The Institute of Tourism Studies (ITS), established in 1987, is Malta's leading Tourism and Hospitality educational institution. ITS offers a broad selection of study programmer taught by experienced and dedicated lecturers. The campus provides multiple specialised laboratories and kitchens to ensure that students receive the essential theoretical and practical education.
The Institute of Tourism Studies, located close to the Malta International Airport and sister campus in Qala, Gozo, currently offers programmes of study ranging from Foundation Programme (MQF Level 2) to Masters Degree Programmes (MQF Level 7) level.
The Institute of Tourism Studies takes a leading role in recognizing and valuing the diversity of its members of staff, based on language, cultural background, gender, age, religion, sexual orientation and functional disability.
This is associated with the organizational situation given the age diversity of employees, ranging from 20 to 60 years and a good number of its workforce being women. The Institute’s performance in relation to gender equality is evident through the representation of women in senior leadership and management.
This may be due to the fact that the Institute offers a favourable working environment for all workers, in particular women, enabling them to work and be present as well as included at decision making meetings.
The ultimate objective of this plan is to enhance gender awareness amongst members of staff, both administrative and academic, at the Institute. For the plan to be effective and for its implementation to be seamless, the commitment of all staff at all grades is required. For this reason, a committee will be set up to oversee the implementation in the most effective way.
The gender equality committee will be composed of one chairperson and two members. This committee composition will be gender equal. The committee will be approved by the Chief Executive Officer of the Institute in consultation with the Board of Governors.
The committee will monitor and report the implementation progress to the executive management team and an annual report will be drawn up.
The Institute is committed to adhere to the policies and practices in place which are aligned with the Maltese Legislation.
The Institute prides itself in offering good working conditions for all staff, including staff members with special needs, thereby promoting flexibility for a healthy work life balance. The Institute is also committed to provide a safe working environment for all of its employees.
This is further highlighted in the Employment and Industrial Relations Act (Cap. 52 of the Laws of Malta) and subsidiary legislation (Organisation of Working Time Regulations – SL 452.87), the Occupational Health and Safety Authority Act (Cap. 424 of the Laws of Malta) and subsidiary legislation (Work Place Regulations – SL 424.15) and the Government of Malta Policy Manual (Manual of Work Life balance measures).
Actions to be taken:
• The review all requests for flexible hours of work on a one to one basis while taking into
consideration the operational needs of the Institute;
• To assess the individual needs of the staff member returning to work after parental leave and
identify means of support as deemed appropriate;
• To create and implement family friendly policies;
• To provide options for flexible working hours.
The Institute is committed to implement gender balance at recruitment stage and subsequent career progression, for both academic and administrative members of staff, at all levels including at top management grades. This is in conformity with the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta) and subsidiary legislation (Equal Treatment in Employment Regulations – SL 452.95) and Article 2.5 of the Government of Malta Policy Manual (Manual on Industrial Relations and the Selection and Appointment Process under Delegated Authority in the Malta Public Service).
Actions to be taken:
• To promote equal career opportunities for all genders;
• To include gender awareness in all job descriptions;
• To ensure that interviewing boards are gender balanced;
• To ensure that all committees and boards falling under the auspices of the Institute are gender
balanced;
• To ensure that there is a representation of gender diverse individuals in all senior roles within
the Institute.
The Institute promotes the physical and emotional health, safety and well-being of all its members of staff. The Institute adopts a non-discriminatory treatment based on age, sex, disability, religious belief, political orientation and race or ethnic origin. This principle is in line with the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta) and subsidiary legislation (Equal Treatment in Employment Regulations – SL 452.95), the Equality for Men and Women Act (Cap. 456 of the Laws of Malta) and the Gender Identity, Gender Expression and Sex Characteristics Act (Cap. 540 of the Laws of Malta).
The Institute is also committed to address gender based violence and to promote the inclusion and acceptance of all gender identities and sexualities. This is in conformity with Article 29 of the Employment and Industrial Relations Act (Cap. 452 of the Laws of Malta), the Equality for Men and Women Act (Cap. 456 of the Laws of Malta) and Criminal Code (Chapter 9 of the Laws of Malta).
Actions to be taken:
• Create a reporting mechanism which does not intimidate staff members and does not keep them from
raising their concerns and any issues which they identify:
• To ensure that gender sensitive terminology is being used in all formal means of communication;
• To ensure that staff members are adequately trained and ensure that such specific training courses
are mandatory;
The Institute will ensure the integration of gender perspective in its educational content and also promote diversity in the research initiatives undertaken. Training programmes designed for staff will promote the integration of gender perspective.
Actions to be taken:
• Ensure that all genders are considered for language and images in research material;
• Communication about training will be gender equal, except in cases where the training is designed
specifically for a particular gender;
• Design a training programme for all staff members with a specific topic – gender equality;
• Supplement the training programme with workshops and other learning activities to ensure that the
topic is understood by all levels of staff and to ensure its effective implementation throughout.