EQUALITY GUIdE - KU Leuven

Chapter 3 ! Career management 173
In a second phase, the profiles used in the job classification system will be evaluated using
the tool. An agreement with the HR-department is already established, but due to a delay
in the project the check could not yet be completed. This check will involve selecting pairs
of jobs traditionally performed by men and jobs traditionally performed by women and
analysing the descriptions of these jobs with regard to potential inconsistencies. This is
done by listing up all job titles and job characteristics and by looking at the language use
through a gender perspective (verbs, possessive pronouns, refer words ...). Differences
and/or similarities should be noted and suggestions will be made that pay more attention
to gender-aware job descriptions.
4.4. Toolkit: mainstreaming promoters
For these tools: see Tool Annex.
Throughout the different parts of this module, the good practices of the Mainstreaming
Promoters were already described and by this, the value of such a network was proven.
The ‘Building Awareness and Ownership’ section (see 3.5.) already stressed the important
role of Mainstreaming Promoters in the elaborate university structure for executing a thorough
equal opportunities and diversity policy.
A toolkit for Mainstreaming Promoters was developed within this module and contains
three tools: (1) a profile of the role of Mainstreaming Promoters (tool: profile Mainstreaming
Promoter), (2) a blueprint of the training the Mainstreaming Promoters received (tool:
Equal opportunities and diversity training) and (3) a form to evaluate such a training
course (see Tool: evaluation form Mainstreaming Promoters in Tool Annex). These three
tools will be described in this part.
A profile of the role of Mainstreaming Promoters was already developed in 2001, when
the Diversity Policy Office founded the networks. As the equal opportunities and diversity
structure has evolved since 2001 and more experience was gained in directing such a
network of Mainstreaming Promoters, the VLIR-EQUAL Project was the perfect opportunity
to update that existing profile.
Any organization interested in founding such a network, can use the profile to recruit the
Mainstreaming Promoters. Within the K.U.Leuven, the profile is sent to the dean or head
who is requested by the Rectorial Advisor for Equal Opportunities and Diversity to appoint
new Mainstreaming Promoters within the faculty or office.
Within the updated profile (see Tool: profile Mainstreaming Promoter in Tool Annex) one
can find the role the Mainstreaming Promoters will play within their own department and
towards the equal opportunities and diversity officer (in the case of the K.U.Leuven this is
the Rectorial Advisor). One can also find some competences the potential Mainstreaming
Promoters should have or should be willing to acquire. This profile is by no means a
profile of the ‘ideal’ Mainstreaming Promoter. Beginning Mainstreaming Promoters have
to grow in their role. Furthermore, the approach of developing a decentralized action plan