EQUALITY GUIdE - KU Leuven

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Appendices 289 Table 1.7: Differences in well-being score of students at VUB Characteristics Difference in well-being score Faculties Ns Human / exact sciences Ns Women / men Ns Hetero/ LGB Ns Disabilities/ No disabilities U = 51706; p < 0.000 Background Ns Dutch speaking/ no Dutch H(2) = 8.496; p < 0.05 Age categories Ns Table 1.8: Discrimination, intimidation and aggression grounds Absolute number Percentage from total Discrimination because of gender 15 1% Intimidation/bullying because of gender 12 0.8% Aggression because of gender 2 0.1% Discrimination because of age 10 0.7% Intimidation/bullying because of age 8 0.5% Aggression because of age 1 0.1% Discrimination because of skin colour 11 0.7% Intimidation/bullying because of skin colour 4 0.3% Aggression because of skin colour 0 0 Discrimination because of background 28 1.9% Intimidation/bullying because of background 13 0.9% Aggression because of background 0 0 Discrimination because of appearance 13 0.9% Intimidation/bullying because of appearance 24 1.6% Aggression because of appearance 3 0.2% Discrimination because of sexual orientation 3 0.2% Intimidation/bullying because of sexual orientation 6 0.4% Aggression because of sexual orientation 2 0.1%
290 Equality Guide Discrimination because of physical disability 2 0.1% Intimidation/bullying because of physical disability 2 0.1% Aggression because of physical disability 1 0.1% Discrimination because of clothes 13 0.9% Intimidation/bullying because of clothes 11 0.7% Aggression because of clothes 0 0 Discrimination because of way of talking 15 1% Intimidation/bullying because of way of talking 13 0.9% Aggression because of way of speaking 1 0.1% Discrimination because of ideas 22 1.5% Intimidation/bullying because of ideas 16 1.1% Aggression because of ideas 4 0.3% Discrimination because of belief/religion 16 1.1% Intimidation/bullying because of belief/religion 7 0.5% Aggression because of belief/religion 1 0.1% Discrimination because of unknown reasons 9 0.6% Intimidation/bullying because of unknown reasons 14 0.9% Aggression because of unknown reasons 4 0.3% Discrimination because of other reasons 11 0.7% Intimidation/bullying because of other reasons 10 0.7% Aggression because of others 4 0.3% Table 1.9: Attitude scores on equal opportunities and diversity for students from VUB. Absolute numbers are given with percentages between brackets Item I wouldn’t mind helping fellow students with a disability It’s the task of the VUB to form critic, independent thinking people It’s the task of the VUB to form people in an open atmosphere of free inquiry, freedom, tolerance and diversity Totally agree Agree Disagree Totally disagree No opinion 591 (43.7) 633 (46.8) 60 (4.4) 20 (1.5) 49 (3.6) 704 (52) 530 (39.2) 49 (3.6) 9 (0.7) 58 (4.3) 779 (57.6) 504 (37.3) 22 (1.6) 7 (0.5) 27 (2)
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EQUALITY Guide HR Instruments for E
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Authors Yanna Van Wesemael ! Machte
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VLIR-Werkgroep Gelijke Kansen (Eds.
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6 Equality Guide 3.8. Validating th
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8 Equality Guide 2. Literature stud
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10 Equality Guide 5.4. Recommendati
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Preface At Flemish and at European
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Preface 15 The partners in the tran
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18 Equality Guide Prof. Dr. Van Cau
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20 Equality Guide male scientists 1
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Chapter 1 Personnel development and
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Chapter 1 ! Personnel development a
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Chapter 2 Career paths: recruitment
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Chapter 2 ! Career paths: recruitme
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Chapter 3 Career management Esther
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Chapter 3 ! Career management 175 s
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180 Equality Guide 1.1. Problem def
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182 Equality Guide reason, many wom
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184 Equality Guide not correspond t
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186 Equality Guide to 76% of the fe
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188 Equality Guide 3.1. Qualitative
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190 Equality Guide listed: the need
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192 Equality Guide to be improved?
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194 Equality Guide woman has to cho
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196 Equality Guide The plan was to
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198 Equality Guide 4. Category: com
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200 Equality Guide Table 25: The di
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202 Equality Guide around us. She l
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204 Equality Guide from a bird pers
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206 Equality Guide short: how do I
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208 Equality Guide Women are often
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210 Equality Guide For women it is
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212 Equality Guide congratulate peo
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214 Equality Guide Need support? !
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216 Equality Guide sumption, etc. I
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218 Equality Guide In terms of grou
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220 Equality Guide Both groups were
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222 Equality Guide The approach is
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224 Equality Guide documents can be
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226 Equality Guide Tips for day 4 !
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228 Equality Guide ! Career ambitio
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230 Equality Guide ! Introduce your
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232 Equality Guide skills and striv
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234 Equality Guide 1.1. Problem def
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236 Equality Guide change of experi
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Page 243 and 244: 242 Equality Guide mentoring in its
Page 245 and 246: 244 Equality Guide table clearly in
Page 247 and 248: 246 Equality Guide shows that many
Page 249 and 250: 248 Equality Guide generated on the
Page 251 and 252: 250 Equality Guide women. The train
Page 253 and 254: 252 Equality Guide Table 30: The me
Page 255 and 256: 254 Equality Guide 3.7.5. Catholic
Page 257 and 258: 256 Equality Guide 4. Instrument an
Page 259 and 260: 258 Equality Guide For whom: Use: g
Page 261 and 262: 260 Equality Guide baas worden’ 2
Page 263 and 264: 262 Equality Guide neutral stance a
Page 265 and 266: 264 Equality Guide Three out of fou
Page 267 and 268: 266 Equality Guide In the following
Page 269 and 270: 268 Equality Guide and were satisfi
Page 271 and 272: 270 Equality Guide fame of mentorin
Page 274 and 275: General conclusion The goal of this
Page 276 and 277: References General introduction Bla
Page 278 and 279: References 277 nr. 3, 303-322. Mill
Page 280 and 281: References 279 She Figures 2003, Wo
Page 282 and 283: References 281 In: Tijdschrift voor
Page 284: References 283 Gelijkekansenbeleid
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Page 299 and 300: 298 Equality Guide obstacle for wom
Page 301 and 302: 300 Equality Guide Appendix 4.2: Re
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