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Mbarara University of Science and Technology (MUST) Proposed Action plan

Overall Themes noticed                                                                                       

  • Develop a clear checklist of the infrastructure that is gender inclusive and lobby with the university management to have it installed
  • Develop the capacity of Gender champions with the help of experts from the Faculty of Interdisciplinary Studies (FIS)
  • Document every practice that is working and share our experiences with younger institutions using the GERA platform
  • Disseminate the GERA information to the various stakeholders and bring them on-board (Guild, Staff, Management, Students)
Gender issue/ gap at the institution Goal

(what you want to achieve)

Activities

(how you will achieve the goal)

Who will be responsible?

 

Timeline
1. A lack of well-functioning sanitation facilities on both campuses (Town campus and Kihumuro campus) Ensure better provisions of a conducive environment for female staff and students especially during their menstrual periods ·      Construction of incinerators (One at the main campus, one in the ladies’ flats, and two at the new campus)

·      Secure a budget for emergency sanitary towels (so that poor students don’t have to miss classes), emergency medicines for pain relievers (for girls with extreme menstrual pains), and ensure that toilets are stocked with toilet paper

·      Ensure that all places of convenience have water or at least provisions of water buckets during water shortages

· Gender focal persons

· Gender coordinator

· Management

 

To be added to the budget for the next academic year (July 2021-June 2022)
2. A lack of privacy and easy accessibility to reproductive health products Improve the female’s social environment and minimize stigma ·      Improve the privacy by which students access condoms and other contraceptives.

·      Have focus group discussions with students (Males and Females) on  how best this can be done

· Gender focal persons

· Gender coordinator

· Guild representatives

3. Whereas MUST has an Anti-sexual harassment committee (ASHC), sexual harassment is still common and goes unreported Improve the reporting system of sexual harassment and make it more private (to avoid stigma/victimization) ·      Educate the students (through their guide representatives) on the dangers of misusing their social media platforms to bully their fellow students that have come out to report issues of sexual harassment

·      Encourage students or staff to always form teams or groups in order to bring the perpetrators to book.

·      Encourage the victims to report to the ASHC by widely publishing the names and contacts of all members of the ASHC

·      Improve the quality of the ASHC flyers (update them with more content) and share them during fresher’s orientation, research dissemination, graduation, student camps (business and medical camps)

· Gender focal persons

· Anti-sexual harassment committee

Every semester
4. There is limited knowledge of gender equality and equity issues among staff and students Disseminate the GERA information on all available platforms ·         Use all available communication channels i.e. at the research dissemination conference, MUST newsletters, social media for students

·         Develop short and easy-to-share YouTube videos (on gender success stories, GBV dangers, etc) that can be uploaded on both staff and students’ social media platforms

· Gender focal persons

· Gender coordinator

· Gender Guild minister

Every semester
5. Developing Capacity of gender champions within the University

 

 

Provision of gender teaching materials that can be shared with staff, students, and our younger sister institutions in the region ·      Encourage gender experts to share material related to gender equity and equality

·      Encourage experts especially in gender studies to research and widely publish in this area

·      Use the available social media platforms to disseminate this information to all stakeholders

·         Gender focal person

·         Gender experts from FIS

 

Three months
6. Limited gender-equitable academic programs, Decision-making committees (REC, Senate, Council, Quality assurance, contracts committee, etc.), Human Resource Process, recruitment, etc. Ensure that gender-related elements are incorporated into all policies and committees

 

·      Sensitize staff, administrators, and students

·      Develop a checklist for a clear Human Resource policies review

·      Sharing experiences and learning from best practices from other sister universities

 

·   Gender focal persons

·         Gender coordinator

·         Gender champions and experts

 

Continuous process

 

Sarah Nabachwa

Sarah Nabachwa

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