UITP Policy on Gender Equality

Introduction

The policy covers a number of aspects related to the functioning of the association. The Policy has support from the highest level, both from the Secretariat and the Boards.

Why?

Public transport networks have traditionally been designed and operated by men for men, so the specific needs of women are not always met. The sector needs more women in all roles to redress this.

Multiple studies have proven that including more women in leadership roles in particular is good for business. There is a correlation between economic performance and gender parity.

Women are under-represented across the industry. UITP’s policy provides a platform for women in the industry to shine, to be role-modes, and to raise awareness across the industry.

Aspects referring to gender equality are enshrined in UITP’s Bylaws and Internal Rules.

The Policy is determined with the support of the Gender Advisory Group made up of the following which reports to both the Policy and

Executive Boards at each of their respective meetings.

This policy is regularly updated

Events

UITP Events

• Commitment to double the number of women panellists at UITP events (baseline: 2017-18 editions);

• Commitment that all panels include at least one woman and one man

External Events

• Refusal to participate in events which do not include women in a meaningful way;

• Refusal to participate on panels which do not include at least one woman.

People Management

Recruitment Policy

The UITP recruitment policy includes the following best practices in order to ensure gender equality in the recruitment process:

• Each candidate must be interviewed at least once by both a man and a women (could be in same interview or different interviews).
• For top management positions, the short list must be composed of at least one man and one woman. (After the short list is established, no consideration on gender is
  taken into account when selecting the successful candidate).
• Commitment to review job descriptions to ensure they appeal to both men and women.

Salary

UITP guarantees no gender pay gap according to job function and salary band.

UITP Activities & Services

Under the leadership of the Business & Human Resources Management Committee, UITP commits to developing activities and services covering the topic of gender diversity in the public transport industry, such as:

• Reports
• Data collection
• Training programmes
• Peer reviews
• Social dialogue initiatives

^{Updated 28/09/2021.}