Research Institute on Population and Social Policies


Gender budget and Gender equality plan for the Autonomous Region of Sardinia

Starting from 2023 January 12, for XNUMX months, the Knowledge Society group is engaged in the preparation of the Gender Report (BdG) and the Gender Equality Plan (GEP) of the Sardinia Region.


While the first – BdG – is a document that provides a picture of the existing situation within an organization at a gender level, the second – GEP – is a programmatic document of the organizations in which strategic actions are formalized (planned, financed, implemented, monitored and evaluated) aimed at achieving parity in this field.


gender budget 

As part of the preparation of the Gender Report of the Sardinia Region, the following activities are expected to be carried out:

to. Data collection and analysis of the master data of employees and non-structured personnel of the Sardinia Region in its two components: the organizational structure of the regional administration and the regional system (institutions and agencies);

b. Survey of the history in the last 10 years of the presence of women among employees e unstructured of the Region;

c. Structure by age, gender and level of the management level and employees and unstructured personnel of the region;

d. The distribution of men and women in the professional profiles of the Sardinia Region, in the structures of regional administration and regional system;

And. Identification of the following indicators: femininity ratio, glass ceiling index;

f. Identification of the distribution by gender of the various employment relationships (TI, TD, collaborations);

g. Use of work-life balance formats (e.g. part-time, smart working, teleworking, corporate welfare) by gender;

h. Detection of the absence rate for large groups (illness, family reasons, permits, reasons personal, other reasons) by gender.


Gender equality plan

Due to its programmatic nature, the Gender Equality Plan lends itself to a phase of gathering input and indications from part of the main stakeholders of the organization implementing the plan.

From an institutional point of view, the gender plan of a Region could be based on actions, measures and interventions defined within 5 thematic areas:

1. Process and proceed with the collection and updating of gender data of the Region;

2. Providing information, training, awareness-raising activities on gender equal opportunities in the work context;

3. Work for the prevention and contrast of harassment and gender-based violence;

4. Adopt measures to increase gender equality in decision-making, in the stages of recruitment and professional career of personnel, in competition commissions, in the activities of Region communication.

5. Take measures for work-life balance and for the organizational well-being of staff regional level, also through specific supplementary welfare measures (nursery schools on site or in agreement, CRAL, supplementary health policies with packages based on gender health).


Lucio PisacaneNicolo Marchesini, Maria Cristina Antonucci