Gender equality is a fundamental value of the European Union, enshrined in its treaties and in the Charter of Fundamental Rights (Article 23). It is also one of the strategic goals of the United Nations Sustainable Development included in the 2030 Agenda (Goal 5: Achieve gender equality and empower all women and girls).

On a national scale, the MUR has produced a document entitled "Directions for Positive Action by the Miur on Gender Issues in Universities and Research, " containing a number of specific recommendations for universities.

In this perspective, the University is called upon, as an educational and research institution, to put in place a series of actions and behaviors aimed at ensuring equality between men and women and to be itself a promoter more generally of an inclusive culture that respects all differences in identity. An inclusive University is attentive to identity needs and values differences and promotes individual, social and organizational well-being. An inclusive University is a place where no person (student component, teaching staff, technical-administrative staff), because of the characteristics of their identity, should feel unvalued, unsupported or discriminated against.

That of gender equality is one of the strategic objectives of the University of Frederick, which in fact, in its Statute, explicitly commits itself to"ensure equality and equal gender opportunities, strengthening the protection of male and female workers and ensuring the absence of any form of moral or psychological violence, direct and indirect discrimination related to gender, age, sexual orientation, ethnic origin, disability, religion and language."

In line with this commitment, the University of Frederick has established a section of its portal entirely dedicated to the topic of gender equality and equal opportunities in the University, structured in the following subsections:

• Data dashboard: contains data, graphs and tables disaggregated by gender and gender indicators related to the student component, teaching and research staff, technical-administrative and managerial staff, and governing bodies. Data are monitored and updated on at least a quarterly basis.
• Documents: illustrates the main references to gender equality found within the University's strategic-management documents.
• Bodies: describes the network of bodies, structures, permanent services and actors active within the University of Frederick for the protection of gender equality and combating discrimination based on sexual and gender stigma.
• Actions: describes the actions planned under the ongoing Gender Equality Plan, with its progress status updated on at least a quarterly basis.
• Testimonials
• News
• Events

The content of the Gender Equality section of the website and its update is taken care of by the Gender Balance Working Group(bdg@unina.it)*.

The publication of updates on the pages of that section is by Dr. Antonio Cotticelli - serving in the Office of Data Management and Analysis - with the supervision of the coordinator of the aforementioned Working Group.

*The contents of the pages of the subsection related to Documents were prepared by Dr. Annalisa Pacelli - head of the Performance Department of the Office of Organization and Performance - who also takes care of its updating.