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Committee for the wellbeing - CUG

SISSA has a Committee for equal opportunities, for the wellbeing and against all types of discriminations and moral or psychological harassment for all people working or studying at SISSA.

The Italian acronym of such committee is CUG (Comitato Unico di Garanzia) according to the Italian law of 4 Novembre 2010 n. 183/art.21.

The main functions of this Committee concern:

  • the proposal and the verification of the results of positive actions for the realization of equal opportunities;
  • the improvement of the organizational wellbeing;
  • the removal of all types of discriminations and moral or psychological harassment for all people working and studying at SISSA.

For suggestions related to the above points, please write to cug@sissa.it or contact one of the members of the Committee:


SISSA actions for the wellbeing:

Psycological counsellor for all personnel
This service is available once a week for all SISSA’s personnel (students, postdocs, fixed-term and permanent employees, collaborators, etc) and offers support for personal and professional problems.  

Psycological counsellor for students
This service is organised by ARDiSS by the University of Trieste

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

Confidential counsellor:
The Confidential Counsellor provides free advice and assistance to every person at SISSA who feels discomfort or who is subjected to discrimination, harassment, dignity violation, or mobbing. 


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. 

Remote working:
Remote working projects are available aiming at spreading innovative forms of work management and organization, in order to improve the quality of life of employees while safeguarding the institutional needs also in terms of interpersonal networks, training, motivation, and empowerment. 

Part-time:
A flexible structure of the work schedule is available in the presence of special family reasons. 


External links: