https://www.um.edu.mt/library/oar/handle/123456789/20531 2026-04-05T07:58:03Z https://www.um.edu.mt/library/oar/handle/123456789/144700 Title: Equality, inclusion and diversity Abstract: Set of innovative teaching materials on gender equality and gender discrimination in a context that allows the perception of this complex problem in a diverse educational environment. Within this output, educators will discover a collection of pioneering instructional resources addressing gender equality and gender discrimination. These materials offer considerable adaptability, accommodating not only the diverse needs of learners but also leveraging the expertise of the instructor. They can be used effectively in educational contexts that promote a nuanced understanding of the topics identified across a range of academic disciplines, encompassing social sciences, humanities, natural sciences, law, sciences (in CS/STEAM/AI).; The instructional materials include:; Scenarios serving as the primary teaching framework.; Worksheets or questionnaires.; Self-assessment quizzes facilitating learner reflection.; Suggested video resources enhancing comprehension.; Interactive post-class activities designed to reinforce learning outcomes. 2024-01-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/144698 Title: Useful tools for diagnosis, monitoring and evaluating in gender and diversity research Authors: Jarosz, Ewa; Carpinelli, Luna; Klimczak, Jolanta; Christoforou, Andri; Mifsud, Janet; Vassallo, Roderick; Kriston, Edit; Cutajar, JosAnn Abstract: Methodological rules for research constitute a set called a “methodology”. Each field or area of science has its specific methodology. Thus, one can speak of methodologies in the humanities, social sciences, science and technology or natural sciences. One can also distinguish methodologies of particular disciplines, e.g. law, psychology, economy, management and sociology. One can speak of methodology in two senses: theoretical or practical. The first one means a discussion of the findings of scientific research and, as such, their philosophical and logical foundations. In contrast, the second one represents the rules of the research process, logic and principles of research activities performed by researchers who want to identify a specific part of reality. This handbook is practical, as it is a set of guidelines on how to carry out research activities to establish the state of play on gender equality in a given social reality, i.e. environment, organisation or institution. These indications can also be used to show progress made as a result of actions taken or to update needs, as well as in the evaluation process of an equality plan or programme adopted. [excerpt] 2024-01-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/144696 Title: The value of diversity Authors: Cutajar, JosAnn; Mifsud, Janet; Vassallo, Roderick Abstract: Diversity can be regarded as a value that implies the recognition, acknowledgment and acceptance of differences among human beings and groups. The variances are classically based on numerous human characteristics that possess a varying quality. These characteristics include, but are not limited to race, ethnicity, gender, sexual orientation, age, body size, religion, political affiliations, disability and socio-economic status. for the purpose of creating an equitable and inclusive environment, it is imperative to embrace diversity. As a result, everyone feels respected, supported, valued and empowered. Diversity in academia can enhance the learning experience by exposing students to different perspectives, ideas and ways of thinking whilst preparing them to navigate a diverse and globalised world. Entities such as organisations and business companies that adopt measures in diversity and inclusion construct an environment where employees feel recognized and valued, resulting in a heightened morale. These entities can therefore leverage the distinctive skills, experiences and perspectives of their employees to drive innovation and improve overall performance by embracing a diverse and inclusive workforce (Anil 2022b). Workforce diversity used to be limited primarily to skin colour and gender. Nevertheless, this concept has expanded and grown to include employees from wide and different backgrounds to include gender, race, ethnicity, age, sexual orientation, social origin, socioeconomic status and religion amongst other things. It also includes hiring employees with a range of skills, abilities and disabilities (Anil 2022b; Lee 2020). 2024-01-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/142408 Title: Hidden violence in the disability care system Abstract: The EU Agency for Fundamental Rights (FRA) recently released its major study ‘Places of Care = Places of Safety? Violence Against Persons with Disabilities in Institutions’, a report that exposes the deep and systemic risks faced by disabled people across Europe when they reside in institutional settings. As the principal investigator for the Maltese component of this project commissioned by FRA, and conducted through Aditus Foundation, I was confronted with findings that demand urgent national reflection. [extract] 2025-12-01T00:00:00Z