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 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 | |||||||
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Area | Aim | Responsible | Objective Actions | Financial sources | Timeframe (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 | VÚMOP | Q1 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 | VÚMOP | 2023 | 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 | VÚMOP | Q1 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/PL | Q1 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 | VÚMOP | 2023 | 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 VÚMOP | Director | Ensuring equal opportunities for all genders when recruiting new employees | VÚMOP | Q1 2023 | Gender-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 |