Values, policies and regulations for inclusion and equity

The Charter of the University of Padova, in conformity to principles of the Constitution of the Italian republic, affirms its pluralistic character and independencefrom all conditioning and discrimination based on religious, political, economic and physical motivations(art. 1.). The University of Padova promotes the development of a culture based on universal values, such as human rights, peace, environmental protection and international solidarity and commits all its members to respect the values of dignity of every person.

Art.1 University By-laws Fundamental Principles

1. The University of Padua – hereafter referred to as the University or Athenaeum – is a public institution of high culture that promotes and organizes higher education and scientific research while respecting the freedom of teaching and science, as well as the transfer of knowledge to the territory. 2. 2. The University, in accordance with the principles of the Constitution and its own tradition that dates back to 1222 and is summarized in the motto “Universa Universis Patavina Libertas,” affirms its pluralistic character and its independence from any conditioning and discrimination based on ideological, religious, political, economic or physical motives. It promotes the development of a culture based on universal values such as human rights, peace, environmental protection and international solidarity. It also commits all its members to respect these principles as well as the values of the dignity of every person … [omissis].

The University of Padova has therefore integrated these principles within its policies and regulations, ensuring that the whole academic community is protected from discriminations of every kind, and guaranteeing equal economic treatment of the genders (more information on “National Regulations” box).

Moreover, the University guaranteesequality in the application, acceptance and participation of women in the academic life through dedicated plans, policies and measures for gender equality.

ANTI-DISCRIMINATION POLICIES

Sustainability Commitments Charter 2023-2027
“Wellness and equal opportunities” scope:promotion of actions aimed at improving health and wellbeing of those living the University, fostering life-work balance, improving working conditions, promoting gender equality
“Inclusion ad social justice” scope: promotion of an inclusive culture and organization of services, resources, environments and structures that ensure accessibility to every person. Opposing all types of discrimination and ensuring respect for personal rights
Gender Equality Plan - GEP 2025-2027
Positive Actions Plan – PAP 2023-2025
Positive actions are special temporary measures that, in derogation from the principle of formal equality are aimed at removing obstacles to full and effective opportunity equality. They are “special,” specific and well-defined measures that intervene in a given context to eliminate all forms of discrimination, whether direct or indirect, and “temporary” in that they are necessary as long as inequality is detected.

REGULATIONS

Ethical Code
Art. 1 Refusal of all discrimination acts
1. 1. All University staff members have the right to be treated with comprehensive spirit and equal respect and consideration, and also have the right not to be unfairly discriminated against, directly or indirectly, because of one or more factors, including religion, gender, sexual orientation, conscience and beliefs, physical appearance and colour, language, ethnic or social origins, citizenship, personal and health conditions, pregnancy, family choices, and age.
[omissis]
1. 3. With the aim to secure complete equality within all different aspects of university life, the principle of non-discrimination shall not preclude the maintenance or adoption of specific measures directed at avoiding or compensating for disadvantages related to any of the motivations referred to in the first paragraph.
2. 4. The University of Padova adopts appropriate strategies to prevent, discourage and remove discriminatory or harassing behaviours, particularly if habitual and protracted over time, carried out against university components by people placed in a superordinate positions or by other colleagues, which take the form of psychological persecution or moral violence such as to result in a degradation of working conditions, or that may compromise health, professionalism, dignity or one’s very existence.
3. 5. The University of Padova refuses all forms of social prejudice, harassments or caused for any of the reasons mentioned in the first paragraph, any stigmatizing, degrading or humiliating practice, that is, the idea of supremacy or moral superiority of one group over another. It is the duty of the University and its members to encourage initiatives to protect disadvantaged groups and individual and cultural diversity.
Code of behaviour
Art. 3 General principles – comma 6
In relations with the recipients of administrative action, the employee shall ensure full equality of conditions, refraining, as well, from arbitrary actions that have an adverse effect on the recipients of administrative action or that result in discrimination based on sex, nationality, ethnic origin, genetic characteristics, language, religion or belief, personal or political convictions, membership in a national minority, disability, social or health conditions, age and sexual orientation or other various factors.
Code of conduct
Art. 1 University’s declarations
The University of Padova, recalling 92/131 CEE Recommendation about dignity of women and men on the workplace, secures to all those living and studying at the University a safe environment in which interpersonal relationship are marked by fairness, equality, and mutual respect for individual freedom and dignity. It also guarantees the right to protection from any act or behaviour that may produce a prejudicial effect or discriminates, even indirectly, against female students or students, workers or employees.
Whistleblowing regulation
Individuals who, in the university work context, become aware of misconducts that harm the public interest or integrity of the University of Padua may send a report to the person in charge of the prevention of corruption and transparency (RPCT). The whistleblowing procedure assures the maximum lever of confidentiality of the reporter and the people mentioned in the report.
Whistleblowing regulation of the University of Padua

NATIONAL REGULATIONS

D. Lgs. 165/2001, art. 45 e art. 7
Art. 7 Human Resources Management
1. Public administrations shall guarantee equality and equal opportunities between men and women as regards access to employment and treatment at work.
Art. 45 Economic treatment
1. Fundamental and additional remuneration, without prejudice to the provisions of Article 40, paragraphs 3-ter and 3-quater, and Article 47-bis, paragraph 1, shall be defined by collective agreements.
2. Public administrations shall guarantee to their employees referred to in Article 2, paragraph 2, equal contractual treatment and in any case treatment not less than that provided for in the respective collective agreements.

Values, policies and regulations for inclusion and equity

ANTI-DISCRIMINATION POLICIES

REGULATIONS

ANTIDISCRIMINATION BODIES

NATIONAL REGULATIONS

ITA – ENG

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