Gender Equality Training to overcome Unfair discrimination Practices in education and labour market

with the support of the European Commission

To address the stereotyping of educational and career choices and to promote gender equality in education, training, career guidance and at the workplace. To ensure that work practices promote gender equality, and do not reinforce stereotypes, gender segregation and inequalities.

Duration: 24 months
Start date: 02 Jan 2017
End Date: 02 Jan 2019

Summary of the project


The main priority of the project is to address the stereotyping of educational and career choices and to promote gender equality in education, training, career guidance and at the workplace. To respond to this main priority the specific objectives of the project are to:

  • define an European Minimum Standard of Competences on Gender Equality (EMSC) for those responsible of Human Resources at the workplace (directors, employers, trade unions), Career Guidance professionals and Teachers supporting training and employment choices in order  to guide, promote, recruit and retain individuals by overcoming gender stereotypes and taking into consideration their skills, competences and interests;
  • strengthen the skills and competences of the above mentioned professionals of both private and public organisationas and companies on European and national legislation, practices and behaviours aimed at overcoming gender stereotypes;
  • raise awareness on gender equality among partner organizations and their members, as well as the whole  public, thus promoting also at European level the benefits delivering from the equal participation in society of  men and women.


  1. Comparison and analysis of existing training offers on gender balance issues for the different professional profiles involved in the project, considering also that EIGE is going to provide one through its online platform;
  2. Focus Groups for Assessment of knowledge, skills and behaviours that the partners organizations and their members and networks have over the issues of gender equality and the acceptance of the “other” as a basic factor of the organizations working in a non-discriminatory manner;
  3. Definition of the knowledge and competences needs;
  4. Definition of the EMSC that the professionals involved should achieve on the issues of gender equality, non-discrimination and promotion of equality in education and at the workplace;
  5. Design and definition of a standard for the Training aimed at the achievement of the EMSC, both in person and online;
  6. Implementation of the Training Offer on an experimental basis within the partners organizations and their members;
  7. Uploading and dissemination of the project results;
  8. Raising awareness Campaign;
  9. Monitoring and evaluation of the achieved results and impacts.

Direct target groups

Trade unions employees and gender experts;
HR managers, directors and employers responsible for HR management both in public and private organizations;
Career Guidance professionals
Teachers and trainers from VET centers, schools, universities – primarily those in charge of guidance and counselling. 

Indirect target groups

Young people 13-35 years and adults in transition phases down the education-training-labour market chain; local, national and European policy-makers; citizens at large.

Type and number of outputs to be produced

  • EMSC on gender Equality
  • Training Model
  • Online Project Platform
  • Raising Awareness tools – 3 videos, photos collected through the contest and GET UP serious game
  • Online Anti-discrimination Training Kit
  • Comparison and analysis of existing training offers on gender equality: Summary Report
  • Gender equality training providers and offers: Training sheets
  • Survey Report

Expected results

  • Greater cooperation and communication among local authorities, employers, decision/policy makers and employees on the issues of gender stereotypes in education-training transition phases and at the workplace;
  • defined set of competences and related minimum obligatory training standard for the professionals involved as direct target groups for the adoption of a non-discriminatory and non-stereotyped approach at the workplace;
  • improved self-awareness about the role to be played by HR managers in overcoming the gender gap at the workplace;
  • systematised information about existing policies and practices to fight gender stereotypes at the workplace at national and EU level, together with strategies for their effective implementation by relevant stakeholders.

It is expected that the project produces immediate long-term lasting results such as:

  1. Increased awareness on the competences that should be acquired by all professionals of the education-training-labour market chain intervening in transition phases of individuals, such as the partner organizations that after the project will bring positive growth for their professions;
  2. Improved knowledge on how to overcome gender stereotypes and to promote good gender roles practices in education, training career guidance and at the workplace;
  3. Acknowledged European Minimum Standard of Competences on Gender Equality for the above said professionals;
  4. Organized and easily affordable information useful for all the target groups of the project about existing policies, methodologies, trainings, legislature aimed at overcoming gender stereotypes in education, training and at the workplace;
  5. Transparent and stronger cooperation and communication on gender roles and stereotypes among professionals of the education-training-labour market chain such as the HR Managers, the Trade Unions, Career Guidance professionals, Teachers supporting training and employment choices;
  6. Increased dissemination and adoption of the available tools and practices, such as the Diversity Charters, which is able to bring change for all private and public organizations that adopt it in terms of greater responsibility and attention to the topics of diversity and equality at all levels.

Both, direct and indirect target groups will benefit directly of the EMSC definition as it will definitely contribute to increase the required level of adequate skills and competences on gender equality and specifically: 

  • Trade unions, HR managers, directors, employers will be well informed on how to adopt gender balanced strategies within the management of their organizations and as demonstrated by EIGE: “At a business level the case for gender equality can be made in terms of greater profit margins, enhanced organisational performance, workplace innovation, more effective recruitment, more productive working environment and better company image. This argument can also encompass benefits in relation to workplace governance. Gender equality in the workplace can enhance decision-making, improve shareholder value and lower risk-taking” -
  • Education,Training and Career Guidance professionals, VET centers, schools, universities will be more prepared on that topic and will be able to raise awareness among young people and guide them towards free of gender stereotypes educational and career choices which in turn will contribute to a more equal distribution, greater valorization of individuals’ skills and competences and less waste of talents.
  • Young people 13-35 years and employees are the final indirect beneficiaries of the project as thanks to the achieved results they will benefit of greater opportunities in education, training and at the workplace as on one hand they will meet better gender oriented Education, Training and Career guidance services and on the other, more family-friendly working environments free of gender stereotypes.

GET UP is led by UIL - Unione Italiana Lavoro - and will be implemented together with other 7 partners (2 European networks, 2 national Trade Unions, 2 VET and adult learning centres, and 1 national organisation of HR managers). Partners were selected taking into consideration the experience and ability to tackle the issue of gender equality, the relevance with respect to the three main target groups to be covered (HR managers, career guidance professionals and trainers/teachers) and previous experience of working with the lead applicant and among other partners. GET UP will be supported by Region of Umbria, Italian Partiy Councillor, Confederation of Independent Trade Unions of Bulgaria, Lithuanian Ministry of Social Security and Labour, and Ministry for Education and Employment, Government of Malta.

The partnership will be composed of:

P0 – UIL Italian Labour Trade Union, a democratic and unitary Syndicate of women and men workers and pensioners of any religious and political convictions and ethnicity, associated to the promotion and defense of rights and common professional, economic, social and moral interests.

P1 – AIDP Italian Association for People Management  with 3.000 members and a community of more than 18.000 members managers and professionals active in the field of human resources.

CLAUDIA TONDELLI, Project Manager, AIDP Diversity Team Coordinator
ADRIANA VELAZQUEZ, Project Manager, AIDP Representative
LAURA BRUNO, Scientific Commettee Member and Lombardia Diversity Representative
MASSIMILIANO NUCCI, Continuous Training Expert and Emilia Romagna Diversity Representative
MARCELLA LOPORCHIO, Diversity Management Expert and Puglia Diversity Representative
MARINA GALZIGNATO, Diversity Management Expert and Campania Diversity Representative
KATJA GALLINELLA, Diversity Management Expert and Liguria Diversity Representative
SONIA RAUSA, Project Officer and AIDP Head of Communication 
ELIN MIRODDI, Project Officer

P2 – LETU: Lithuanian Education Trade Union, the largest organisation for education employees in Lithuania with about 9 000 members and with over 20% unionization rate.

P3 – ALDA: Association of Local Democracy Agencies dedicated to the promotion of good governance and citizen participation at the local level and in particular focuses on activities that facilitate cooperation between local authorities and civil society.

P4 – DIESIS: European research and development service for the social economy, cooperatives and participative enterprises.

P5 – FORMA.Azione: VET and AL Centre accredited to the Region of Umbria which specific competence is in the Training Cycle - training needs analysis, designing, provision, administration and financial reporting, evaluation and review). Sylvia Liuti: Project Manager / Chiara Palazzetti: Project Officer / Tania Campanella: Researcer and Training Designer

P6 – WETCO: Bulgarian Workers Education and Training College which areas of action are: Trade Union training, VET and AL, including Workplace Training.

P7 – MUT: Malta Union of Teachers is a registered trade union under Maltese Law and represents educators across the whole spectrum of the local education field.