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Tag: equality

  • Court Rules Fire Service Discriminated Against Female Firefighter in Landmark Case

    Court Rules Fire Service Discriminated Against Female Firefighter in Landmark Case

    A female firefighter has successfully claimed €10,000 in damages after a court found the Fire Service discriminated against her by denying her training that was provided to her male counterparts and forcing her to wear oversized boots for three years.

    • In 2018, she initiated legal proceedings against the Fire Service through her lawyer E. Korakidis, seeking €50,000 in damages for the discriminatory treatment she faced.

    Female firefighter: Ruling from the Labour Disputes Court

    The Labour Disputes Court in Paphos determined that the firefighter experienced direct gender discrimination during her tenure at the Paphos Airport Fire Station, where she served for three years and three months.

    Discriminatory Treatment and Oversized Boots

    The court revealed that the firefighter was provided with special airport fire boots in size 42, despite her wearing a size 39. Additionally, she was systematically denied training on newer airport fire vehicles between late October 2015 and early January 2018, while her male colleagues received this crucial training.

    Timeline of Events

    The firefighter began her career with the Police on 6 April 2009, transitioning to the Fire Service on 27 July 2009. Following her placement at Paphos Fire Station, she quickly became aware of the disparities in treatment compared to her male colleagues.

    In 2018, she initiated legal proceedings against the Fire Service through her lawyer E. Korakidis, seeking €50,000 in damages for the discriminatory treatment she faced.

    Claims of Intimidation

    In her testimony, the firefighter also detailed experiences of violent and intimidating behaviour from a male sergeant, who she claimed was protected by her superiors. Furthermore, she highlighted that her transfer to Paphos Airport was executed without the necessary approvals, leading to significant personal costs in travel, which were not compensated by the Fire Service.

    Legal Proceedings and Arguments

    The Attorney General’s office contested the claims, arguing that the allegations of gender discrimination were unfounded and that the claims fell outside of the one-year period permitted by law. They maintained that the issues raised pertained to a civil servant-public authority relationship, which they believed did not fall under the jurisdiction of the Labour Court.

    Court Findings on Discrimination

    Despite the Attorney General’s arguments, the judges—E. Konstantinou (president), S. Delitsikkou, and M. Filippidis—conducted a thorough analysis of the testimonies and applicable gender discrimination laws. While they dismissed claims of a hostile environment for female firefighters, they confirmed that the plaintiff was indeed discriminated against on two significant grounds: the lack of training on new fire vehicles and the provision of ill-fitting boots.

    Compensation for Moral Harm

    In their decision, the judges awarded compensation solely for the moral harm caused by the direct discrimination the firefighter endured. They assigned €6,000 for the failure to provide training on new airport fire vehicles and €4,000 for the oversized boots. This total compensation also includes interest accrued since 2014.

    Significance of the Ruling

    This landmark case marks the first instance where a firefighter has successfully secured damages for gender discrimination against the Fire Service. The ruling underscores the ongoing challenges faced by women in traditionally male-dominated fields and highlights the importance of equal treatment and opportunities in the workplace.

    Gender Equality in Cyprus

    In the broader context of gender equality, Cyprus ranks last in the European Union, indicating significant gaps in women’s rights and equal treatment in various sectors. The court’s ruling may serve as a catalyst for further discussions and reforms aimed at addressing these disparities.

  • Equality framework — Cyprus University of Technology Unveils Ambitious Equality Framework for 2025-2028

    Equality framework — Cyprus University of Technology Unveils Ambitious Equality Framework for 2025-2028

    equality framework — equality framework — Cyprus University of Technology is setting a new standard for equity with its comprehensive 2025-2028 Equality and Accessibility Plan. This initiative builds on years of policies designed to foster a safe and inclusive academic and work environment, underscoring the university’s commitment to equality, inclusion, and respect for diversity.

    The new plan aims to create a culture of acceptance and support within the university community by integrating principles of equality and inclusion into every aspect of university life, from education to administration. Officer Constantia Kousoulou highlighted that these principles are not seen as isolated measures but as essential values that underpin the institution’s strategic goals.

    The previous 2020-2024 Equality Plan laid the groundwork for this new initiative, focusing on creating a more inclusive environment. This was further enhanced by the Equal Access Plan for People with Disabilities and Special Educational Needs. Following a thorough review and engagement with the university community, the latest plan consolidates the goals of these earlier frameworks.

    Equality framework: Five Pillars of Progress

    The 2025-2028 Equality and Accessibility Plan is structured around five key pillars:

    • Fostering an organisational culture of equality and inclusion.
    • Providing access and support for individuals with disabilities and special educational needs.
    • Ensuring equal support for professional career development.
    • Incorporating gender perspectives and accessibility into funding, research, and teaching.
    • Implementing a zero-tolerance policy for bullying, discrimination, harassment, and gender-based violence.

    To facilitate the implementation of these policies, CUT has established the University Equality Committee, which operates at the Senate level, alongside the Diversity and Inclusion Office. This office is instrumental in coordinating training and awareness initiatives aimed at the university community.

    Collaborative Efforts Across Europe

    In addition to its internal initiatives, CUT is a member of the European University of Technology (EUt+) alliance, collaborating with eight other European institutions through the Equality, Diversity & Inclusion (EDI) Office. This partnership fosters the exchange of best practices and the execution of joint actions that enhance the equality dimension at a European scale.

    Kousoulou noted a positive shift in attitudes within the university community, particularly with the adoption of inclusive language in official communications. The university is committed to continuous improvement through training and awareness campaigns, as well as the systematic collection and analysis of gender data to support evidence-based policy planning.

    Accessibility as a Priority

    Central to CUT’s strategy is the commitment to accessibility and equal opportunities for all members of the community. This encompasses not only physical access to facilities but also participation in educational, research, and professional activities. The university is actively investing in both physical and digital infrastructure to ensure that all educational materials, electronic platforms, and administrative processes are accessible.

    To support individuals with disabilities or special educational needs, CUT provides necessary adaptations and assistive technologies, allowing for equal participation in the educational experience. The university also collaborates with specialised organisations to create an inclusive environment where all community members can thrive.

    Recognition and Future Goals

    Recently, CUT received the “Employer of Equality” award, which acknowledges its sustained efforts to promote equality and inclusion within the academic and professional spheres. This recognition not only affirms the university’s commitment to transparency and equal opportunities but also serves as a motivational tool to enhance ongoing efforts.

    Looking ahead, CUT plans to revise its Code of Practice for the prevention and handling of bullying, harassment, and sexual harassment in 2026, aiming to make it more inclusive and accessible. The university is also dedicated to addressing issues relevant to underrepresented groups and actively involving students as agents of positive change both within and outside the institution.