Gender equality
Rīga Stradiņš University (RSU) works to identify and address gender-based inequalities among its students and staff. While increasing female representation can help reduce certain disparities, RSU’s academic focus on healthcare and social sciences, including training in some highly feminised occupations, means that promoting gender equality often requires more nuanced approaches than simply attracting more female students or employees.
Intersectional Gender Equality Working Group
In 2026, RSU established an Intersectional Gender Equality Working Group, which aims to promote an inclusive, safe, and equitable university environment for all students and staff. The group works from an intersectional perspective, taking into account the interplay of different social categories, such as gender, age, ethnicity, health status, and others, and their impact on individuals’ experiences within the university. It also provides advisory support on issues related to gender equality, diversity, and inclusion.
- Priority objectives of the group’s activities
- To further develop the RSU Gender Equality Plan (GEP), ensuring its alignment with current needs and best practices
- To improve the student guide by including clear and accessible information on support services and principles of a safe environment
- To strengthen measures to combat sexual and gender-based violence at the university by developing prevention, reporting, and support mechanisms
- To organize a volunteer support system for international researchers, facilitating their integration into the academic and social environment
The group’s activities are intended to contribute to long-term institutional change by strengthening the university’s capacity to address gender equality and inclusion issues.
- Group members
Anna ŽabickaResearcher, Faculty of Social Sciences
dr. Zane MitrevicaInternational Rankings Data Analyst, Administration Office
Elza Seržante-PlešņaHR Analyst, Human Resources DepartmentThe group is part of the INCLUDE project.
Data monitoring
The first step in tackling gender inequalities is identifying them through careful data monitoring and analysis. At RSU, this includes tracking gender-based differences in student applications, admissions, graduation rates, as well as staff numbers and pay.
Work on this section is ongoing. Further data visualisations will be published in due course.
- Student applicants by gender
- Accepted students by gender
- Graduates by gender
- Employees by gender
- Employee pay by gender
Measures to advance gender equality
Pregnancy scholarship
RSU provides financial support to pregnant students during maternity leave. This stipend is available to state-funded students who are pregnant, are not employed or socially insured, and meet the eligibility requirements set out in the RSU scholarship award regulations.
Childcare facilities for students and employees
RSU provides on-site childcare facilities through its crèche Namiņš, located in the university’s central building.
Maternity and paternity policies
RSU fully adheres to the requirements of the Labour Law. These include various safeguards for pregnant employees, such ensuring that working conditions pose no risk to their safety and health with no adverse consequences for their compensation.
RSU also grants parental leave to both mothers and fathers in accordance with the Labour Law. Upon their return from parental leave, the employee is provided with their previous employment conditions.
Equitable pay
As outlined in RSU's Diversity, Equality, and Inclusion (DEI) policy (reviewed 27 March 2025), comparable positions are compensated with a similar base salary regardless of gender or any other demographic factor. This equity in pay is a key pillar of RSU's principle of internal justice.
Equitable recruitment
Factors like gender, race, religion, political belonging, or marital status have no bearing on the recruitment process, providing equal opportunities to all current and potential RSU employees. Measures to ensure equitable recruitment are described in more detail in RSU’s DEI Policy and Human Resources Policy (approved 18 January 2023).
Protections against gender-based discrimination
RSU's DEI policy outlines the process for reporting violations of this policy, including discrimination based on gender. Anyone reporting such discrimination is protected in line with the RSU Privacy Policy, and their report is processed as described in Process No.17 Whistleblowing (approved 24 November 2022), which can be accessed on the Document Management System.
Equivalent rights and protections also apply to outsourced workers, as described in the Contract Management Procedure (approved 15 December 2022) that can be accessed on the Document Management System.
Outreach
Spotlighting underrepresented voices
Through articles and interviews, RSU actively highlights students, alumni, and staff who pursue professions traditionally dominated by one gender. For example, we share stories of male nursing students to challenge gender stereotypes and show that nursing is for anyone compassionate and willing to help others.
School visits
RSU student ambassadors regularly visit local schools to share their career motivations and university experiences with prospective students. In 2024, senior RSU leadership also began visiting schools to discuss challenges in the education sector with teachers and directors from schools that contribute a large share of RSU applicants.
Interdisciplinary research on feminism
The Feminist Investigations research group welcomes interdisciplinary research and collaboration grounded in contemporary feminist theories and methodologies. The group aims to strengthen and expand gender and intersectional perspectives across disciplines such as anthropology, sociology, and media studies, while fostering dialogue with medical sciences. It advances postcolonial and postsocialist feminist approaches in local and regional contexts, and supports feminist interventions that link academic work with contemporary art, activism, and culture.
