5.1 Work-Life Balance and Organisational Culture
- Promote flexible working arrangements (remote work, flexible hours, part-time roles).
- Ensure parental leave policies are accessible and equally encouraged for all genders.
- Support reintegration after leave (e.g., mentoring, workload adjustments).
- Foster a culture that values well-being and inclusivity through codes of conduct and leadership endorsement.

5.2 Gender Balance in Leadership and Decision-Making
- Set measurable targets for gender representation in governing boards, committees, and senior leadership.
- Introduce transparent nomination and election processes for leadership roles.
- Establish mentorship and leadership programmes to support women and underrepresented groups.

5.3 Gender Equality in Recruitment and Career Progression
- Ensure gender-neutral and inclusive language in all job postings.
- Require gender-balanced recruitment panels and shortlists.
- Monitor pay gaps and implement corrective actions where disparities exist.
- Provide clear, transparent promotion criteria and career development pathways.

5.4 Integration of Gender Dimension into Research and Teaching
- Incorporate sex and gender analysis into research methodologies where relevant.
- Encourage inclusion of gender perspectives in curricula and teaching materials.
- Provide training and resources for researchers and educators on gender-sensitive content.
- Incentivise projects and teaching practices that integrate gender dimensions.

5.5 Measures Against Gender-Based Violence and Harassment
- Adopt and enforce a zero-tolerance policy on gender-based violence, harassment, and discrimination.
- Establish confidential reporting mechanisms and clear procedures for investigation and sanctions.
- Appoint trained harassment advisors/ombudspersons to provide support to victims.
- Offer counselling and support services for staff and students affected by harassment or violence.