Sustainable Development Policies

10.6.3

Policy on Access to University — Recruitment of Underrepresented Groups

1. Purpose

The purpose of this Policy is to establish a framework for the active recruitment and inclusion of students, academic staff, and administrative personnel from underrepresented and marginalized groups. The University of Thessaly (UTh) seeks to ensure that its community reflects the diversity of Greek society and the broader international community, in accordance with Law 4443/2016, Law 4589/2019, and EU Directive 2000/78/EC. This Policy supports the University’s mission to foster inclusive excellence, equity, and diversity across all dimensions of academic life.

2. Scope

This Policy applies to all academic programs (undergraduate, postgraduate, and doctoral), all recruitment processes for academic and administrative staff, and outreach initiatives targeting underrepresented populations. It encompasses activities in admissions, employment, training, and professional development.

3. Definitions

Underrepresented Groups: Populations whose participation in higher education or university employment is disproportionately low. These include, but are not limited to:
– Women in leadership and STEM disciplines
– Ethnic and cultural minorities
– Persons with disabilities
– LGBTQI+ individuals
– Low-income and first-generation students
– Refugees, migrants, and asylum seekers
– Non-traditional or mature students

Recruitment: All actions taken to identify, attract, and encourage applications from qualified individuals belonging to underrepresented groups.

4. Policy Statement

1. The University of Thessaly is committed to proactively recruiting and supporting students, staff, and faculty from underrepresented backgrounds.
   2. Recruitment campaigns shall be inclusive in language, imagery, and outreach, designed to reach diverse communities and eliminate barriers to participation.
   3. Partnerships shall be established with secondary schools, NGOs, and community organizations serving underrepresented populations to promote access pathways.
   4. Job advertisements for academic and administrative positions shall include clear statements of commitment to diversity, equity, and inclusion (DEI).
   5. The University shall ensure that selection committees reflect diversity and receive bias-awareness and inclusive recruitment training.
   6. The University shall participate in national and international diversity recruitment fairs and programs.
   7. Scholarship schemes, preparatory programs, and mentoring networks shall be maintained to attract and retain diverse talent.
   8. Progress shall be measured annually through demographic analysis of applicants, hires, and admissions, ensuring compliance with Law 4443/2016 and GDPR.

   Legal Compliance and Special Provisions:
   In accordance with Ministerial Decree Φ.153/66380/Α5 (Government Gazette B’ 2449/08.06.2021), the University of Thessaly recognizes the national framework for equitable access to higher education for special categories of applicants. These include candidates with disabilities or chronic illnesses, candidates from large families, families of deceased service members, and other protected social groups, as well as Greek citizens residing abroad and students with recognized refugee or asylum status. The University undertakes to implement targeted outreach, preparatory, and support measures for these groups, ensuring their effective participation in the academic community. Recruitment campaigns shall explicitly acknowledge these national provisions and incorporate corresponding eligibility information in admissions and employment communications.

5. Implementation and Responsibilities

– The University shall oversee inclusive hiring and staff development practices.
– The University shall implement inclusive outreach initiatives.
– The University shall provide strategic oversight, monitor progress, and prepare annual diversity recruitment reports.
– The Rector shall coordinate institutional actions and report outcomes to the Governing Council.

6. Monitoring and Review

The University shall maintain a Diversity Recruitment Register documenting outreach activities, applicant demographics, and hiring outcomes. This Policy shall be reviewed every three (3) years or earlier as required by legislative or institutional changes.

7. Related Documents / References

Law 4443/2016 on Equal Treatment;
Law 4589/2019 on Education and Employment in Public Institutions;
Law 4186/2013 on Access to Higher Education;
Ministerial Decree Φ.153/66380/Α5 (Official Gazette B’ 2449/08.06.2021);
EU Directive 2000/78/EC on Equal Treatment;
EU Gender Equality Strategy 2020–2025;
UN Sustainable Development Goals (4, 5, and 10);
European Charter for Researchers and HRS4R Framework;