Equality and Accessibility Plan (EAP) 2025-2028

The commitment of the Cyprus University of Technology (CUT) to promoting equal opportunities and equal treatment is promoted through its strategic planning and through the Action Plans it has adopted. The Equality Plan for the period 2020 - 2024 has contributed to the progress and integration of equality and inclusion actions in the academic and organisational culture of the organisation. The collective effort of all stakeholders was substantial, leading to the development and implementation of numerous actions and policies that promoted the culture of equality.

Under the previous Equality Plan 2020-2024, important actions were implemented to strengthen the area of equality and inclusion. In particular, annual gender data collection and progress monitoring indicators were introduced. All official University documents adopted inclusive language, and a Code of Practice for the prevention and response to incidents of bullying, sexual harassment and harassment was implemented. In addition, trainings and events were organised, such as the "Christiana Kuta" Women's Personality Award. A policy to support breastfeeding at workplace was adopted, a special breastfeeding area was created, and a manual on integrating gender and diversity into research and teaching was produced.

Through the evaluation of this plan, the University's progress on equality issues becomes evident. Undoubtedly, several challenges still remain, and significant effort is required to achieve ideal conditions. For this reason, the effort continues with the revision of the Action Plan.

The new Plan for the period 2025-2028 is a continuation and evolution of the previous Equality Plan, incorporating the actions and practices of the Equal Accessibility Plan. It is aligned with the strategic goals of CUT (2023-2030), the 17 Sustainable Development Goals, and the commitments of the EUt+ alliance. The new plan was approved during the 254th meeting of the Senate (6.5.2025) and was named Equality and Accessibility Plan (EAP) 2025-2028.

For the period 2025-2028, the EAP focuses on the implementation, revision, and enhancement of policies and actions that improve the experience of staff and students, promoting equality, accessibility, and inclusion at all levels of the University.

Needs Addressed by the EAP 2025-2028

The Equality and Accessibility Plan (EAP) 2025-2028 was developed with the aim of responding to specific needs identified through the review of the previous period and the ongoing assessment of the University's current reality. These key needs are:

• Addressing intersectional inequalities and stereotypes based on interconnected identities and characteristics such as gender, sex, race, age, disability, sexual orientation, socioeconomic status, family status, refugee background, and religion.
• Enhancing awareness and understanding of issues related to equality, diversity, inclusion, and the fight against all forms of discrimination.
• Institutionalizing new policies, as well as reviewing and upgrading existing policies that ensure equality and diversity at all levels of the Institution.
• Implementing policies and procedures that take into account gender and intersectional inequalities, positively influencing recruitment, career progression, and the professional development of human resources.
• Adopting measures and initiatives that facilitate work-life balance, creating a supportive and inclusive working environment for everyone.

These needs are reflected and structured within the five strategic pillars of the EAP 2025-2028, which together form a coherent and dynamic framework for the ongoing promotion of equality, accessibility, and inclusion at CUT.

Pillars of the EAP 2025-2028

1. Creating an Organisational Culture of Equality and Inclusion
   Strengthening the diffusion of a culture of equality and inclusion at all levels of the University is a key priority and is integrated into the first pillar, with emphasis on raising awareness, education, and the active participation of the university community. Continuous information and training of all stakeholders on issues of equality and equitable accessibility are fundamental prerequisites for the creation and establishment of an environment that promotes equality, respects diversity, and enhances inclusion within the academic setting.
2. Access and Support for Persons with Disabilities and Special Educational Needs
   This pillar aims to create an accessible, supportive, safe, and inclusive environment for persons with disabilities and individuals with special educational needs, ensuring appropriate opportunities for their full and unhindered participation in all aspects of university life. To this end, practices and measures are institutionalised to ensure equal access to university facilities, services, and infrastructure, as well as personalised support according to each individual's needs.
3. Equitable Support for Career Development
   This pillar focuses on fostering an organisational culture that promotes inclusion across all human resources processes, such as recruitment, promotion, and retention, while placing strong emphasis on work-life balance. The provision of supportive and flexible, family-friendly structures is a critical tool for facilitating the daily life of staff and creating an environment of equality and well-being. At the same time, attention is given to upgrading policies and procedures that promote equal opportunities for professional development, eliminating stereotypes and intersectional inequalities.
4. Integration of Gender and Equitable Accessibility in Funding, Research, and Teaching
   This pillar aims for the holistic and cross-cutting integration of gender, intersectionality, and equitable accessibility dimensions into all processes related to funding, research, and teaching. The inclusion of these aspects is considered essential for ensuring excellence and innovation, as well as for creating a more just and participatory research and learning environment. It also contributes to enhancing the quality of scientific and educational output, ensuring that research policies, projects, and educational programmes take into account the multiple and interconnected dimensions of diversity. Strengthening accessibility, equality, and inclusion at the core of academic and research activities reinforces the University's connection to societal needs and promotes sustainable development.
5. Zero Tolerance for Bullying, Discrimination, Harassment, Sexual Harassment, and Gender-Based Violence
   The fifth pillar focuses on creating and consolidating a safe, supportive, and inclusive work and educational environment characterised by zero tolerance for any form of harassment, discrimination, bullying, gender-based violence, and unprofessional behaviour. This commitment is realised through the development, enhancement, and institutionalisation of policies for the prevention and effective management of incidents that undermine the dignity and equality of all members of the university community. At the same time, reliable and safe reporting and support mechanisms are ensured, strengthening the sense of trust and protection. The goal is to cultivate a culture of zero tolerance, not only within the University but also extending to the broader society, contributing to the fight against these phenomena at the societal level.

Equality Plan of Cyprus University of Technology (2022-2024)

Equal Access Plan for Persons with Disabilities (PwD) and Persons with Special Educational Needs (PwSEN) of the Cyprus University of Technology (2024-2028)