2025 SDG5 English

5.2.1 Percentage of Female First-Generation College Goers

NTNU systematically tracks the proportion of first-generation university students each academic year, disaggregated by gender. Data from 2019 to 2023 show that male first-generation students have consistently represented a slightly higher proportion than female students in recent years.

Academic Year	2019	2020	2021	2022	2023
Female	235(52%)	187(50%)	122(46%)	115(44%)	116(42%)
Male	218(48%)	189(50%)	141(54%)	144(55%)	159(58%)
Total	453	376	263	259	275

5.3.1 Enrollment tracking measures

NTNU systematically tracks and analyzes the gender distribution of undergraduate admissions each year across all admission channels, including Personal Application, Examination and Placement, and other admission routes.

Data from the 2019 to 2023 academic years show that the proportion of female students consistently exceeded that of male students across all admission categories.

Academic Year	2019		2020		2021		2022		2023
Gender	Female	Male	Female	Male	Female	Male	Female	Male	Female	Male
Personal Application	435(58%)	315(42%)	396(55%)	327(45%)	399(56%)	316(44%)	409(57%)	307(43%)	376(56%)	293(44%)
Examination and Placement	271(52%)	253(48%)	262(50%)	264(50%)	299(55%)	249(45%)	288(50%)	290(50%)	309(51%)	302(49%)
other	265(52%)	248(48%)	295(54%)	256(46%)	281(47%)	311(53%)	279(52%)	256(48%)	293(50%)	296(50%)
Total	971(54%)	816(46%)	953(53%)	847(47%)	979(53%)	876(47%)	976(53%)	853(47%)	978(52%)	891(48%)

5.3.2 Female Application and Enrollment Policy

According to the Guidelines for Gender Equality Education at National Taiwan Normal University, Article 4 states that students must not be discriminated against based on gender, gender traits, gender identity, or sexual orientation during recruitment and enrollment. In addition, Articles 2 and 5 emphasize that all members of the university should respect others’ gender-related characteristics in learning and activities, and ensure equal treatment without any unequal practices based on these factors.

National Taiwan Normal University Enforcement Guidelines for Gender Equity Education 108年1月8日107學年度第1學期第2次性別平等教育委員會議通過 114年6月25日113學年度第18次學術及行政主管會議修正通過 I. National Taiwan Normal University (hereinafter referred to as “the University”) has established the Enforcement Guidelines for Gender Equity Education (hereinafter referred to as “the Guidelines”) in accordance with Article 12 of the Gender Equity Education Act to promote gender equity education, facilitate substantial gender equality, eliminate gender discrimination, maintain human dignity, store gender equity educational resources, and build gender equity educational environments. II. Faculty members, staff and students of the University shall respect and be considerate of the gender, gender traits, gender identity, and sexual orientation of others when engaging in learning, participating in activities, carrying out duties, and interacting with one another. III. The University shall provide a gender equity learning environment, plan and establish gender friendly and safe zones on campus, and regularly examine and maintain the planning of the overall campus space as well as the use of facilities. IV. Students must not be discriminated against based on their gender, gender traits, gender identity, or sexual orientation in student recruitment and enrollment at the University unless permitted by the competent authorities. V. The University must not give unequal treatment to faculty, staff, and students in teaching, activities, evaluations, admission selections, promotions, reviews, rewards and punishments, benefits, and services based on their gender, gender traits, gender identity, or sexual orientation. VI. The University shall actively provide assistance to faculty, staff, and students who are disadvantaged as a result of their gender, gender traits, gender identity, or sexual orientation, in order to improve their situation. VII. The University shall actively protect the working rights of pregnant faculty and staff as well as the education rights of pregnant students, and provide necessary assistance. VIII. Faculty members of the University shall be equipped with gender equity awareness by eliminating gender stereotyping, and avoiding gender prejudices and gender discrimination when engaged in educational work. The same applies to students of the University when engaged in extracurricular activities. IX. The University shall encourage faculty members to offer gender related research courses, and provide assistance, evaluation, and rewards to the research and development of gender related topics. X. Gender equity education shall be included in the pre-service education for faculty and staff of the University, training for new recruits of the University, on-the-job training for personnel of the University, training courses for administrative supervisors of the University, and student orientations. XI. For the prevention and handling of gender-related incidents on campus, the National Taiwan Normal University Regulations for Gender-Related Incidents on Campus was established to implement advocacy for prevention education. XII. The University shall refer to the gender equity education implementation plans drafted by the Gender Equity Education Committee each year and create budgets accordingly. XIII. Matters not stipulated in the Guidelines shall be handled in accordance with the Gender Equity Education Act and other regulations of the University deemed relevant. XIV. The Guidelines and any amendment thereto shall be approved by the Academic and Administrative Directors Council prior to its implementation.

5.3.3 Women's access schemes

National Taiwan Normal University (NTNU), in accordance with Articles 5 and 6 of the Implementation Guidelines for Gender Equity Education, ensures that no differential treatment is made on the basis of gender or gender-related factors in teaching, student activities, assessment, welfare, or services. The University actively provides assistance to students who may be disadvantaged due to gender-related circumstances, thereby safeguarding their right to education.

The Division of Student Services under the Office of Student Affairs offers a diverse range of student support programs, including student insurance, various scholarships and grants, and an advising/mentorship system. All students, regardless of gender, have equal access to these resources. In addition, certain scholarships are specially designed to provide support for female students.

Madam Chang Scholarship (黃母張太夫人獎學金):
Dedicated exclusively to NTNU female students, this scholarship awards three students per academic year, with each recipient receiving NT$10,000.

Dreams Take Flight Scholarship (夢想起飛獎助學金):
Available to pregnant students or students responsible for raising a child under the age of three. Recipients may receive between NT$10,000 and NT$30,000 to support both their academic pursuits and family caregiving responsibilities.

The regulations and application procedures for student insurance, scholarships/grants, and the student advising system are publicly available on the website of the Division of Student Services under the Office of Student Affairs.

5.3.4 Women’s application in underrepresented subjects

NTNU is committed to increasing the participation of women in disciplines where they have been historically underrepresented, particularly in STEM fields. Through outreach initiatives and cross-institutional collaboration, NTNU encourages female students to develop scientific literacy from an early age, explore their academic interests, and gradually build confidence and motivation to pursue studies in related fields. In 2024, NTNU implemented the following key initiatives:

1. Through university outreach

NTNU’s Institute for Mathematics Education:

NTNU’s Institute for Mathematics Education implemented the “Promoting Scientific Learning Interest among Girls in Elementary and Junior High Schools” program, which aims to enhance female students’ motivation and confidence in science, mathematics, and STEM subjects. The program provides diverse and sustainable support, including curriculum and teaching material development, teacher professional development workshops, student thematic camps, school outreach lectures, educational videos, and popular science articles. These initiatives not only inspire girls to explore science, but also empower teachers to become long-term promoters of gender-inclusive STEM education, strengthening the pipeline of future female STEM talent from the foundational education level.

The Mathematics Education Center team promotes digital math games to schools and the general public.

2. Through collaboration with NGOs in regional and national campaigns

Science Education Outreach Program for Girls’ Senior High Schools:

To further inspire girls’ interest and participation in science and mathematics, NTNU’s Department of Chemistry and Department of Life Science partnered with the Wu Chien-Shiung Education Foundation to launch the “Science Education Outreach Program for Girls’ Senior High Schools.” The program includes hands-on physics, chemistry, and biology laboratory activities, as well as guidance on experimental skills relevant to the International Science Olympiad competitions. Female scientists and professors are also invited to share their research journeys and career experiences, motivating young women to pursue scientific research with confidence.

In the 2024 academic year, the outreach program visited 12 senior high schools, engaging approximately 1,600 students and successfully increasing female youth exposure to and interest in science-related fields.

The project team guided female high school students in conducting scientific experiments

5.4.1 Percentage of Senior Female Academics

The total number of academics and female academics at NTNU are shown in the following table.

	2022	2023	2024
Number of academic staff	849	847	844
Number of senior academic staff	493	470	480
Number of female senior academic staff	186	182	187

5.5.1 Percentage of Female Degree Recipients

In the 2023 academic year, NTNU had a total of 3,263 graduates, among whom 1,838 were women, accounting for 56.3% of all graduates.

By academic field:

Humanities, Social Sciences, and Arts: 1,793 graduates, with 1,211 women (67.9%)
STEM fields: 855 graduates, with 238 women (27.8%)
Medical-related fields (including the Department of Health Promotion and Health Education, Biomedical Sciences master’s program, and Nutrition master’s program): 131 graduates, with 64 women (68.1%)
Other fields: 484 graduates, with 300 women (62.0%)

Academic Field	Number of female graduates	Number of graduates	Proportion of female degrees awarded
STEM	238	855	27.8%
Medicine	89	131	67.9%
Arts & Humanities / Social Sciences	1211	1793	67.5%
Other	300	484	62.0%
Total	1838	3263	56.3%

5.6.1 Policy of non-discrimination against women

NTNU has established comprehensive systems and mechanisms to ensure that women are fully protected from discrimination and that gender equity education is promoted across all aspects of campus life. These measures foster a safe, inclusive, and respectful learning and working environment. Key policies and actions include:

1. Establishing a Gender Equity Governance Framework to Ensure Institutionalized Implementation

To promote gender equity and to prevent and handle incidents related to gender discrimination, sexual harassment, and sexual assault, NTNU established the National Taiwan Normal University Gender Equality and Sexual Assault Prevention Committee in 1997. In 2004, it was renamed the Gender Equity Education Committee of NTNU, which continues to serve as the core unit responsible for advancing and overseeing gender-related policies at the university.

2. Implementing Clear Anti-Discrimination Policies and Regulations

In 2019, NTNU enacted the National Taiwan Normal University Enforcement Guidelines for Gender Equity Education, which explicitly stipulate in Article 5 that no faculty member, staff, or student shall be subject to unequal treatment based on gender, gender characteristics, gender identity, or sexual orientation in matters related to teaching, activities, assessment, selection, promotion, evaluation, awards, disciplinary actions, welfare, and services.

Articles 3, 4, 6, and 8 further require the university to uphold gender equity awareness throughout admissions, teaching, and campus life, eliminate gender bias and discrimination, and provide proactive support to individuals who may be disadvantaged due to gender-related factors, ensuring that principles of equity are integrated into university operations.

In addition, Article 10 mandates that gender equity education be incorporated into pre-service training, orientation for new employees, in-service training, leadership training for administrative supervisors, and new student orientation programs. Through systematic education, NTNU enhances gender awareness and sensitivity across the entire university community.

3. Strengthening Campus Gender-Based Incident Prevention, Response Mechanisms, and Education

To reinforce campus safety and standardize procedures for managing gender-related incidents, NTNU implemented the National Taiwan Normal University Policy for the Prevention of Gender Discrimination, Sexual Assault, Sexual Harassment, and Sexual Bullying in 2017. This policy ensures comprehensive mechanisms for prevention, reporting, case acceptance, investigation, and follow-up actions, while actively promoting gender equity and preventive education.

NTNU has also developed a Gender Equity Education Handbook to enhance campus-wide understanding of gender equity concepts and procedures for handling gender-related incidents, strengthening awareness and educational outreach.

5.6.2 Non-discrimination policies for transgender

NTNU has established policies and support measures to ensure that transgender individuals are protected from discrimination, and is committed to fostering a safe, inclusive, and gender-affirming campus environment that respects diverse gender identities.

1. Clear Anti-Discrimination Policy Safeguarding Transgender Rights

Article 4 of the National Taiwan Normal University Policy for the Prevention of Gender Discrimination, Sexual Assault, Sexual Harassment, and Sexual Bullying explicitly states that the university shall respect the gender characteristics, gender identity, and sexual orientation of all students, faculty, and staff. Any form of discrimination based on these factors is strictly prohibited. The university is also required to provide proactive support for individuals who are placed at a disadvantage due to gender-related factors, thereby upholding the principles of gender equity and inclusion.

2. Gender-Inclusive Facilities and Housing to Support Transgender Students

Beyond the provision of gender-inclusive restrooms, NTNU was the first university in Taiwan to establish gender-friendly student housing floors, and has adopted the NTNU Dormitories Rules of Gender-Friendly Governing to institutionalize protection of transgender students’ housing rights.Article 4 of the Guidelines stipulates that applications for housing from transgender students shall not be determined solely based on biological sex; instead, an individualized assessment shall be conducted to respect students’ self-identified gender and provide the most appropriate accommodation arrangements.

Gender-inclusive restrooms at NTNU

Gender-Friendly Dormitories at NTNU

5.6.3 Maternity Policy

NTNU has comprehensive parental support measures to enable women to continue participating in the workplace or academic development during pregnancy, childbirth, and parenting. In addition, paternity-related policies are implemented to encourage shared caregiving responsibilities within families, thereby reducing the disproportionate care burden often placed on women.

1. Comprehensive Maternity and Paternity Leave Policies to Support Shared Parenting Responsibilities

In accordance with Article 15 of the Act of Gender Equality in Employment, NTNU provides female employees a total of eight weeks of maternity leave, which may be taken before and/or after childbirth. In cases of miscarriage, maternity leave is granted based on the gestational period to protect the physical and mental well-being of the employee. Pregnant employees are also entitled to seven days of prenatal check-up leave.

To promote shared parental involvement and reduce the caregiving load traditionally borne by women, NTNU provides seven days of paternity prenatal care leave and paternity leave, allowing employees to accompany their spouse during prenatal check-ups and childbirth. This policy fosters a more gender-inclusive and supportive working environment for expecting families.

2. Maternal Health Protection Program to Ensure Safe Return to Work for Pregnant and Postpartum Employees

To safeguard the health and employment rights of pregnant and postpartum employees, NTNU implements the Maternal Health Protection Program, in accordance with Articles 30 and 31 of the Occupational Safety and Health Act and related guidelines. The program, led by the Health Center, includes hazard assessment and control, physician consultations, risk classification management, suitable work adjustments, and protective measures for employees engaged in tasks that may pose risks to maternal health.

When a female employee is involved in work with potential maternal health hazards, individualized assessments and protective measures are initiated. Adjustments may include modifications to work content, workplace improvements, or reassignment of duties to ensure the employee’s well-being and support a safe and equitable return to work after childbirth—effectively advancing both maternal health and employment equality.

5.6.4 Student Child Care Facilities

NTNU has established fully equipped and comfortable breastfeeding (lactation) rooms across all four campuses, accessible free of charge to faculty, staff, and students. Each facility is designed to support recent mothers by providing refrigerators, backrest chairs, sinks, and diaper-changing tables, as well as nursing pillows, breast milk storage bags, nursing pads, and wet wipes to meet the needs of both mothers and infants.

All lactation rooms are accessible and inclusive, equipped with emergency call buttons that allow nurses to respond immediately in case of emergencies. In addition, each room features a “Breastfeeding Wellness Corner” with children’s books, comfort toys, and parenting resources, creating a warm, family-friendly space that enables users to care for their children and continue their studies with comfort and confidence.

5.6.5 Child Care Facilities for Staff

5.6.6 Women's Counseling Program

NTNU has established a comprehensive and diverse student guidance and mentorship system. In accordance with the NTNU Enforcement Guidelines for Gender Equity Education, all counseling and advisory services are provided without gender-based restrictions.

1. Comprehensive Mentorship System Supporting Academic and Career Development

NTNU implements a diverse mentorship structure under the NTNU Regulations for the Implementation of the Mentorship System. Each academic department assigns different types of mentors, including academic mentors, dedicated mentors, and Indigenous student mentors.

- Academic mentors: For lower-year students, the focus is on academic advising, study planning, and the selection of minors; for upper-year students, the emphasis shifts to professional learning, further study planning, and career development.
- Dedicated mentors: Responsible for life education, campus adjustment support, behavioral counseling, emergency assistance, and primary prevention for high-risk students.

In the 2023 academic year, the mentorship system provided 12,089 mentoring sessions, with female students being among the primary beneficiaries.

Regulations for National Taiwan Normal University Advising System Approved at 112th University Affairs Meeting on 18 June 2014 Amended at 117th University Affairs Meeting on 23 November 2016 Article 1 The regulations are established by National Taiwan Normal University in accordance with Article 17 of Teachers’ Act. The purpose is to implement the advising system, help develop characters of the students, and provide advising services based on students’ actual needs. Article 2 The roles and selection of the advisers shall be as follows: 1. The Chair of each department shall be the head adviser, appointed by the President. 2. Graduate students shall be advised by the Chair of their department and graduate advisers according to their progress in graduate school. The departments shall assign advisers to provide freshmen life guidance and academic consultation before they have dissertation advisers. 3. The University shall appoint academic advisers, student advisers, and indigenous student advisers for undergraduate students. a. Academic Adviser: Each department shall appoint a full-time faculty as the Academic Adviser for every two classes. Classes that consist of 50 or more students shall be assigned an adviser by the department. If the appointed faculty member is unable to serve as the adviser, the departments shall recommend or appoint another full-time faculty in his or her place. b. Student Adviser: Each department shall appoint an adviser with a master degree as the Student Adviser. The Student Adviser shall be selected by the Office of Student Affairs and the department. Departments with less than four classes and less than 150 students shall be assigned one Student Adviser. c. Indigenous Student Adviser: The University shall employ Indigenous Student Advisers who are specifically responsible for indigenous student counseling. Article 3 Responsibilities Head Adviser: 1. Promote student affairs of the department. 2. Coordinate with academic advisers, student advisers, and teachers on student affairs of the department. 3. Hold case management meetings for at-risk students and students in crises. 4. Hold adviser meetings every semester. 5. Attend meetings related to student affairs. Academic Adviser: 1. Provide guidance and advice on course selection. 2. Offer routine evaluation of student learning. 3. Assist students with learning difficulties and make referrals. 4. Advise on career development and other related matters. 5. Assist in scholarship applications and academic or employment recommendations. 6. Work together with the Chair, teachers, and Student Advisers. 7. Assist in other student learning and career-related matters. Student Adviser: 1. Promote student affairs in accordance with relevant regulations and under instruction of the deans and the chairs. 2. Attend student affairs meetings, counseling meetings, and trainings. 3. Keep in contact with the departments and parents, understand family and personal backgrounds, be familiar with learning resources, and provide students with guidance or referral when needed. 4. Utilize intramural and extramural resources to strengthen primary prevention for at-risk students. 5. Conduct student assessment and implement punishment and reward based on the decision of the Student Disciplinary Committee. 6. Supervise students to complete the Guidance and Counseling Information System and E-portfolio. 7. Provide assistance in facilitating physical and mental assessments for students. 8. Implement education on college orientation and university regulations, promote holistic education, and encourage students to participate in extracurricular activities. 9. Handle student leave and emergencies. 10. Be on call for night time emergencies and conduct rental home visits for students. 11. Assist in department affairs and attend department meetings. 12. Assist in other student affairs and counseling-related matters. Indigenous Student Adviser: 1. Assist in application of tuition exemption and scholarship. 2. Hold forums and lectures related to mother tongue education and ethnic identity. 3. Provide assistance related to difficulties in learning or college life adjustments. 4. Assist in coping with adversity and stress management. 5. Provide referrals for students for after-school tutoring or remedial education. 6. Provide advice and guidance on career development. 7. Make requests for extramural resources and connections. 8. Other indigenous student related affairs. Article 4 Highlights of the Responsibilities of the Advisers: 1. For freshmen and sophomores, Academic Advisers shall focus on orientation, academic planning, and minor selection. For juniors and seniors, the focus shall be on professional education, plans for further studies, and career planning. 2. Student Advisers shall focus on life education, college life adjustment, deviant behavior correction, emergency assistance, and primary prevention for at-risk students. 3. When encountering special cases, the Academic Advisers and Student Advisers shall request assistance and referral from relevant offices. 4. Academic Advisers and Student Advisers shall record group and individual advising records monthly on the Student Advising Information System. Articles 5–11 (Summary) Article 5 – Adviser hours are scheduled on Wednesday mornings. Academic advisers hold weekly sessions and group meetings; student advisers provide at least two hours of guidance monthly. Article 6 – Advisers shall participate in relevant professional training or workshops to enhance their advising competencies. Article 7 – Compensation and funding: advisers may have reduced teaching loads or receive stipends; budgets are managed by the Office of Student Affairs. Article 8 – Outstanding advisers shall be commended; selection criteria are stipulated separately. Article 9 – Annual evaluations for student advisers are jointly conducted by the Dean of Student Affairs and department head advisers. Article 10 – Special regulations are set for part-time master’s programs and overseas Chinese preparatory students. Article 11 – The regulations and any amendments shall take effect upon approval by the University President following the University Affairs Meeting.

2. One-on-One Psychological Counseling Service

The NTNU Student Counseling Center provides professional one-on-one psychological counseling services to help students explore self-awareness, enhance emotional regulation, and strengthen interpersonal communication skills. The service is available to all students regardless of gender.

3. Industry Internships Enhancing Female Career Readiness

To support students’ transition into the workforce, NTNU actively promotes industry internship programs. In the 2023 academic year, NTNU collaborated with 510 internship organizations, offering 1,431 internship placements, of which 923 (64.5%) were female students. This demonstrates strong female participation in career-oriented experiential learning, contributing to women’s future career development and leadership cultivation.

5.6.7 Tracking Female Graduation Rate

Over the past five years, female undergraduate graduates have consistently accounted for more than 50% of all NTNU bachelor’s degree recipients, reaching 56.7% in 2023.

Gender	2019 Academic Year	2020 Academic Year	2021 Academic Year	2022 Academic Year	2023 Academic Year
Female	1018(56.5%)	1039(57.8%)	989(57.2%)	989(55.7%)	1034(56.7%)
Male	781(43.4%)	758(42.2%)	741(42.8%)	787(44.3%)	790(43.3%)
Total	1799	1797	1730	1776	1824

According to Articles 15 and 57 of the National Taiwan Normal University Academic Regulations, students whose academic progress is affected by parenting or childcare responsibilities may apply for an extension of their study period for up to two years. This policy ensures that female students can balance family and academic commitments, reducing disparities in graduation rates caused by family factors such as pregnancy, childbirth, or raising children under the age of three.

National Taiwan Normal University Academic Regulations Acknowledged by the Ministry of Education in Letter No. Tai Zhong 20960166842 dated November 12, 2007 and Letter No. Tai Zhong 20970008554 dated January 16, 2008. Amendments to Articles 4, 5, 9, 14, 15, and 51 approved during the University’s 131st University Affairs Meeting on November 22, 2023. Article 15 The term of study for undergraduate programs shall be four (4) years. Students who have not completed their studies in their relevant undergraduate program, minor, inter-disciplinary program, or in the area of specialization courses or professional education courses of the pre-service teacher education courses within the specified term of study, students who have been approved for overseas study-exchange, overseas internships, or enrollment in overseas dual degrees programs, as well as students who are pregnant, have given birth, or are providing childcare to infants three years of age or younger may extend their term of study by two (2) years with approval. Students from Hong Kong, Macau, or foreign countries enrolled in undergraduate studies with educational backgrounds equivalent to the second year of a domestic high school and who have gained admission through equivalent qualifications are required to earn additional credits before graduation. If they are unable to acquire all necessary credits within the first extension period, they may apply for an additional extension of one (1) year. Students involved in frequent training or competitions may submit a special application to extend their term of study for a maximum of four (4) years. Students who are physically or mentally disabled may extend their term of study for a maximum of four (4) years in accordance to their physical or mental condition. Students taking a double major who have acquired all the necessary credits required by one department after a two (2) year extension, but have not acquired all the required credits of the second department may extend their term of study by an additional one (1) year. Students who have completed the required courses and credits of relevant undergraduate program one semester or one academic year ahead of the maximum years of study and have fulfilled relevant graduation requirements may apply for early graduation at the Office of Academic Affairs. However, the term of study for education programs must be at least two (2) years with an additional full-time educational internship of six (6) months. Article 57 The suspension of studies is calculated based on academic semesters with the maximum suspension period being two (2) academic years. In special cases the suspension period may be extended if one of the following conditions apply: 1. Severe illness (a Certificate of Diagnosis issued by a regional (or higher) level hospital is required, and the issuing hospital must be accredited by the National Health Insurance Bureau) or special circumstances in which a suspension of studies is required. Approval shall be required from the department head and the Dean of Academic Affairs before the suspension period can be extended. The maximum period of extension shall be limited to two (2) academic years. 2. Military draft. Domestic students applying for a suspension of studies due to military conscription shall attach a copy of their draft notice, Administrative Discharge Order, or other relevant documentation either when applying or at the completion of their military service. The period of military service shall be excluded from the period granted for the suspension of studies. 3. Pregnancy or childbirth. To apply for a suspension of studies, a Certificate of Diagnosis issued by a regional (or higher) level hospital is required, and the issuing hospital must be accredited by the National Health Insurance Bureau. This period shall not exceed two (2) semesters and shall not be counted as a part of the period granted for the suspension of studies. 4. Childcare for infants three years of age or younger. To apply for a suspension of studies, relevant documentation shall be required. This period shall not exceed six (6) semesters and shall not be counted as a part of the period granted for the suspension of studies.

5.6.8 Policies protecting those reporting discrimination

NTNU has established the National Taiwan Normal University Policy for the Prevention of Gender Discrimination, Sexual Assault, Sexual Harassment, and Sexual Bullying, which provides comprehensive guidelines for the prevention, reporting, filing of complaints, investigation, and handling of gender-related incidents. This policy ensures that students, faculty, and staff who experience gender discrimination, unfair treatment, or related misconduct can access formal complaint mechanisms and receive protection and support.

1. Formal Reporting and Complaint Mechanisms to Safeguard Rights

Students, faculty, and staff who experience gender-based discrimination, unequal educational or employment treatment, sexual harassment, or sexual bullying may file a formal complaint in accordance with established procedures. Complaints are handled and investigated by the Gender Equity Education Committee. Necessary assistance and support resources are also provided to protect the rights and well-being of complainants. (Articles 11–13)

2. Strict Confidentiality and Prevention of Secondary Harm

To protect the rights of complainants and all related parties, the university is required to maintain strict confidentiality regarding the personal information and identities of complainants, respondents, witnesses, and individuals involved in the investigation. This measure prevents secondary harm. Any violation of confidentiality will result in penalties in accordance with the Criminal Code or other relevant laws, ensuring that individuals can report incidents without fear of retaliation. (Articles 12, 18, 19)

3. Fair Investigation Procedures and Access to Remedies

Investigations and reviews are conducted by a committee composed of professionals with relevant expertise and gender sensitivity, ensuring fairness, impartiality, and the protection of the rights of all parties involved. If the complainant disagrees with the investigation outcome, they may request a re-investigation or seek administrative remedies in accordance with regulations, safeguarding their legal rights. (Articles 14–23)

Through these measures, NTNU ensures that students, faculty, and staff affected by gender-based educational or employment disadvantage have access to well-established reporting channels, confidentiality protection, and follow-up remedies, thereby safeguarding their rights to education and employment.

5.6.9 Paternity Policy

NTNU complies with Article 15 of Taiwan’s Gender Equality in Employment Act, which guarantees parental leave and support for both female and male employees. Female employees are entitled to maternity leave and prenatal check-up leave, while employees whose spouses are pregnant are granted paternity leave and prenatal accompanying leave to participate in childbirth and childcare duties.

Through these measures, NTNU promotes gender equality in the workplace and encourages shared parental responsibilities, ensuring that both women and transitional parents are supported in balancing family and professional life.

Gender Equality in Employment Act Enacted and promulgated a total forty articles of the Act by the Presidential Order No. 09100003660 on January 16, 2002. The Act shall become effective on March 8, 2002. 10. Amendments to the Gender Equality in Employment Act, promulgated by Presidential Order of Hua-Zong-(1)-Yi-Zi No. 11200069341 on August 16, 2023, revised and promulgated the titles and Articles 1, 2, 5, 12, 13, 27, 34, 35, 37, 38-1, and 40; added Articles 13-1, 32-1 to 32-3, 38-2 to 38-4, and 39-1; except for Paragraphs 2 to 4 of Article 5, Paragraphs 3, 5 to 8 of Article 12, Articles 13, 13-1, 32-1 to 32-3, 34, and 38-1 to 38-3, which shall be enforced from March 8, 2024, all other Articles shall be enforced from the date of promulgation. (Former Title: Act of Gender Equality in Employment; New Title: Gender Equality in Employment Act) Article 15 (I) Employers shall stop female employees from working and grant them a maternity leave before and after childbirth for a combined period of eight weeks. In the case of a miscarriage after being pregnant for more than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for four weeks. In the case of a miscarriage after being pregnant for over two months and less than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for one week. In the case of a miscarriage after being pregnant for less than two months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for five days. (II) The computation of wage during maternity period shall be in accordance with related laws and regulations. (III) When pregnant employees are diagnosed by a physician as needing to recuperate, their leave-taking and wage during the period of medical treatment, care, or recuperation, shall be in accordance with related laws and regulations. (IV) During an employee’s term of pregnancy, their employer shall grant seven days of leave for pregnancy checkups. (V) When an employee accompanies their spouse for pregnancy checkups or such spouse is in labor, their employer shall grant the employee seven days off as pregnancy checkup accompaniment and paternity leaves. (VI) Regular wages shall be paid for pregnancy checkups, pregnancy checkup accompaniment and paternity leaves. (VII) For the payment of wages for the periods of pregnancy checkups, pregnancy checkup accompaniment and paternity leaves in accordance with the provisions of the preceding Paragraph, employers may apply to the central competent authority for subsidies for the payment of wages for the parts of periods exceeding a five-day period of leave, excluding the situations in which a period of pregnancy checkups, pregnancy checkup accompaniment and paternity leaves of over five days and the regular wages are required to be granted in accordance with other laws or regulations. (VIII) The distribution of the subsidies stated in the preceding Paragraph shall be handled by the Bureau of Labor Insurance of the Ministry of Labor under the appointment by the central competent authority.