimination based on gender (…).”

In light of the Horizon Europe programme, it is worth paying attention to some vital issues.

  1. Having a Gender Equality Plan (hereinafter also as GEP) in place will be mandatory for all public authorities, i.e. ministries, municipalities, research funding organisations, public profit-oriented organisations, as well as higher education institutions and research organisations (e.g. research institutes).
  2. Having a GEP in place will be a criterion of eligibility in competitions forming a part of the Horizon Europe programme, where calls for applications end in 2022 or later. Importantly, an organisation may not have a GEP in place at the stage of application submission, but it must have such plan in place at the moment of signing the grant agreement. This means that at the stage of application submission, the requirement is only that the organisation declares that the GEP will be implemented at the moment of execution of the grant at the latest.
  3. To meet the eligibility criteria, the GEP must have 4 elements as a minimum, i.e.:

a) be a public document;
b) designate specific, special resources;
c) foresee collection of data and monitoring;
d) assume organisation of trainings and building the organisation’s potential.

1. Diagnosis: Where Are We?

At the beginning, a significant disproportion with respect to the number of men and women employed in the Łukasiewicz Research Network – Institute of Aviation is noticeable, resulting from the specific nature of operation of the Institute. As of 31 December 2020, the number of employed women was 316, while men 937. The employment structure in the Institute in division into gender has great significance in the context of analysis, diagnosis and planning of activities pertaining to gender equality issues in the Institute.

According to the “Women at Technical Universities 2020/2021” Report, in the 2019/2020 academic year, almost 838,000 students studied at public universities. The share of women in the total number of students at technical universities is 35%; however, it should be noted that women more often decide to take up studies not related to technique and technology, for example cosmetology (99% of women), pre-school and early school education (98% of women) and zoo-physiotherapy (95% of women). In turn, men are definitely dominant in numbers at such fields of study as electro-technology, automation and industrial information technology or vehicle mechatronics (at 93% at each field of study).[9]

The structure of employees of the Ł-ILOT in division into gender is presented in the diagram below.

Diagram 1. Structure of gender in Ł-ILOT as of 31.12.2020

In the institutions of the Łukasiewicz Research Network, the employees work in two divisions. The Institute has: a Research Division with researchers carrying out research and a Support Division consisting of both professional personnel (primarily engineers) and administrative staff.

The structure of gender in division into the Research Division and the Support Division in the Ł-ILOT is as follows:

Diagram 3. Structure of gender in the Research Division as of 31.12.2020
Diagram 2. Structure of gender in the Support Division as of 31.12.2020

The Support Division has several career paths, while the primary ones are engineering and specialist. The structure of gender in these paths is presented below.

Diagram 5. Structure of gender at the specialist path in the Support Division in Ł-ILOT as of 31.12.2020
Diagram 4. Structure of gender at the engineering path in the Support Division in Ł-ILOT as of 31.12.2020

2. Methodology and Detailed Analysis: What Has Been Accomplished?

Ensuring equal opportunities in the work environment where everybody, irrespective of gender, may develop their interests and talents, underlies the values of the Łukasiewicz Research Network – the Institute of Aviation. For this purpose, a decision was made to set up a Team for Preparation of the Gender Equality Plan in the Institute (hereinafter: the Team) and introduction of the Gender Equality Plan[10]. To guarantee optimum performance of the tasks and goals specified above, the Team’s composition was diversified in order to include persons from various areas of the organisation, as well as a possibility of changing its composition was allowed.

The following tasks and goals of the Team were determined:

  • performance of an audit of procedures and practices applied in the Institute in order to identify any potential bias and forms of discrimination due to gender;
  • conducting of a survey among the employees (persons employed on the basis of employment contracts) encompassing issues significant from the point of view of gender equality and drawing adequate conclusions;
  • analysis of payroll with respect to gender balance;
  • implementation of adequate activities and strategies to eliminate any identified and potential bias or forms of discrimination on account of gender;
  • determination of goals and methods of monitoring progress of the aforementioned actions and strategies via the designated indicators;
  • preparation and implementation of a Gender Equality Plan in the Institute.

As part of the Team’s work, an audit of procedures and practices applied in the Institute was carried out in the first place. The purpose of the audit was to diagnose the current status and to identify any potential bias or forms of discrimination due to gender. The activities above are aimed at accomplishing the following goals:

  1. Carrying out an assessment and analysis of hitherto practices and procedures with the aim of identifying bias or forms of discrimination due to gender;
  2. Identification and implementation of innovative strategies with the aim of correcting any identified bias and forms of discrimination;
  3. Determination of objectives and monitoring – with the use of indicators – of progress in the area of promoting gender equality.

It was determined that the provisions of the Diversity Charter were adopted in the Institute[11], pursuant to which the Institute became liable for implementing the principles of managing the diversity and equal treatment policy and promoting and popularising them in the organisation, among others by incorporating the issues of gender equality into policies and procedures applied in the Institute.

Furthermore, it was concluded that the provisions pertaining to the equal treatment of employees, among others due to gender, are included in the Work Regulations of the Łukasiewicz Research Network – Institute of Aviation (Chapter II – Equal Treatment). [12]

During preparation of the Gender Equality Plan for implementation, all the Institute’s employees (persons employed on the basis of employment contracts) were allowed to express their opinions via a specially prepared questionnaire. The issues pertaining to gender equality tackled in the questionnaire were divided into the following thematic areas:[13]

  1. „Work-life balance”;
  2. „Recruitment”;
  3. „Support in career development”.

The above thematic areas were determined based on key areas designated by the European Commission as vital for accomplishing gender equality in research and innovation.

Questionnaire and Its Results

The questionnaire was circulated exclusively among the Institute’s employees. All the employees received a notification informing them about the purpose of the questionnaire. The questionnaire was anonymous, without the possibility of determining the identity of persons participating in it.

A group fulfilling the requirements of a representative group participated in the questionnaire: 424 employees of the Institute, which constitutes 34% of the entire personnel (divided into gender: 69% of men, 30% of women and 1% of persons with unspecified gender).

With respect to the first thematic area (“work-life balance”), attention was paid to the following results:

  • 49% of persons who had children or who took care of family members believed that obligations related to children/ dependant persons were an obstacle in pursuing the professional career;
  • 21% of persons with children concluded that absence at work related to upbringing children had negative impact on their academic and professional career; 
  • 73% of persons with children made use of leave related to parenthood (maternity/ paternity/ parental). This may entail that 27% of the respondents did not use such leave;
  • 61% of persons with children stated that they shared the child care obligations equally with their spouse/ partner, while in division into gender, these obligations are primarily handled by 24% of women and only 1% of men;
  • 8% of the respondents usually work overtime, while 44% at least several times a month; 4% of the respondents never work overtime.

At the same time, 21% of the respondents stated that they encountered the employer’s expectations to spend more than 8 hours a day at work per day.

In light of the above results, it seems justified to take actions aimed at determination of causes of the situation above and drawing relevant conclusions.

With respect to the second thematic area (“recruitment”), attention was paid to the following results:

  • 16% of the respondents encountered questions pertaining to family plans and/ or children during formal job interviews or scholarship/ internship interviews with the present employer;
  • 5% of the respondents experienced other form of discrimination due to gender than specified above during the recruitment process with the present employer.

Given the above, it seems justified to take actions aimed at eliminating questions of this type in job interviews and potentially other forms of discrimination in recruitment processes.

With respect to the third thematic area (“work-life balance”), attention was paid to the following results:

  • 8% of the respondents encountered a form of discrimination on account of gender in the process of building a career in the Institute;
  • 13% of the respondents encountered a breach of gender equality principles in the Institute, while according to 5% of the respondents, they were directly treated unjustly in the professional environment due to gender, while 19% of the respondents reported this fact;
  • 6% of the respondents experienced inappropriate or forbidden behaviour due to gender, while 20% of the respondents reported this fact;
  • 16% of the respondents felt, at some point in time, excluded in the work environment;
  • 19% of the respondents needed, at some point in time, support related to their family situation;
  • 17% of the respondents confirmed that according to the knowledge, their salary as compared to the pay of representatives of the other gender holding the same or similar position was lower, while this was the opinion shared by 40% of women and 6% of men participating in the questionnaire;
  • 8% of the respondents assessed that the number of tasks received by them as compared to the number of tasks received by representatives of the other gender working at the same position and at a similar stage of scientific development was greater;
  • 75% of the respondents stated that the Institute offered systemic facilitations with respect to family obligations of the employees, while 17% of the respondents did not have such knowledge. At the same time, 36% of the respondents believe that some specific facilitations with respect to family obligations of the employees should be introduced;
  • 13% of the respondents believe that persons with children are treated differently by the employer than persons without children, while 10% of the respondents believe that they are treated better and 3% that they are treated worse. Furthermore, 38% of the respondents believe that persons with children abuse their employee rights or make use of their situation at work.

Given the above, it seems justified to take actions aimed at eliminating any forms of discrimination from the work environment, in particular due to gender.

Analysis of Payroll

With respect to payroll, differences in remuneration of men and women employed at analogous positions are noticeable – to the disadvantage of women, primarily. In 2020, the difference in salary between men and women (mid-year basic salary along with fixed salary components) amounted to 29%, which means that the average salary of women was lower from the average salary of men by 29%.

The diagrams below present percentage differences in remuneration of men and women, where the values above zero show how much lower the average salary of women is as compared to the average salary of men at individual positions.

Diagram 6. Difference in remuneration between women and men in the Research Division in Ł-ILOT as of 31.12.2020 (0% indication in the diagram results from lack of representation of one gender among persons employed at a specific position)

The situation is similar with respect to the positions in the Support Division, at two main career paths: specialist and engineering, which is presented in the diagrams below:

Diagram 7. Difference in remuneration between women and men in the Support Division in Ł-ILOT at the specialist path as of 31.12.2020.
Diagram 8. Difference in remuneration between women and men in the Support Division in Ł-ILOT at the engineering path as of 31.12.2020 (the 0% indication in the diagram results from lack of representation of one gender employed at a specific position).

For comparison purposes, a breakdown of differences in pay between women and men in profession families (areas of employment) according to Korn Ferry is presented below, in line with the data for 2021.

Diagram 9. Difference in remuneration between women and men in profession families. Prepared by Korn Ferry for 2021.

The analysis of the remuneration in the Institute shows disproportions in this respect to the disadvantage of women. However, it should be noted that at the positions of the chief specialist at the specialist path and the senior engineer at the engineering path, women’s salary is higher than men’s salary, which is an exception from the primary disproportion in the remuneration to the benefit of men, while at the position of a junior engineer at the engineering path – the remuneration is the same.

In relation to the data presented above, it seems justified to take actions with respect to the maximum guarantee of equal treatment within the scope of salary of women and men employed at analogous positions. This issue requires, in the first place, an in-depth analysis which will allow for determining the effective and adequate methods of operation aimed at levelling the potential disproportions even better.

3. Scope of Activities: What Is Planned?

Based on the diagnosis, a plan of action has been prepared, which will respond to the observed needs. The plan of action was divided into detailed objectives, for which actions were determined and indicators were set for the performance of such actions. The purpose of such systematics is to guarantee efficiency of management, monitoring and evaluation of activities as part of the GEP.

Objective No. 1: to prevent discrimination and to facilitate reporting of cases of discrimination

An assumption adopted in the Institute is comprehensive regulation, via a single internal regulation, of the principles of reporting any breaches of the law (including breaches that refer to discrimination) and proceeding in case such breach has been reported. In line with this premise, breaches of the principle of equal treatment (also due to gender) are covered by the internal document titled “REGULATIONS OF REPORTING BREACHES OF THE LAW AND PROTECTION OF PERSONS REPORTING VIOLATIONS (WHISTLE-BLOWERS)” (hereinafter also as: Regulations), applicable in the Institute as of 12 January 2022. The Regulations were introduced in line with the requirements of Directive (EU) 2019/1937 of the European Parliament and of the Council of 23 October 2019 on the protection of persons who report breaches of Union law. If necessary, the Regulations will be adequately amended after adoption and entry into force of the statutory domestic provisions, aimed at implementation of the directive in question into the legal order of the Republic of Poland.

To prevent discrimination, the Compliance and Equal Treatment Representative will be designated in the Institute (hereinafter also as: the Representative). The Representative will handle issues related to breaches of legal provisions and internal regulations of the Institute with respect to preventing and combating discrimination.

Within the scope of meeting Objective No. 1, also actions encompassing introduction of facilitations for reporting breaches of the principle of equal employee treatment and additional tools used to make such reports and resolving them, which ensure safe processing and confidentiality of data, have been scheduled.

Objective No. 1 along with actions and indicators is described in detail in Table No. 1.

Objective No. 2: to increase awareness pertaining to issues of equality and to reinforce positive stances with respect to diversity.

Objective No. 2 encompasses actions aimed at increasing awareness within the scope of equality issues, reinforcement of positive stances with respect to diversity and building awareness and development of competence within the scope of combating even these bias of which the employees are not aware.

The detailed subject matter of trainings and workshops will rely on the results of cyclically performed analyses, among others surveys and statistical data. It will cover these areas that are the most challenging from the perspective of the organisation or where inequalities are the most noticeable.

Objective No. 2 along with actions and indicators is described in detail in Table No. 2.

Objective No. 3: to ensure open and competitive recruitment for vacancies and equality in the process of recruitment and selection of the best candidate.

Ensuring a transparent process of promotions guaranteeing an impartial system of verification of competence of the candidates and equal treatment.

Career path visualisations will be prepared to support the process, along with requirements and recommended terms of promotion to subsequent career levels. Everything will be made available to all employees.

Objective No. 3 along with actions and indicators is described in detail in Table No. 3.

Objective No. 4: to facilitate reconciliation of family and professional life.

The objective will be met by introduction of solutions combining reconciliation of family and professional life – for the employees who are parents and by means of support for persons who return to work after parental leaves.

Conducting a survey containing information which the managers should communicate to the employees and indication of actions which should be taken to receive support.

Adaptation of premises serving as “parent’s rooms” in a manner that access to them is given to all persons staying in the premises of the Institute.

Objective No. 4 along with actions and indicators is described in detail in Table No. 4.

Objective No. 5: to ensure equal treatment of men and women within the scope of promotion and remuneration.

One of the most important indicators of equal treatment are issues related to salary and equal treatment during the process of promotion to subsequent positions at the career path. To guarantee that this objective is accomplished, in-depth analyses of the current status will be carried out; on their basis, recommendations will be prepared for the employer, accounting for the necessary actions and principles of further conduct.

Objective No. 5 along with actions and indicators is described in detail in Table No. 5.

4. Management, Monitoring and Evaluation of Actions

The GEP is a process that will be carried out in the Ł-ILOT in a continuous manner, and as such it will be subject to monitoring and evaluation. Monitoring is an important part of development and implementation of the GEP. As part of this process, the interested parties receive regular feedback about the progress in accomplishing goals and performance of tasks. Monitoring is closely related to the GEP objectives, yet it does not exclusively focus on progress in accomplishing the objectives or performance of specific measures, but also on observation of the process of implementation. This allows for assessing the progress of performance of defined objectives and changes accomplished so far, as well as strong and weak sides of the process of implementation. Additionally, it guarantees basic information necessary for assessment of the performed actions and possibilities of practice improvement. In turn, all of the above allows for management of objectives and actions, in particular development thereof and proper modification.

Given the status of engagement in the GEP implementation, the person responsible for management, monitoring and evaluation of activities as part of the GEP is the Coordinator of the Team Preparing the Gender Equality Plan until the Compliance and Equal Treatment Representative has been appointed, who will take over such tasks.

A review of meeting the objectives and performance of actions related to the implementation and functioning of the GEP takes places at least once a quarter. Based on the results of the review, decisions are made with respect to continuation or introduction of changes in the implementation of the principles of functioning of the GEP.

At the end of every calendar year, a report summarising the functioning of GEP will be prepared and subsequently presented to the Institute’s Director. The report will contain a status of objective performance, assessment of the implemented actions and recommendation of further solutions, statistical data supporting the assessment of the situation in the Institute and summary of the submitted reports and the mode of processing them.

5. Periodically Compiled Data

The statistical data will be compiled cyclically at the end of every year of the GEP implementation. Based on the compiled data, reports will be prepared and analysis will be made with respect to further actions. The scope of information should contain: (division into gender and position analogously for every area of data):

  1. The number of employees in a given year divided by gender and positions (in line with the Regulation of the Minister of Science and Higher Education of 27 March 2019 on list of position at which employees of the Łukasiewicz Centre and institutes operating as part of the Łukasiewicz Research Network are employed and qualifications required for holding them (Polish Journal of Laws Dz.U.2019.591 of 2019.03.29). The division into divisions comprises the Research and the Support Division.
  2. The information about remuneration within the meaning of the basic salary along with fixed components; presented on the mid-year basis in the form of gross amounts.
  3. The information about bonuses presented in the form of gross amounts.
  4. The information about absences with respect to working days. They will not include absences pertaining to leave strictly related to gender (maternal, paternal leave).
  5. The information about promotions, including scientific research.
  6. The information about raising professional qualifications in the form of training days or number of employees with respect to commenced studies.
  7. The information about types of agreements and termination thereof along with information about causes for termination.
  8. The information about the number of members of the Institute’s Council.

6. List of Diagrams

Diagram 1. Structure of gender in Ł-ILOT as of 31.12.2020
Diagram 2. Structure of gender in the Support Division as of 31.12.2020
Diagram 3. Structure of gender in the Research Division as of 31.12.2020
Diagram 4. Structure of gender at the engineering path in the Support Division in Ł-ILOT as of 31.12.2020
Diagram 5. Structure of gender at the specialist path in the Support Division in Ł-ILOT as of 31.12.2020
Diagram 6. Difference in remuneration between women and men in the Research Division in Ł-ILOT as of 31.12.2020 (0% indication in the diagram results from lack of representation of one gender among persons employed at a specific position)
Diagram 7. Difference in remuneration between women and men in the Support Division in Ł-ILOT at the specialist path as of 31.12.2020.
Diagram 8. Difference in remuneration between women and men in the Support Division in Ł-ILOT at the engineering path as of 31.12.2020 (the 0% indication in the diagram results from lack of representation of one gender employed at a specific position).
Diagram 9. Difference in remuneration between women and men in profession families. Prepared by Korn Ferry for 2021.

7. List of Tables

Table 1. Objective No. 1: to prevent discrimination and to facilitate reporting of cases of discrimination.
Table 2. Objective No. 2: to increase of awareness pertaining to issues of equality and to reinforce positive stances with respect to diversity.
Table 3. Objective No. 3: to ensure open and competitive recruitment for vacancies and equality in the process of recruitment and selection of the best candidate.
Table 4. Objective No. 4: to facilitate reconciliation of family and professional life.
Table 5. Objective No. 5: to ensure equal treatment of men and women within the scope of promotion and pay.


[1] Constitution of the Republic of Poland of 2 April 1997 (Polish Journal of Laws [Dz.U.] No. 78, item 483 as amended).
[2] Act of 26 June 1974, Polish Labour Law (i.e. Polish Journal of Laws [Dz.U.] of 2020, item 1320 as amended). 
[3] Act of 3 December 2010 on the implementation of some regulations of European Union regarding equal treatment (i.e. Polish Journal of Laws [Dz.U.] of 2020, No. item 2156).
[4] The Treaty on European Union prepared in Maastricht on 07.02.1992 (Official Journal 2004.90.864/30).
[5] Regulation (EU) 2021/1060 of the European Parliament and of the Council of 24.06.2021 laying down common provisions on the European Regional Development Fund, the European Social Fund Plus, the Cohesion Fund, the Just Transition Fund and the European Maritime, Fisheries and Aquaculture Fund and financial rules for those and for the Asylum, Migration and Integration Fund, the Internal Security Fund and the Instrument for Financial Support for Border Management and Visa Policy (Official Journal of the European Union L. 2021.231.159).
[6] Regulation (EU) 2021/1057 of the European Parliament and of the Council of 24 June 2021 establishing the European Social Fund Plus (ESF+) and repealing Regulation (EU) No. 1296/2013 (Official Journal of the European Union L 2021.231.21).
[7] The EaSI strand, also known as the “Employment and Social Innovations”, is going to be implemented as part of direct and indirect management. Together with the second component (ESF+), they comprise the European Social Fund Plus.
[8] Regulation (EU) 2021/695 of the European Parliament and of the Council of 28 April 2021 establishing Horizon Europe – the Framework Programme for Research and Innovation, laying down its rules for participation and dissemination, and repealing Regulations (EU) No. 1290/2013 and (EU) No. 1291/2013.
[9] http://www.dziewczynynapolitechniki.pl/raport
[10] The Team for Preparation of the Gender Equality Plan was set up by Order No. 85 of the Director of the Łukasiewicz Research Network – the Institute of Aviation of 03.09.2021
[11] Diversity Charter: an international initiative focused on promotion of diversity and equal opportunities in employment irrespective of gender, race, sexual orientation, ethnic origin, age, disability or religion (Diversity Charters across the EU, European Commission, 5 December 2013).
[12] The Work Regulations were set up by Order No. 15 of the Director of the Łukasiewicz Research Network – the Institute of Aviation of 15.02.2022.
[13] The thematic areas in the GEP were determined by the Łukasiewicz Centre.
[14] The Regulations were set up by Order No. 133 of the Director of the Łukasiewicz Research Network – the Institute of Aviation of 28.12.2021.