Introduction

Tallinn University of Technology (TalTech) is guided by the principle that high-quality research, teaching, and work organisation can thrive only in an environment that ensures equal opportunities for all members of the university to contribute, develop, and participate. Gender equality and balanced representation in the academic and support structures are integral to good university governance and directly influence research quality, employee well-being, and the university’s international competitiveness.

The Gender Equality Plan for the period 2026–2030 builds on TalTech’s previous activities, the good practices of Estonian universities, and the European Commission’s guidelines, which recognise the important role of Gender Equality Plans in the funding and strategic governance of research and development institutions. The Plan focuses on organisational changes and actions aimed at fostering a fair, transparent, and professional institutional culture.

The university has addressed issues of gender equality and equal treatment in its previous strategies and regulations. Regular staff composition analysis and clearly defined processes for reporting and addressing discrimination cases have established an important foundation for the consistent implementation of these principles.

The Conciliation Procedure, established in 2021, provides a transparent and consistent mechanism for addressing all equal treatment and employment-related conflicts within the university.

However, employee surveys and an analysis of the terms and conditions of employment contracts highlight several areas where the university aims to make further progress:

• • • the proportion of women at higher academic ranks decreases progressively;
    • some women in academic positions expect more support from the university in developing their career paths;
    • women make up a larger share of the university’s workforce than of management positions;
    • organizational culture, workload allocation, recruitment practices, and access to decision-making bodies may not offer all employees equal opportunities;
    • a more systematic approach is required to address the causes of the gender pay gap and to reduce it.

Principles of gender equality and balanced representation at TalTech

The equal treatment initiatives of Tallinn University of Technology are designed to ensure that all staff are treated fairly, regardless of their gender, nationality, language, religion or beliefs, functional abilities, sexual orientation, gender identity, or age.

The university’s Strategic Plan 2026-2035 prioritizes gender equality: the university community is cohesive and fosters personal development, freedom of thought and diversity.

Thus, the university makes a sustained effort to ensure gender equality in compliance with academic ethics, create equal career opportunities for employees, provide fair remuneration, offer equal opportunities for participation in the management of the university, and establish a transparent process of handling discrimination cases. Gender balance leads to greater diversity in the development of the university and strengthens the credibility of the university’s actions.

Gender balance is assessed based on the understanding that the gender ratio in the lower level of the career path is reflected in the next levels. To achieve gender balance, realistic goals must be set, taking into account the gender ratio in the relevant field outside the university. In the recruitment and selection process, if there are two equal candidates, decisions are also made based on the goal of maintaining gender balance.

The university accepts the differences in the pace of career advancement that are related to the fulfilment of family responsibilities and their impact is taken into account in the recruitment and the evaluation of work performance of employees.

The university contributes to raising awareness of gender equality, as far as possible, by promoting career counselling activities as well as communication.

The university’s activities in the field of gender equality are in line with the principles of the European Charter for Researchers.

The university regularly and publicly monitors the indicators of gender balance and equality and compliance with the principles of equal treatment in employment relationships.

Measures laid down in the Action Plan and their implementation

The Action Plan sets out a range of activities to ensure gender equality, gender balance and diversity in the university from 2026 to 2030.

The university management is responsible for promoting gender equality, ensuring the provision of necessary resources, and integrating related activities into the university’s management system. The management prioritizes activities, appoints those responsible, and, when necessary, raises key issues for wider discussion within the university.

The Human Resources Office is responsible for ensuring that guidance materials, indicators, and performance reports on gender equality and gender balance are clearly communicated and accessible to all staff. This promotes transparent, data-driven management and allows employees to understand and assess how their work contributes to the university’s development.

The Equal Treatment Commissioner coordinates the day-to-day activities related to gender equality and gender balance, monitors the implementation of the Action Plan, prepares periodic reviews, and evaluates the effectiveness of related activities.

In addition, the Human Resources Office communicates information to employees on gender equality and gender balance initiatives. To this end, relevant trainings will be included in the internal training plan, informational events will be organized, and guidance materials will be prepared to enhance employees’ awareness and competence in the field.

The  university’s goals for 2026-2030

The university’s goal is to develop a practical and effective framework for equal treatment, as a result of which:

• • • gender equality principles are fully integrated into everyday management and work procedures;
  • • decision-making processes are clear, transparent, and properly documented;
  • • the management takes an active role in preventing inequality and fostering supportive working conditions.

The activities to be carried out to achieve these goals are the following:

1. raising awareness on gender equality issues and integrating the principles of equality into the university’s activities;
2. promoting gender equality at the university;
a. recruitment and career development
b.  supporting work-life balance
c. proportion of women in leadership positions and decision-making bodies;
3. promoting organizational culture.

The following performance indicators have been agreed upon to evaluate the effectiveness of the measures to promote gender equality:

*senior management and middle-level managers