The Positive Action Plan (PAP) concerns all members of the academic community (students, teaching staff, and technical-administrative staff) and has the following objectives:
preventing and combating all forms of discrimination affecting those who study and/or work at the University
promoting a culture based on equal opportunities and respect for fundamental human rights, in recognition of the crucial role that the University of Genoa, as a public institution dedicated to education and research, can and must play in this field, also considering its so-called “Third Mission.”
In accordance with the most recent legislative, judicial, and academic developments in this area, the Plan is not aimed exclusively at safeguarding equal opportunities between men and women. Rather, it sets out a range of measures and actions designed to prevent and eliminate all possible sources of discrimination related to age, disability, sexual orientation, ethnic background, religion, and personal beliefs, in accordance with the principles of equality and non-discrimination declared in the Italian Constitution, the Charter of Fundamental Rights of the European Union, and other relevant regulatory documents.
Since 2025, the PAP has been incorporated into the Integrated Plan of Activities and Organization (Piano Integrato di Attività e Organizzazione - PIAO). This Plan, which has a three-year duration and is updated annually, aims to consolidate and streamline various planning instruments required of public administrations, defining, among other things, the methods and actions aimed at ensuring full gender equality.
PIAO 2025–2027
The Integrated Plan of Activities and Organization for the period 2025–2027 is available on the dedicated webpage, where further revisions and updates are also published: Integrated University Planning.
PAP 2021–2024
With the aim of maximum transparency and more effective communication with all University staff, the Committee for Equal Opportunities announces that the new Positive Action Plan, developed together with the Joint Guarantee Committee, has been adopted by the Rector.
PAP 2017–2020
With the aim of maximum transparency and more effective communication with all University staff, the Committee for Equal Opportunities announces that the new Positive Action Plan, developed together with the Joint Guarantee Committee, has been adopted by the Rector. Like previous editions, this PAP also includes broader interventions, such as those relating to cultural awareness and training, as well as “preliminary” actions necessary to understand the local context and identify its specific needs, such as monitoring activities.
PAP 2013–2016
With a view to maximum transparency and more effective communication with all University staff, the Committee for Equal Opportunities announces that the new Plan, developed together with the Joint Guarantee Committee, has been adopted by the Rector. An article by the Committee’s President is available in the University newsletter.
PAP 2010–2013
With a view to maximum transparency and more effective communication with all University staff, the Committee for Equal Opportunities (CPO) announces that the new PAP, formulated and proposed by the CPO itself and approved collegially on 17 October 2011, has been adopted.
PAP 2007–2010
The PAP for the three-year period 2007–2010 was adopted by the Rector on 19 May 2009 upon proposal of the Committee for Equal Opportunities. The new three-year Positive Action Plan, formulated and proposed by the CPO and approved collegially on 22 July 2008, is not limited to promoting gender equality; rather, in light of developments in the field, it includes a variety of actions aimed at so-called diversity management, that is, creating working conditions that value all University staff in their differences, thereby achieving a high level of organizational well-being and, consequently, greater productivity.
PAP 2004–2007
The PAP for the three-year period 2004–2007 aims to identify and eliminate disparities in treatment and actual workplace conditions within the University of Genoa, and to promote a culture of equal opportunities. The Plan identifies both women and men as beneficiaries of actions and intervention programs aimed at overcoming the causes of inequality and discrimination.