Equality, Diversity and Inclusion at IRBLleida

Equality within the HRS4R Framework

IRBLleida integrates equality, diversity and inclusion into its Human Resources Strategy for Researchers. Through the HR Excellence in Research award and its HRS4R Action Plan, the Institute promotes measures aimed at ensuring equal opportunities, transparency in recruitment processes, professional development, work-life balance and an inclusive working environment.

Team

Who We Are

The IRBLleida Equality Committee is the body responsible for promoting gender equality, diversity and inclusion within the Institute.

It acts as an advisory body to the Management Board and works to ensure a respectful working environment, free from discrimination and aligned with current equality legislation.

The Committee is made up of staff from different areas of the Institute and is responsible for coordinating and monitoring the Equality Plan and the LGTBIQ+ Plan.

Main Functions

  • Promoting equality in internal processes.
  • Developing, implementing and monitoring the Equality Plan and the LGTBIQ+ Plan.
  • Raising awareness and providing staff training on equality, diversity and inclusive language.
  • Providing confidential advice and support to staff in situations related to equality or discrimination.
  • Preventing and addressing harassment in accordance with the Institute's internal protocols.
  • Monitoring and evaluating adopted measures and proposing improvements.

IRBLleida Plans, Protocols and Guidelines

IRBLleida has several internal plans, protocols and guidelines related to equality, diversity and inclusion. The main approved institutional documents are listed below:

Other documentation and information of interest

This section includes some external resources and key initiatives on gender equality and diversity, which complement the policies of IRBLleida and place our actions in a wider context.

IRBLleida and the CERCA Gender Community

IRBLleida is part of the gender community promoted by the CERCA Institution, a space for coordination and collaboration among research centres to promote equality, diversity and inclusion.

Since the creation of a specific diversity committee within CERCA in 2014, initiatives have been developed to reduce gender bias and remove barriers in the scientific field, particularly in areas such as recruitment and the prevention of gender-based violence.

In 2025, with the creation of the I-CERCA Gender Unit, this community was consolidated as a shared working space among the equality committees of CERCA centres.

Community Objectives

  • Coordinate the implementation of the Gender Equality Strategy in Science (EIGEC)
  • Support compliance with equality and LGBTI legislation
  • Share best practices among research centres
  • Promote training and programmes to reduce gender bias in research

Hypatia Community

IRBLleida is part of the Hypatia Community of Practice (CoP), an initiative created in 2021 to promote gender equality, women's leadership in science and the integration of a gender perspective into health research.

Coordinated by AQuAS, the community brings together health research centres across Catalonia to collaboratively develop equality policies and actions.

Objectives and Activities

  • Support centres in implementing their equality plans
  • Integrate a gender perspective into research content
  • Share best practices and experiences among institutions
  • Develop specialised training programmes, workshops and seminars
  • Create spaces for exchange and mutual learning

Gender Equality Strategy in Science

IRBLleida aligns with the Strategy for Integrating the Gender Perspective into Science in Catalonia (EIGEC), promoted by the Government of Catalonia, which establishes the framework for advancing effective equality within the research system.

This strategy promotes the mainstreaming of the gender perspective in research, human resources policies and institutional organisation, in line with European, Spanish and Catalan regulations.

Main Objectives

  • Advance effective equality at all stages of the scientific career
  • Reduce gender bias and promote women's leadership
  • Transform organisational culture to eliminate barriers and stereotypes
  • Promote work-life balance and shared responsibility
  • Prevent gender-based violence and any form of discrimination
  • Integrate the gender perspective into research and innovation