At the University of Information Technology and Management in Rzeszów, a Gender Equality Plan for the years 2026–2029 has been adopted for implementation, aiming to create a safe and equal environment at the University.
The University of Information Technology and Management in Rzeszów has adopted its Gender Equality Plan for 2026–2029. The document builds on the initiatives implemented in previous years and introduces new measures aimed at fostering a safe, open and supportive environment for the entire academic community – staff, lecturers and students. The plan covers, amongst other things, the areas of research and education, career development, decision-making processes, organisational culture and combating discrimination.
Gender Equality Plan_2026-2029 was adopted by the Rector’s Order of 13 July 2026. The document aligns with European Union strategies and national public policies, whilst also forming part of the internal regulations in force at WSIiZ.
This is a continuation of the first Gender Equality Plan implemented between 2022 and 2025. The new edition takes into account the experience gained during its implementation and expands the measures aimed at embedding the principle of gender equality in the University’s operations.
– Our University ensures that the standards for the protection of equality, including gender equality, recognised under EU and international law, are reflected in the documents that shape its organisation and decision-making processes. It is worth emphasising that the new Gender Equality Plan has been developed taking into account the experiences gained during the term of the previous plan, which expired at the end of 2025. We hope that the new Gender Equality Plan will contribute to further strengthening attitudes of equality among staff and students –emphasises dr hab. Agata Jurkowska-Gomułka, Professor at UITM and Member of the HR Excellence in Research Monitoring Committee.
Academic Network for Safety and Equality
The Academic Network for Safety and Equality (ASBiR) is an organization bringing together individuals at Polish higher education institutions who hold roles related to the protection of academic rights and values, as well as safety, equality, and diversity among both students and staff. Its main objective is to provide a safe and confidential space for sharing knowledge and experiences regarding issues present at universities and ways of addressing them, as well as identifying best practices in situations requiring support. “Currently, we are one of the few non-public universities whose representative responsible for counteracting mobbing, discrimination, and violence is a member of ASBiR,” emphasizes Dr. Katarzyna Kurzępa-Dedo.
For students
What is the Policy Against Discrimination and Violence against Students and Postgraduate Students?
Acts of discrimination and violence against students and postgraduate students are a violation of generally applicable laws and internal regulations of the University.
What is violence against a student?
Violence includes acts of physical, verbal, psychological and sexual aggression, as well as cyberbullying (online violence), harassment, blackmail and other forms of violence.
How should a student report violence or discrimination?
A student who believes that he or she has been the victim of discrimination or violence by another student or university employee may file a complaint in writing or electronically with the attorney.
The Rector’s plenipotentiary/proxy for the prevention of bullying, discrimination and violence at UITM is dr Katarzyna Kurzępa-Dedo.
What elements should a complaint contain?
The complaint should include:
- the date;
- a description of the facts of the case;
- an indication of exactly which actions or behaviors of another student or employee of the university are (in the opinion of the student filing the complaint) a manifestation of discrimination or violence;
- indicating the name of the person or persons who, in the student’s opinion, are the perpetrators of discrimination or violence;
- justification and indication of evidence that the discrimination or violence has occurred or continues to occur;
- signature of the student filing the complaint.
The Plenipotentiary/Proxy examines the complaint formally and then forwards it to the Rector, who convenes a committee. The burden of proving the falsity of the accusations rests with the person named as the perpetrator of discrimination or violence.
E-mail address to the Plenipotentiary/Proxy: pelnomocnikmdp@wsiz.edu.pl
For employees
An employee may be discriminated against in terms of:
- establishment and termination of the employment relationship,
- terms and conditions of employment,
- promotion,
- access to training for professional qualification, against all or a significant number of employees, unless the provision, criterion or action is objectively justified in view of the legitimate aim to be achieved and the means of achieving that aim are appropriate and necessary.
How should an employee report discrimination, harassment or violence?
An employee who believes that he or she has been the victim of discrimination, harassment or violence by a student or other employee of the university may submit a complaint to the attorney in writing or electronically. The Rector’s plenipotentiary/proxy for the prevention of mobbing, discrimination and violence at UITM dr Katarzyna Kurzępa-Dedo.
What elements should a complaint contain?
The complaint should include:
- the date;
- a description of the facts of the case;
- indication of exactly which actions or behaviors of a student or other employee of the university are (in the opinion of the employee filing the complaint) a manifestation of discrimination or violence;
- indication of the name of the person or persons who, in the employee’s opinion, are the perpetrators of discrimination or violence;
- justification and indication of evidence that the discrimination or violence has occurred or continues to occur;
- signature of the employee filing the complaint.
The Plenipotentiary/Proxy examines the complaint formally and then forwards it to the Rector, who convenes a committee. The burden of proving the falsity of the accusations rests with the person named as the perpetrator of discrimination or violence.
E-mail address to the Plenipotentiary/Proxy: pelnomocnikmdp@wsiz.edu.pl
