8.2.3
Employment Discrimination Prevention and Equal Opportunity
The University of Thessaly (UTh) is committed to maintaining an inclusive, fair, and equitable workplace environment free from all forms of discrimination.
The University ensures that all employment decisions — including recruitment, promotion, remuneration, and training — are based solely on merit, competence, and qualifications, without bias or prejudice.
Purpose
The purpose of this policy is to:
Prevent and eliminate any form of discrimination in employment and working conditions;
Promote equal treatment and opportunity for all employees and applicants;
Ensure compliance with Greek, European, and international anti-discrimination frameworks;
Foster a diverse and inclusive academic community that values fairness, dignity, and respect;
Support the realization of SDG 5, SDG 8, and SDG 10.
Legal and Strategic Framework
This policy is grounded in:
Law 4443/2016, as amended by Law 4796/2021, implementing EU Directives 2000/43/EC and 2000/78/EC on equal treatment and non-discrimination;
Law 4957/2022, Articles 144–147 (Employment and equality in Higher Education);
Constitution of Greece, Articles 4 and 22 (Equality before the law and protection of labor);
European Charter of Fundamental Rights, Articles 21 and 23 (Equality and non-discrimination);
ILO Convention No. 111 (Discrimination in Employment and Occupation);
University of Thessaly Equality, Diversity, and Inclusion Plan (2025–2030).
Scope
This policy applies to:
All University employees (faculty, administrative, technical, and contractual staff);
All applicants for employment or promotion;
All contractors and partners acting on behalf of the University;
All University departments, schools, and administrative units.
Key Provisions
- Definition of Discrimination
Discrimination includes any distinction, exclusion, or unequal treatment based on:
Gender, gender identity, or gender expression;
Race, color, ethnicity, or national origin;
Religion or belief;
Disability or chronic illness;
Age;
Sexual orientation;
Marital or family status;
Political or union affiliation;
Any other protected characteristic under Greek or EU law.
Both direct discrimination (overt unequal treatment) and indirect discrimination (policies or practices that disadvantage certain groups) are strictly prohibited.
- Equal Opportunity in Employment
Recruitment, hiring, promotion, pay, and professional development will be based on objective criteria and merit.
The University ensures gender-balanced representation in hiring committees and decision-making bodies.
Internal postings, training opportunities, and leadership programs will be equally accessible to all qualified employees.
- Inclusive Work Environment
The University promotes a culture of mutual respect, diversity, and inclusion.
All employees are expected to demonstrate professional conduct and refrain from discriminatory behavior, harassment, or bullying.
Managers and supervisors are responsible for preventing and addressing discrimination within their teams.
- Reporting and Investigation Procedures
Any employee or applicant who believes they have experienced discrimination may submit a confidential report to the Office of Social Responsibility and Equality.
Reports will be investigated promptly, fairly, and confidentially.
Retaliation or victimization against anyone who files a complaint in good faith is strictly prohibited.
Findings and corrective actions will be communicated to the concerned parties in a transparent manner.
- Training and Awareness
The University provides regular training sessions on equal opportunity, unconscious bias, and inclusive management for all staff.
Human Resources and the Equality Office will ensure continuous capacity-building to prevent discriminatory practices in employment.
- Monitoring and Accountability
The Human Resources Department and Equality Office will monitor hiring and promotion data to identify potential disparities.
An annual Equality and Non-Discrimination Report will be submitted to the Senate and published on the University’s website.
Non-compliance may result in disciplinary action under internal regulations and applicable laws.
Governance
Responsible Authority: Rector
Operational Oversight: Human Resources Department
Supporting Units: Legal Affairs Office and Institutional Equality Committee
Review
This policy will be reviewed every two years, or sooner if legislation or institutional priorities change.
Through this policy, the University of Thessaly reaffirms its unwavering commitment to equality, fairness, and respect for human dignity, ensuring a workplace that is free from discrimination in every form.