芒果77福利

芒果77福利 Statement on Gender Equality

1. Introduction and Purpose

This document brings together New Brunswick Community College (芒果77福利) policies, programs, practices and institutional resources that support the gender equality elements relevant to Horizon Europe. It is intended to centralize 芒果77福利’s existing institutional approach in a single, concise statement.

芒果77福利’s approach to gender equality sits within its broader commitment to equity, diversity, inclusion and belonging. The College’s practices span employment, workplace culture, leadership, career development, learner support, applied research, teaching and learning, and prevention of sexual and gender-based violence.

This statement complements existing 芒果77福利 policies and institutional plans; it does not replace them. It is maintained as part of 芒果77福利’s Horizon Europe eligibility documentation and is reviewed as institutional policies, programs and evidence evolve.

2. Commitment to Gender Equality

芒果77福利 is committed to a learning and working environment in which everyone feels welcome and heard, has equitable access to opportunities and growth, and can show up authentically and thrive. 芒果77福利’s public inclusion commitments1 emphasize reducing barriers, challenging bias and supporting equity across the institution.

This commitment is reflected in 芒果77福利’s broader strategic direction, including Going Beyond 2023–20282, and in the policies, services and institutional practices that support employees and learners. 芒果77福利 also operates under New Brunswick’s human rights, employment and pay-equity framework, including the New Brunswick Human Rights Act3 and the Pay Equity Act4.

3. Gender Equality Elements

A Gender Equality Plan is recommended to include content, initiatives and resources related to:

  • Work-life balance and organisational culture;
  • Gender balance in leadership and decision-making; 
  • Gender equality in recruitment and career progression; 
  • Integration of the gender dimension into research and teaching content; 
  • Measures against gender-based violence, including sexual harassment.

芒果77福利 meets the above-noted elements through a combination of institutional policies, programs and initiatives. These include, but are not limited to, the following:

  • Sexual and Gender-Based Violence policy.5
  • Maintaining a Respectful Community policy.6
  • Recruitment, hiring, and employment practices that promote equitable access and career progression.1 7
  • Leadership development, employee engagement, and professional development initiatives that support inclusive organizational culture.8
  • Work-life balance and family-friendly employment terms and policies, including paid parental leaves9, flexible work arrangements10, personal leave days9, and family leave days. 9
  • Equity Services supports student programming on intimate partner violence, rights, consent, healthy relationships and bystander intervention through community and provincial partnerships.

芒果77福利 does not treat gender equality as the responsibility of a single office. Current related responsibilities sit across institutional functions that already manage people, workplace culture, learner supports, equity services, applied research, teaching and learning, and institutional data.

Function Role in the existing gender-equity environment
Senior Executive Team Provides institutional direction, policy oversight and accountability for a healthy, safe and supportive College community.
People and Culture Manages recruitment, employment practices, leave, compensation, employee relations, employee learning, workplace culture and related employee information.
Student Services Provides student equity, inclusion, cultural-awareness and gender-based-violence-related education, supports and community partnerships.
College Office of Research Enterprise Supports 芒果77福利 applied research, research partnerships, proposal development and research capability across multiple applied fields.
Academic Shapes teaching, learning, curriculum and occupational contexts in which gender patterns and barriers can arise.
Managers and decision-makers Apply recruitment, supervision, performance, scheduling and workplace expectations within their areas of responsibility.