For the bridGEs project, today is an arrival day. And as we unpacked our suitcases, we could not fail to share the results of a 24-month journey that travelled through Alto Minho, strengthening bridges and tightening relationships between companies and institutions, with a view to promoting gender equality in the work contexts of this territory. […]

Closing a project like bridGEs allows us to build a window of reflection on the theme of Gender Equality and its promotion, its real contribution to national public policies and its local and national impact. This project typology contributes to collaborate in the implementation of the National Strategy for Equality and Non-Discrimination (2018-2030) – ENIND […]

In the scope of the bilateral cooperation with Norway, bridGEs – Alto Minho Companies for Gender Equality and RESET – Redesigning Equality and Scientific Excellence Together promoted, on September 20th a workshop on “Sexual Harassment in Higher Education Institutions”.Aimed at the academic community, but open to other organisations and other interested people, it gathered 10 […]

Last September 21st, bridGEs team – Alto Minho Companies for Gender Equality, held the Closing Conference of the project, in Viana do Castelo, having been warmly welcomed by the partner and host IPVC – Instituto Politécnico de Viana do Castelo. The opening session included the interventions of Ana Paula Vale, Vice-President of IPVC, Conceição Nogueira, […]

Matrix for Inclusive Communication Analysis  This instrument aims to analyse the quality of communication practices of an organisation regarding the adoption of inclusive, non-discriminatory and gender-sensitive forms of communication. It is based on checking the presence of certain criteria in a sample of organisational documents. It provides two results: one regarding the use or not […]

Gender pay gap results from a series of inequalities that women face in access to work, progression and remuneration. European Commission points out 4 factors to explain the wage gap: 1. Segregation in education and the labour market: there is an over-representation of women in areas where wages are lower, such as health, care and […]

Review studies have concluded that in companies where there is no promotion of gender equality, mental health is worse. Additionally, both men and women exhibit similar levels of mental health (e.g., depression, anxiety, stress, burnout, etc.) in organizations where gender equality is part of company policies and practices (Elwér et al., 2013). Work-family conflict seems […]

September sounds like a fresh start, a renewal. If this is the time to strengthen your team, consider rethinking your recruitment strategies, adopting a more inclusive approach and promoting diversity in your organisation. As a result of globalisation, interactions between people of different cultures, beliefs, identities and backgrounds are increasing and they become part of […]

Work-family conflict is defined as the conflict between the mutually incompatible roles of work and family (Greenhaus & Beutell, 1985). In the work context, this conflict compromises professional performance, as well as affects the commitment and satisfaction with work and the organization/company (Kalliath e Kalliath, 2013; McElwain, Korabik, & Rosin, 2005). In family terms, the […]

COVID-19 pandemic, in addition to the tragic life losses, has exacerbated social and economic inequalities in multiple ways, including those in workplaces, and has affected disproportionately the most vulnerable people1. The International Labour Organization (ILO) anticipates that the collective task of reducing these inequalities will be extremely challenging2, but in a “global call to action […]