About DU

Gender Equality Plan(GEP)

HORIZON
EUROPE

Dongguk University
Gender Equality Plan(GEP)

2025~2027

DONGGUK
UNIVERSITY

1 Diagnosis of Key Issues

Dongguk University is committed to creating a research environment in which all members can grow and to promoting sustainable change toward an innovative organizational culture. Based on this commitment, the university has conducted the following assessment of the current situation.

  • Faculty and Staff: The proportion of female employees among full-time staff, including faculty and administrative personnel, is 39.8%, indicating the need for improvement.
  • Leadership Positions: The proportion of women in major leadership and managerial positions is 18.1%, reflecting relatively low female representation in decision-making structures.
  • Education: A total of 25 diversity and inclusion-related courses are offered annually, representing 12.2% of all general education courses.
  • Research: The proportion of female researchers selected for internal research support programs is 14.4%, which remains comparatively low.

2 Planning Process

In December 2025, Dongguk University appointed a Research Gender Equality and Diversity Officer within the Office of Planning and established a Gender Equality Plan Task Force (TFT) under the Planning and Budget Office. Through this initiative, the university explored specific measures to create an inclusive research environment based on diversity.

  • The TFT (Chair: Vice President for Planning) reviewed university disclosure data and internal documents to analyze the current situation and held meetings to develop the Gender Equality Plan.
  • Based on the outcomes of these meetings, a draft Gender Equality Plan was prepared and further refined through major institutional decision-making bodies such as the Policy Coordination Committee and the Academic Affairs Committee.
  • The finalized plan will be implemented as part of the “D-ESG Management Priority Initiatives.” The ESG Committee (Chair: President) will oversee the overall management of the Gender Equality Plan, including monitoring relevant performance indicators.

3 Objectives

Dongguk University has established the following five key objectives for the Gender Equality Plan (GEP).

  • 1

    Work–Life Balance : Establish systems that enable all members to maintain work–life balance while continuing their careers and academic activities.

  • 2

    Leadership : Increase the proportion of women in key committees and leadership positions involved in decision-making.

  • 3

    Recruitment : Promote gender balance throughout recruitment processes.

  • 4

    Research and Education : Integrate gender perspectives into research and educational activities.

  • 5

    Response to Gender-Based Violence : Strengthen prevention and response systems for gender-based violence.

4 Implementation Plan

Dongguk University has established the following implementation plans, monitoring indicators, and responsible departments for each objective.

Area Objective Implementation Plan(Draft) Monitoring Indicators Responsible Department
Work–Life Balance
&
Organizational Culture		 Foster a culture that supports work–life balance for faculty and staff
  • Implement institutional support programs to encourage parental leave
  • Expand policies promoting a work–life balance organizational culture
  • 1

    Operation and expansion of parental leave encouragement programs

  • 2

    Expansion of policies to improve organizational culture

 Office of Human Resources
and General Affairs
Leadership
&
Decision-Making		 Achieve gender balance in decision-making structures
  • Maintain gender balance in various committees
  • Provide training and development programs for leadership positions
  • 3

    Year-on-year improvement rate of gender balance in committees

  • 4

    Number of leadership training programs conducted

 Office of Faculty Affairs
President's office
Recruitment
&
Career Development		 Improve gender balance in faculty and staff recruitment
  • Reflect gender balance in the recruitment of new full-time faculty
  • Maintain an appropriate balance of male and female employees
  • 5

    Year-on-year improvement rate of gender balance among newly recruited faculty

  • 6

    Proportion of female full-time employees (faculty + staff)

 Office of Faculty Affairs
Office of Human Resources and General Affairs
Gender Integration in Research
&
Education 		Integrate gender innovation perspectives in research and education and foster gender-equal next-generation scholars
  • Consider gender balance of research teams and gender analysis when selecting internal research support projects
  • Develop and operate diversity-inclusive courses
  • 7

    Gender ratio in internal research support programs

  • 8

    Number of general education courses incorporating gender perspectives

 Office of National Government Project
Dharma College
Gender-Based Violence Response Strengthen prevention and response systems for gender-based violence
  • Enhance promotion and awareness of the Human Rights Center
  • Encourage completion of the four mandatory violence prevention trainings for faculty and staff
  • 9

    Number of human rights awareness and prevention campaigns

  • 10

    Completion rate of sexual harassment and sexual violence prevention training among all members

 Center for Human Rights

Through the implementation of this Gender Equality Plan (GEP), Dongguk University will promote gender equality within its organizational and research and innovation (R&I) systems and foster an inclusive research environment based on diversity.
Furthermore, the university declares its commitment to contributing to the development of an innovative science and technology ecosystem.

President, Dongguk University Jae-woong Yun 총장 윤재웅 서명

  • Department

    Office of Planning and Budgeting

  • Contact

    02-2260-3064