Gender Equality Plan

The VÚMOP Gender Equality Plan is a practical tool for the promotion and systematic support of equal opportunities for men and women in research, development, other activities and human resource management at VÚMOP in line with the current European Strategy for Gender Equality 2020-2025 and the requirements of Horizon Europe.

The main objectives of the VÚMOP Gender Equality Plan are:

  • Systematically remove barriers to the promotion of equal opportunities at VÚMOP
  • Encourage women's career advancement to leadership positions
  • Prevent the outflow of women from science after completing doctoral studies or after maternity and parental leave
The proposed milestones for the period 2023-2025 are mainly based on surveys and recommendations of the gender audit, which was realized at VÚMOP by the audit team of Osvětová beseda, o.p.s. during the months of October and November 2022. The audit was conducted in accordance with the Gender Audit Standard issued by the Office of the Government of the Czech Republic on October 6, 2015.
 

The following methods were used in the implementation of the gender audit at VÚMOP:

  • Collection and content and language analysis of publicly available and internal documents
  • A questionnaire survey among employees; the questionnaire was completed by a total of 68 employees (77%)
  • Discussion groups with employees across departments and positions, semi-structured interviews, telephone and email interviews with female employees on maternity/parental leave and Consultation with the authorized person for VÚMOP

The gender audit covered the following areas:

  • Equality objectives of VÚMOP
  • Ensuring equality
  • Personnel policy
    • Recruitment and release of employees
    • Organizational structure with regard to gender equality
    • Training of employees
    • Evaluation and remuneration
    • Work-life balance
  •  Internal culture of VÚMOP

Based on the identified shortcomings in the individual areas, the following measures have been proposed:

  • Creation of a Directive to address sexual harassment. This has already been fulfilled with the publication of the Directive on Preventing and Addressing Sexual Harassment in VÚMOP  in December 2022 and the designation of a person in charge of sexual harassment matters
  • Removal of generic masculine from publicly available and internal VÚMOP materials and continued to actively oppose its use
  • Care for gender-correct job advertisements
  • Promote women's advancement to leadership positions

Monitoring, control and evaluation activities of gender equality compliance

  • All areas of the Gender Equality Plan will be monitored continuously with emphasis on compliance with the individual measures of the given areas
  • Once a year, an evaluation report will be prepared on the state of implementation of the Gender Equality Plan
  • The person responsible for monitoring, controlling and evaluating the gender equality compliance is the HR officer in charge of 0.1 institutional hours
Gender Equality Plan 2023 – 2025
AreaAimResponsibleObjective ActionsFinancial sourcesTimeframe (from)Indicator
 1   

Preventing and addressing sexual harassment

Implementation of the Directive to Prevent and Address Sexual Harassment in VÚMOP
HR
Notification of the directive to employees and the complaint handler. Emphasis on compliance and effectiveness of measures, evaluation of proposals and suggestions on the subject
VÚMOPQ1 2023
Employee awareness of the existence of Directives, recording of complaints and their resolution in the event of sexual harassment
2
Gender correctness in documents and advertising of vacancies
Preserving gender equality in public and internal document
HR
Revision and modification of all public and internal documents, removal of generic masculine
VÚMOP2023
Revised document
Gender-correct job position
When advertising job vacancies, state the gender-correct title of the position so as not to discriminate against any gender
Q1 2023
Gender-correct vacancies on VÚMOP website and external advertising portal
3
Work-life balance support
Promote part-time work and support work from home
Director, Heads of organisational units
Continue to allow for part-time work, maintaining the current very flexible working hours and the possibility to work from home where the nature of the activity allows
VÚMOPQ1 2023
Part-time employment contracts, Agreements on the performance of work from home, Directives determining working time patterns
Promote cooperation with people on maternity/parental leave
Focus on reaching parents on ML/PL, parents leaving on MD/RD and parents returning from ML/PLQ1 2023
Creating a database of parents' contacts and sending relevant information
4
Education in the area of equal opportunities at VÚMOP
Raising awareness of gender equality issues
HR
Continuously inform employees about the principle of equal opportunities in VÚMOP and further acquaint with this issue all new employees and female employees
VÚMOP2023
Career growth of female employees, number of female employees in managerial positions, incentives of female employees to improve conditions for their career development and operation at VÚMOP and initiative leading to the implementation of these proposals
Increasing the number of women in leadership positions
Director
Support women in their career development and education and support women in their career advancement to higher positions
2023
5
Gender composition at VÚMOP
Stabilisation of gender balance at VÚMOPDirector
Ensuring equal opportunities for all genders when recruiting new employees
VÚMOPQ1 2023Gender-balanced composition of employees at VÚMOP
Monitor the departures of employees, take into account the gender perspective and identify and analyse the reasons for departures
Q4 2023