11 June 2026, 15:00 – 18:00 CEST

online
Free of charge, upon registration

About the training

This interactive training aims to support students in understanding gender-based violence in higher education and identifying how they can actively contribute to prevention and institutional change. The session combines key concepts, practical examples and participatory exercises to help participants reflect on their role as students and identify concrete actions they can take within their institutions. It is designed to go beyond awareness-raising by encouraging participants to connect what they learn to their own institutional context and to explore how students can contribute to change in practice. 

Learning objectives

By the end of the session, participants will be able to: 

• Understand gender-based violence and the continuum of violence in academia and become familiar with the UniSAFE 7P framework 

• Identify different roles students can play in addressing gender-based violence (e.g. awareness-raising, advocacy, policy engagement) 

• Leave the session with at least one concrete takeaway, action idea or next step relevant to their own context 

Who is it for?

This training is open to students of any level (Bachelor, Master, PhD) across Europe who are: 

• Interested in gender-based violence and institutional change but not necessarily experts on the topic 

• Active or interested in student organisations, unions or networks 

• Involved in inclusivity, equality or diversity-related initiatives  

• Motivated to contribute to change within their institution  

The training will be conducted in English. A good level of English is required. 

The training is limited to 30 participants. 

Facilitators

Luka Lešić

Juliette Font
Juliette is an education and gender policy analyst with a background in social science research and public policy, including a Master’s degree from Sciences Po Paris. Since 2021, she has been actively working to combat gender-based violence in higher education, notably as a leader of the #sciencesporcs movement.

She later served as Research Director and Board Member at the Observatory on Gender-Based Violence in Higher Education from 2022 to 2025, where she led award-winning research recognised by the Fondation des Femmes in 2023. She has also contributed to international research on education and gender with UNICEF, UNESCO and the International Youth Council on Gender Equality, and has been engaged with Women Against Violence Europe since 2024, advocating for the rights of young women and students.

Johanna Onnemaria Oovel
Johanna is currently completing her Master’s thesis in Gender Studies at Central European University in Vienna. She has worked as a student organiser for the past three years, during which she served as President of her university’s Student Union Executive Board and held responsibilities related to community engagement and issues of diversity, equity and inclusion.

She has been engaged with the Student Community of Practice at GenderSAFE since its inception, alongside her advocacy for local sustainability measures under the umbrella of the Plant Based Universities campaign at CEU.

TRAINING

Watch the replay!

This online training explores gender-based violence in academic contexts with a focus on the experiences of trans and non-binary people. Building on UniSAFE’s research and the concept of the continuum of violence, the session examines how cisnormativity and the gender binary shape exposure to violence, discrimination and exclusion in universities and research organisations. 

Participants will gain a deeper understanding of how gender-based violence intersects with multiple identities, drawing on intersectionality as an analytical tool. The training also introduces practical approaches to creating a safer and more inclusive environment, including techniques for responding to offensive comments and behaviours in academic settings. 

Participants are encouraged to familiarise themselves with the legal and institutional policy frameworks governing gender-based violence in their national context before the training. 

Learning objectives

• By the end of the training, participants will be able to: 
• Gain a common understanding of gender-based violence with a focus on the continuum of violence and its implications in university settings
• Understand cisnormativity and the gender binary as structural factors shaping gender-based violence against trans and non-binary people
• Explore the relevance of intersectionality for analysing experiences of violence and discrimination in academia
• Reflect on ways to foster inclusive, safe and equitable institutional environments

Who is it for?

• Educators and teaching staff 
• Gender equality officers/focal points, equality and/or diversity officers 
• Human resources officers 
• Gender Equality Plan implementation teams 
• Health and safety officers 
• Heads of departments/units involved in gender-based violence policies 
• Trainers working on gender-based violence in academic settings 

This training is particularly relevant for professionals who are at the early stages of creating or implementing an institutional policy framework to address gender-based violence in academia.  

As seats are limited, priority will be given to individuals at the initial stages of developing and implementing policy to address gender-based violence within their institution and correspond to the profile of participants. Preference will be given to individuals from countries participating in Horizon Europe, with special consideration for registrants from ‘Widening countries’ as defined by the European Commission. We kindly ask for your understanding as we strive to include a diverse range of participants. 

Introducing the trainers 

Chisato Namatsu holds an MA in Gender Studies from the University of Gothenburg. Their research focuses on the lived experiences of trans and non-binary people. Based on in-depth interviews with ten non-binary individuals in Japan, their master’s thesis explored how non-binary people navigate a cisnormative, binary gendered society. In 2024, Chisato participated in the GenderSAFE project as an intern, as part of which they developed this training. 

Anne Laure Humbert, PhD, is a researcher at the University of Gothenburg. Anne is very experienced in gender equality research at national, EU and international level, policy analysis and assessment as well as gender statistics. She has a significant track record of working on gender structural change in organisations, with recent Horizon 2020 projects looking at implementing gender equality plans in universities across Europe (GEARING-Roles); assessing the feasibility of an award/certification system for gender equality in Europe (CASPER); and measuring and addressing gender-based violence in higher education in Europe (UniSAFE, GenderSAFE).   

27 April, 2026, 14:00 – 15:30 CET
online

Organised by GenderSAFE’s Central Eastern European Community of Practice

About the webinar

This session brings first-hand perspectives from Serbian academia on the ongoing, student-led protests and their spillover into broader civic mobilization. Building from the origins of the movement – sparked by public outrage over accountability and governance failures – the speakers from the University of Belgrade – Faculty of Chemistry: Dr. Maja Šumar Ristović (associate professor), Sladjana Savić Jovanović (PhD candidate/teaching assistant), and Danica Andjelic (undergraduate student) will trace how university protests evolved into wider demonstrations and how authorities have responded, including pressure on academic institutions and confrontations around the University of Belgrade. The discussion will focus on how right-wing conservatism and illiberal governance trends can constrain academic freedoms through intimidation, reputational attacks, procedural pressure, and shrinking space for dissent, including how the current developments may affect women and men differently in academia and public life (e.g. exposure to harassment, risk-taking, caregiving, and differential access to voice and leadership). Finally, the speakers will outline practical ways universities, staff, and students can defend academic freedom – through solidarity, documentation, collective action, and institutional safeguards that protect speech and participation.

5 May 2026, 14:30 – 17:30, Vienna, Austria

Central European University (CEU)
Free of charge, upon registration

About the training

How we respond when we witness harmful behaviour matters. Active bystander intervention is a key prevention strategy for addressing gender-based violence in higher education and research settings. 

This onsite training equips participants with the knowledge, skills and confidence to recognise gender-based violence and intervene safely and effectively. Drawing on evidence-based approaches and interactive methods, the session supports participants in understanding their role as bystanders and taking responsible action within their academic and professional environments. The training combines short inputs with group discussion, scenario-based exercises and role play allowing participants to practice concrete intervention strategies in a supportive and safe learning space. 

Learning objectives

By the end of the training, participants will be able to: 

• Identify and articulate different forms of gender-based violence
• Understand the role, responsibility and impact of bystanders
• Recognise situations where bystander intervention is appropriate
• Apply the 5D intervention model (Distract, Delegate, Document, Delay, Direct), developed by Right To Be 

Who is it for?

• Gender equality officers/focal points/equality and diversity officers
• Human Resources officers
• Ombudspersons
• Gender Equality Plan team members
• Health and safety officers
• Heads of Department/Unit in charge or involved in policy development on gender-based violence
• Students 
• Anyone working or studying in higher education or research organisations who wishes to act as an active bystander and contribute to the prevention of gender-based violence 

The training is addressed to those at the beginning stages of creating and implementing a policy framework to address gender-based violence in academia.  As seats are limited, priority will be given to individuals at the initial stages of developing and implementing policy to address gender-based violence within their institution and correspond to the profile of participants. Preference will be given to individuals from countries participating in Horizon Europe, with special consideration for registrants from ‘Widening countries’ as defined by the European Commission. We kindly ask for your understanding as we strive to include a diverse range of participants. 

Facilitators

Ana Brandl is the Gender Equality and Diversity Officer at Central European University (Vienna, Austria) since 2018. Her main responsibility is the design, implementation, and monitoring of CEU’s Gender Equality Plans. She has participated in several EU-funded projects on gender in higher education and research, such as SUPERA (Supporting the Promotion of Equality in Research and Academia) and Gender Equality Academy, and currently leads the CEU team in GenderSAFE. She holds an Erasmus Mundus Master’s Degree in Women’s and Gender Studies (CEU and University of Oviedo, 2017) and a Bachelor’s Degree in Clinical Psychology (University of Buenos Aires, 2008). 

Diana Puerto Michaut is a lawyer and Legal Circle Facilitator in GenderSAFE at Central European University, where she supports participants in developing and enhancing gender-based violence policies within their institutions. She has also worked extensively as a trainer, delivering capacity-building sessions on sexual education, gender identity, and HIV/AIDS for health practitioners and students. She has further delivered trainings on gender-based violence in academia in both English and Spanish. Diana holds an Erasmus Mundus Joint Master’s Degree in Women’s and Gender Studies (CEU & University of Oviedo, 2023).  

GenderSAFE Webinar:

Rethinking Data Protection in Academia:
A Path Toward Privacy and Accountability
in Gender-Based Violence Cases

 with Dr. Tommaso Soave, in conversation with Diana Puerto Michaut

17 February 2026, 15:00-16:30 CET 

GenderSAFE Webinar:

Rethinking Data Protection in Academia:
A Path Toward Privacy and Accountability
in Gender-Based Violence Cases

 with Dr. Tommaso Soave, in conversation with Diana Puerto Michaut

17 February 2026, 15:00-16:30 CET 

Formação introdutória sobre violência baseada no género no meio académico e o modelo das 7P 

 10 de fevereiro de 2026, das 09h30 às 15h00 (hora de Portugal) 

Língua da formação: português 

***Thank you for your strong interest in this training! Registration has now reached full capacity. If you have registered but can no longer attend, kindly let us know at training@gendersafe.eu.***

Esta formação aborda a problemática da violência baseada no género no meio académico, com enfoque no modelo das 7P desenvolvido pelo projeto UniSAFE: Prevalência, Prevenção, Proteção, Punição, Prestação de serviços, Parcerias e Políticas. 

Ao longo da sessão, as pessoas participantes terão oportunidade de conhecer os principais enquadramentos e prioridades das políticas europeias para o combate à violência baseada no género na investigação e no ensino superior, bem como de identificar exemplos concretos e inspiradores já implementados em diferentes instituições europeias. 

Recomenda-se que as pessoas participantes se familiarizem previamente com as políticas institucionais das suas próprias organizações. 

Objetivos de aprendizagem

• Adquirir uma compreensão comum dos principais conceitos relacionados com a violência baseada no género e compreender o seu impacto no meio académico. 

• Conhecer a prevalência da violência baseada no género no campo da investigação e identificar as suas características específicas. 

• Entender o modelo das 7P do projeto UniSAFE — Prevalência, Prevenção, Proteção, Punição, Prestação de serviços, Parcerias e Políticas — que representa uma abordagem holística para enfrentar a violência baseada no género em instituições de ensino superior e centros de investigação. 

• Identificar boas práticas inspiradoras para a criação e implementação de políticas institucionais destinadas a prevenir e responder à violência baseada no género, com base em experiências de instituições europeias de ensino superior e centros de investigação e dos Estados-Membros no âmbito do modelo das 7P. 

Público-alvo

• Responsáveis de unidades/pontos focais de igualdade e/ou diversidade 

• Equipas de recursos humanos 

• Equipas de implementação de Planos de Igualdade de Género 

• Responsáveis de saúde e segurança no trabalho 

• Direções de departamentos/unidades com responsabilidades ou envolvimento em temas de violência baseada no género 

• Equipas de formação que trabalhem temáticas de igualdade, diversidade e/ou violencia baseada no género no contexto académico 

Esta formação destina-se sobretudo a pessoas e equipas que se encontram nas fases iniciais de criação e implementação de políticas institucionais para enfrentar a violência baseada no género no meio académico. Dado o número limitado de vagas, será dada prioridade a participantes que se encontrem nas fases iniciais de desenvolvimento e implementação de políticas sobre esta matéria nas suas instituições e que correspondam ao perfil indicado. Terão preferencia participantes provenientes de países que integram o Horizonte Europa, com especial atenção aos países abrangidos pela iniciativa “Widening” da Comissão Europeia. Agradecemos a compreensão, pois procuramos garantir uma diversidade de perfis e de contextos institucionais entre as pessoas participantes. 

Conheça a formadora

Fernanda Campanini é doutorada em Direitos Humanos pela Universidade de Deusto (Espanha) e especialista em transformação institucional e Planos de Igualdade de Género. Fez parte da equipa de coordenação do projeto europeu GEARING-Roles e da Unidade de Responsabilidade Social Universitária da Universidade de Deusto. Atualmente, trabalha como consultora e investigadora em igualdade de género e violência baseada no género na Fundação EDE (Bilbao), onde presta assessoria técnica a organismos da administração pública e a entidades privadas na elaboração e implementação de políticas igualdade. 

 “Overlooked – challenges and strategies in reporting intersectional cases of gender-based violence.”

With Dr. Bontu Lucie Guschke in conversation with Sara Hassan

11 December 2025, 13:00 – 14:30 CET

Watch this webinar with Dr. Bontu Lucie Guschke, researcher and speaker on diversity and anti-discrimination. What does it mean to account for intersectional cases of gender-based violence in higher education reporting systems? 

This webinar delves into why cases of gender-based violence in academia often remain invisible, unspeakable and un(der)reported especially when they intersect with other forms of discrimination. Drawing on research and practice, Dr. Bontu Guschke unpacks how different barriers hinder reporting, while also highlighting strategies for more inclusive, transparent and intersectionally informed reporting systems.  In conversation with trainer and educator Sara Hassan, Dr. Guschke offers critical insights and practical recommendations for creating safer, more responsive institutional environments. 

 Learning objectives

• Gain a common understanding of the nature of intersectional experiences of gender-based violence and how current institutional reporting mechanisms fail to account for them 

• Get insight into the key-lessons of research on more inclusive reporting systems 

• Tuning in on a conversation on what is necessary to design reporting processes that are reflecting different forms of discrimination and recognize early instances of gender-based violence in all its forms 

Who is it for?

• Gender equality officers/focal points, equality and/or diversity officers  

• Human resources officers  

• Gender equality plan implementing teams  

• Health and safety officers  

• Head of Departments/Units in charge or involved in gender-based violence 

• Trainers on the topic of gender-based violence in academic settings   

• Students interested in policy implementation 

 The training is designed for anyone interested in or working with anti-discrimination and equality structures in higher education.  

Resources

Introducing the panel

Dr. Bontu Lucie Guschke (she/her) is a consultant, researcher, facilitator, and speaker on diversity and anti-discrimination. She earned her PhD at Copenhagen Business School, researching the persistence of sexism and racism at universities. Her research has been published in international peer-reviewed journals and she is an editor for Femina Politica and Women, Gender and Research. As a consultant, facilitator, and speaker, she works with organizations to develop diverse and inclusive work environments. https://www.bontu-guschke.com/en 

 Sara Hassan (they/them) is a writer, trainer, and moderator working on power abuse with an intersectional perspective.  Originally trained as a journalist, Sara worked in the field of political communication, including in the European Parliament. Their work on gender justice turned into a book about power abuse, It’s not that grey, to identify early warning signs of harassment. Sara got their Master’s degree at New York University as a Fulbright Austria scholar. Today, Sara works as a consultant with various international organizations to create more equitable workplaces and gives lectures on abuse of power abuse.  

When working to promote and implement effective responses to gender-based violence, change agents come across all sorts of resistances… This blog series aims to provide support by reframing arguments commonly encountered and help navigate challenging conversations with clarity, confidence and purpose. Drawing on the principles of strategic framing, this resource provides a better understanding and anticipation of common forms of resistance, as well as evidence-based, values-aligned messaging. 

Minimising gender-based violence as the fault of a few individuals can be a defence mechanism for institutions attempting to protect its reputation.

The UniSAFE project underscores that gender-based violence in higher education is often embedded in academic hierarchies, informal networks and institutional silence. Power imbalances between students and staff, early-career and senior researchers or precarious and tenured staff can create environments where abuse goes unchallenged. Structural inequalities (e.g. gender, race, class, disability, etc.) further compound the risk.

The prevalence of gender-based violence across different settings, actors and types of violence in higher education institutions points to patterns that cannot be explained by a few ‘bad apples.’ Instead, these patterns reveal institutional blind spots, tolerance of the behaviour and a lack of robust safeguards.

“Addressing gender-based violence means more than reacting to incidents;
it means transforming institutional cultures where people look the other way,
where victims/survivors are unsupported and where those in power are shielded.”   

Institutions that focus only on punishing individuals after the fact miss the opportunity to prevent harm in the first place. A systemic approach includes reviewing recruitment and promotion practices, leadership accountability, reporting mechanisms and campus culture.

Systemic problems require systemic solutions. Recognising gender-based violence as an institutional issue enables collective responsibility and targeted, sustainable responses. It also supports a shift from blame to accountability ensuring the focus is not just on individuals, but on the environment that allowed the harm to occur.

• “When harm keeps happening, we must ask: what in our system allows it?”
• “If we treat gender-based violence as an anomaly, we miss the opportunity to prevent it.”
• “Safety doesn’t come from punishment alone; it comes from prevention

Change agents can guide institutions toward recognising patterns rather than dismissing them as isolated incidents. By connecting the dots between individual cases and broader structural dynamics, they help shift the conversation from blame to accountability. They can advocate for institutional audits, crosslevel engagement and culture change strategies that ensure long-term prevention, not just reactive crisis management.

Understanding the Resistance

Framing gender-based violence as the result of a few isolated individuals overlooks the structural, cultural and institutional conditions that enable it. While individual accountability is essential, systemic change is what prevents recurrence. Genderbased violence is sustained by unequal power relations, tolerance for misconduct and organisational cultures that minimise or excuse harm, including by protecting perpetrators.

Too often, institutions respond by shielding those in power, managing disclosures internally, or denying that abuse occurred at all. These cover-ups can result in a culture of silence in which “everyone knew” but no one acted. Such dynamics not only retraumatise victims/survivors but also erode institutional trust and integrity. Focusing solely on individual behaviour obscures the broader responsibility to reform systems, challenge cultures of impunity, and build accountability structures that prevent future harm.

Minimising gender-based violence as the fault of a few individuals can be a defence mechanism protecting the institution’s self-image or avoiding complex conversations about power, culture and responsibility. It also allows stakeholders to distance themselves from the problem, rather than confront the full scope of institutional reform that is needed.

Communicating with different stakeholders

• To leadership: Emphasise that addressing systemic issues protects the institution from reputational, legal, and ethical risks and demonstrates strategic foresight.
• To students and staff: Stress the role of culture and collective responsibility in fostering safe environments.
• To the public: Show that the institution takes their safety seriously not only through individual sanctions, but by transforming harmful structures and cultures.

Find out more about addressing resistances

When working to promote and implement effective responses to gender-based violence, change agents come across all sorts of resistances… This blog series aims to provide support by reframing arguments commonly encountered and help navigate challenging conversations with clarity, confidence and purpose. Drawing on the principles of strategic framing, this resource provides a better understanding and anticipation of common forms of resistance, as well as evidence-based, values-aligned messaging. 

Many institutions believe that addressing gender-based violence would harm their reputation. In reality, the greater reputational risk lies in failing to address gender-based violence, not in confronting it. Cases of gender-based violence that emerge publicly, particularly when mishandled, can lead to significant reputational fallout, legal challenges, and loss of confidence among key stakeholders.

The UniSAFE project highlights that institutional responses perceived as opaque, dismissive or overly protective of perpetrators increase secondary victimisation and escalate reputational damage. Conversely, institutions that show clear protocols, visible leadership commitment and consistent support for victims/survivors are more likely to be seen as trustworthy and progressive. Acknowledging the problem and taking action is a sign of strength, not weakness.

“The cost of transparency is far lower
than the cost of cover-ups.”   

Institutions that lead on transparency and reform set the tone for the sector and attract both internal trust and external recognition. Many award bodies and international rankings increasingly reward progress in diversity, equity and inclusion of which gender-based violence prevention is a core component. Addressing gender-based violence should not be seen as reputational risk management, but as part of the institution’s ethical identity. In a context of heightened public scrutiny and student activism, doing the right thing is also a smart strategy.

• “A responsible institution acts before a scandal forces it to.”
• “Students and staff trust institutions that tell the truth even when it’s difficult.”
• “Being proactive is not only ethical; it’s strategic.”

Change agents can shift the narrative from fear to leadership by framing transparency and proactive engagement as key to institutional credibility. They can prepare leadership to respond confidently to reputational concerns by showing that prevention, not silence, is what builds trust. By connecting action on gender-based violence to values of integrity and long-term reputational strength, they help institutions move from reactive crisis management to strategic, valuesdriven governance.

Understanding the Resistance

Institutions that actively engage with the issue demonstrate integrity, accountability and care qualities that strengthen public trust and institutional credibility. Avoidance, trivialisation, silence or denial, especially in the face of visible cases or media scrutiny, can seriously damage an institution’s standing with students, staff, funders and the broader public. This form of resistance often arises from fear: fear of negative press, legal implications or loss of student applications or donor confidence. In many cases, the concern is not reputational harm itself, but a lack of control over the narrative. Institutions must learn to communicate about gender-based violence in ways that show care, action and commitment, rather than denial or damage control.

Communicating with different stakeholders

• To leadership: Present case studies where transparency improved institutional reputation and where silence led to crises.
• To students and staff: Reassure them that speaking out and taking action are signs of institutional health, not risk.
• To the public: Emphasise the institution’s role as a leader in shaping safe, inclusive academic spaces both locally and globally.

Find out more about addressing resistances