Employment policy on discrimination

Università IULM has a comprehensive institutional policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age), ensuring equal treatment, dignity, and inclusion for all members of its academic community—faculty, staff, and students.

This commitment is grounded in the IULM Code of Ethics (Articles 3–4), which defines fairness, respect, and responsibility as guiding principles of conduct.
The Code explicitly prohibits discrimination, harassment, and violence, including “any behaviour or communication, physical or verbal, that offends personal dignity or creates a hostile environment.” Sexual harassment is further defined and sanctioned through clear disciplinary procedures overseen by the Collegio di Disciplina.

Institutional framework and governance

To guarantee equality, IULM has established a robust institutional architecture that implements and monitors anti-discrimination policies at multiple levels:

• Equal Opportunities Committee – a permanent representative body including faculty, staff, and students. It promotes gender equality, monitors compliance with anti-discrimination legislation, supports victims of harassment, and formulates actions to foster inclusion and work-life balance.
• Rector’s Proxy for Equal Opportunities and Right to Study – coordinates equality policies and protection against discrimination across all university areas.
• Rector’s Proxy for Inclusion, Disability, and Psychological Counseling – ensures accessibility, psychological well-being, and tailored support for students and staff with disabilities, in line with Law 104/1992 and D. Lgs. 66/2017.
• Gender Equality Plan (GEP 2022–2024) – formally approved by the Academic Senate and Board of Administration, integrates gender and inclusion goals into all university processes: recruitment, career progression, research, and teaching.
  The Plan defines measurable actions (KPIs) across four strategic areas:
  1. Inclusive organisational culture and work–life balance;
  2. Gender balance in recruitment and leadership;
  3. Integration of gender perspectives in research and teaching;
  4. Prevention of gender-based violence and sexual harassment.

Preventive and supportive measures

IULM implements a range of proactive measures to make its anti-discrimination policy effective and measurable:

• Training and awareness seminars on gender equality, inclusive language, and prevention of harassment and stereotypes.
• Whistleblowing and reporting system, established under Legislative Decree 24/2023, enabling employees and collaborators to report—confidentially and without retaliation—any violation, including discrimination, unequal treatment, or harassment.
• Psychological Counseling Service, with a dedicated listening and support channel for cases of gender violence or sexual harassment (GEP, Area 4.2).
• Accessibility and disability inclusion measures, including assistive technologies, individualized support plans, and facilities adapted to universal design standards.

All reports of discrimination or harassment are handled by qualified professionals under strict confidentiality, with clear timelines for follow-up and resolution.

Cultural and educational initiatives

Beyond compliance, IULM promotes an inclusive culture through education, research, and dissemination.
The University regularly organises workshops, open lectures, and research projects on topics such as gender studies, inclusion and diversity management, and empowerment, coordinated by the Equal Opportunities Committee and the Rector’s Proxies. These activities extend to the public, reinforcing IULM’s role as a cultural hub for equality and social sustainability in line with SDGs 4, 5, 8, and 10.