- About the CUG
The promotion of SISSA wellbeing and equal opportunities is managed by the CUG
What is CUG
CUG is an acronym for “Comitato Unico di Garanzia”, the unified committee for equal opportunities, the promotion of the wellbeing of the personnel, and against discriminations.
The CUG has propositional, consultative, and verification tasks. It contributes to the optimization of the productivity of public work by promoting a working environment characterized by the respect of the principles of equal opportunity, of organizational well-being and by the contrast of any form of discrimination and moral or psychic violence for workers.
Who is CUG
The committee can be contacted through the institutional address click to show email, through its coordinator Domenica Bueti, or any of its members:
Regular members:
Beatrice Pastore (Componente di Parte Sindacale, SISSA staff)
Audrey Franceschi Biagioni (SISSA postdoc)
Domenica Bueti (SISSA faculty, president)
Alessandro Santini (SISSA student)
Substitute members:
Sebastian Goldt (SISSA, Assistant Professor)
Valeria Mirabella (Componente di Parte Sindacale, SISSA staff)
- The SISSA wellbeing network
SISSA set up an articulated network to intercept possible discomfort. The appropriate channel depends on the nature and the reason of the problem, as detailed below.
The Confidential Counsellor, dr. Francecsa Pidone, provides free advice and assistance to every person at SISSA who feels discomfort or who is subjected to discrimination, harassment, dignity violation, or mobbing.
Psycological counsellor for all personnel:
This service, offered by dr. Erica Costantini and dr. Diletta Viezzoli, is available for all SISSA’s personnel (students, postdocs, fixed-term and permanent employees, collaborators, etc) and offers support for personal and professional problems. The service can be contacted via email.
Ombudspersons:
The ombudspersons are available as independent, neutral and confidential resources in order to help students and postdocs with conflicts within research groups and in the personal and professional relationships with the supervisors. Further information here. Prof. Davide Crepaldi and Prof. Giuseppe Santoro are internal (SISSA) ombudspersons. Prof. Sergia Adamo is the external ombudsperson (University of Trieste).
- SISSA gender at glance
Work in progress...
- SISSA actions for the for the reconciliation of professional and family lives
Kindergarden:
This service is available to all who work at or collaborate with SISSA (administrative and technical personnel, faculty, postdocs, fellowship holders, students, other collaborators).
Summer centers:
Agreements with institutions managing summer centers hosting employee's children within 3 and 13 years old during summer, and contributes to the costs according to the income.
Part-time:
A flexible structure of the work schedule is available in the presence of special family reasons.
Smart working:
Remote working has long been available at SISSA as an innovative form of work management and organization, aimed at improving the quality of life of employees while safeguarding the institutional needs. It has become necessary during the Covid-19 emergency in order to protect the individual and collective health. In the light of the advantages for the institution and the employees, an extended and flexible form of smart working is now being organised.
- Regulations
“Testo Unico Pubblico Impiego”
Direttiva Comitati Unici Garanzia 2011
Code of conduct for the protection of the dignity of SISSA employees and students
D.P.R. 16 aprile 2013, n. 62 Regolamento recante codice di comportamento dei dipendenti pubblici
- Unconscious bias
Harvard’s unconscious bias: test yourself!
In order to perform the test, register for the “project implicit social attitudes” and test yourself in particular on “career” and “science”.
- Gender Equality Plan
SISSA's Gender Equality Plan (GEP) is a policy document defining the School's strategy to detect gender bias, introduce innovative actions to correct it and reduce gender asymmetries. To that end, it identifies the School’s objectives and progress monitoring processes by means of specific indicators.
Other documents concerning the gender balance
Linee guida Conferenza Nazionale degli Organismi di Parità delle Università Italiane 05/07/2020
Composizione per genere delle commissioni di concorso (art. 57 D.Lgs. 165/2001)
“Le pubbliche amministrazioni, al fine di garantire pari opportunità̀ tra uomini e donne per l'accesso al lavoro ed il trattamento sul lavoro riservano alle donne, salva motivata impossibilità, almeno un terzo dei posti di componente delle commissioni di concorso”.
Linee guida MIUR per l’uso del genere nel linguaggio
- CUG documents
- Events supported
4/09/2020, Teatro Rossetti: "Le eccellenti", spettacolo teatrale con la presenza in scena di scienziate delle due istituzioni, che ha proposto una riflessione sul talento delle donne, ma anche sulla loro esclusione della sfera sociale, politica ed economica, alla presenza della Ministra per le pari opportunità e la famiglia Elena Bonetti."
15/11/2019, SISSA: Orientation Day for first-year students, with an overview of all services the School offers”.
6/11/2019, SISSA: Round Table on "Gender gap in science in Europe and the US” (as part of the conference "A Global Approach to the Gender Gap in Mathematical, Computing, and Natural Sciences: How to Measure It, How to Reduce It?”)
Panelists:
Silvana Badaloni, European Platform of Women Scientists
Jean-Pierre Bourguignon, European Research Council president
Katherine Clancy, representative of the National Science Academies from US
Marie-Francoise Roy chair of the IMU Committee for Women in Mathematics
Jodi Tims, Association for Computing Machinery
19/02/2019, Caffé Tommaseo, Trieste: International Day of Women and Girls in Science
16/10/2018, SISSA: Gender equality in the European Union: major issues and criticalities
- More documents
Linee guida CRUI per il Bilancio di Genere negli Atenei italiani
- Links
Dipartimento pari opportunità della Presidenza del Consiglio dei Ministri
