Role The Single Guarantee Committee for Equal Opportunities, Employee Wellbeing, and the Prevention of Discrimination (CUG) is a new institutional body established pursuant to Article 21 of Law No. 183 of 4 November 2010.It is composed on a parity basis and brings together the functions previously assigned by laws, national collective agreements, and other regulations to the Equal Opportunities Committees and Anti-Mobbing Committees.These responsibilities are defined in the guidelines set out in a directive of the the Presidency of the Council of Ministers, under the Minister for Public Administration and Innovation and the Minister for Equal Opportunities.The CUG is a guarantee body whose mandate covers all forms of direct or indirect discrimination linked to risk factors identified in EU legislation, including gender, age, sexual orientation, ethnic origin, disability, and language. Its role extends across all areas, including recruitment and working conditions, training, career development, and workplace safety. Proactive Responsibilities Develops measures and initiatives aimed at preventing and combating all forms of discrimination based on sexual orientation, race, ethnic origin, nationality, religion, personal and political beliefs, and disability.Promotes genuine gender equality by identifying any direct or indirect discrimination in professional training, access to employment, working conditions, career progression, and pay, and by proposing initiatives to eliminate such inequalities, including through positive action plans and gender-balanced representation in evaluation bodies.Prepares positive action plans to prevent or address situations of moral or psychological harassment (mobbing) within the University.Supports and strengthens initiatives that promote work–life balance policies and fosters a culture of equal opportunities through scientific, training, and cultural activities.Establishes working groups or subcommittees to conduct targeted research on specific issues, operating independently in line with the programmes defined in CUG meetings.Promotes and organizes seminars, conferences, surveys, studies, and research activities—also in collaboration with similar committees, institutions, universities, or private organizations.Submits training proposals to the competent bodies for all staff members, including continuous professional development for managerial positions.Carries out gender-based analysis and planning, taking into account the needs of both women and men (e.g., gender budgeting).Disseminates knowledge and best practices, along with informational, documental, technical, and statistical resources concerning equal opportunities and solutions implemented by other institutions or organizations.Promotes initiatives aimed at fostering wellbeing in the workplace. Advisory Responsibilities Reorganization projects concerning relevant administrative structures.Staff training plans.Working hours, flexible work arrangements, and work–life balance measures.Personnel evaluation criteria.Supplementary bargaining on matters falling within the Committee’s areas of competence. Monitoring Activities Evaluates the outcomes of positive actions, projects, and best practices in the field of equal opportunities.Assesses the results of initiatives aimed at promoting organizational wellbeing and preventing workplace discomfort.Monitors the effectiveness of measures designed to prevent moral and psychological harassment in the workplace (mobbing).Verifies the absence of any form of direct or indirect discrimination based on gender, age, sexual orientation, race, ethnic origin, disability, religion, or language—relating to access to employment, working conditions, professional training, career advancement, and workplace safety.Conducts surveys and assessments using questionnaires and diagnostic tools involving all categories of university staff (faculty, researchers, research fellows, technical-administrative personnel), as well as students, PhD candidates, and postgraduate trainees.