EQUALITY GUIdE - KU Leuven

140 Equality Guide
The network of Mainstreaming Promoters in the Offices (see figure 10) has known a more
difficult start: in 2005 the network of duos was expanded in order to reach more personnel.
The duos remained the engine of the equal opportunities and diversity policy, but the
head of the office holds the end responsibility. Based on several debates held in 2001 to
make an inventory of the different bottlenecks regarding equal opportunities for the ATP,
a note was written concerning points of attention as an input for their decentralized action
plans. The note was divided into six themes concerning career management: (1) HR
Management, (2) Communication, (3) Training, (4) Coaching and Guidance, (5) Worklife
Balance, (6) Promotion: the Job Classification-project.
Figure 10: Network Mainstreaming Promoters Offices
The results of the decentralized action plans concerning career management will be reported
as good practices in part 3 ‘Process report’.
2. Literature study
Until now, not much in-depth research has been done on the policy of career management
at universities. On the other hand, there is concern about gender problems. Most
reports written on this topic in Flanders concentrate on the lack of career opportunities for
ABAP.