EQUALITY GUIdE - KU Leuven

Chapter 3 ! Career management 139
2005-2006 and 2006-2007.
Good Practice: Equal Opportunities at the K.U.Leuven
In order to successfully implement and execute gender mainstreaming, a support basis in all
policy phases and in the whole organization is necessary. At the one hand the organization
needs somebody that stimulates, enthuses and guards the equal opportunities policy, at the
other hand the development of a network is also necessary.
Some conditions have to be fulfilled to create such a basis and network:
! goals: the K.U.Leuven has short-term and long-term action plans concerning equal opportunities
and diversity policy;
! commitment from the top: the top of the university recognizes the importance of equal opportunities
and diversity and communicates this as such in the integrated strategic plan 147 . A
Steering Committee Diversity was founded to discuss, develop and implement the strategy;
! plan of approach: for each target group a specific plan of approach was developed and
approved by the University Board;
! means: one Vice-Chancellor holds the portfolio of diversity, a Rectorial Advisor for Equal
Opportunities and Diversity was appointed with a certain budget to develop a Rectorial
office on Diversity with 1,0 FTE Staff Member and 0,5 FTE secretarial support;
! instruments: different researchers within the university work on the topic of equal opportunities
and diversity and were welcomed to join a research centre (Centre for Equal Opportunities
and Diversity 148 ).
Figure 9: Network Mainstreaming Promoters Faculties
147 Katholieke Universiteit Leuven. De universiteit in beweging. Een geïntegreerd strategisch plan voor de
K.U.Leuven, 2007-2012, 36 blz.
148 http://www.kuleuven.be/diversiteit/cgkd.htm.