Equal opportunities at Palacký University Olomouc

Palacký University in Olomouc strives to create an open, tolerant and respectful environment that excludes any form of discrimination. In future years, it will strive to increase gender equality and build a culture of equal opportunities. For this purpose, the Gender Equality Plan (EN) has been prepared, which sets out specific objectives and measures for the period 2022-2023 aimed at systematically addressing gender equality at UP. The Gender Equality Plan is fully in line with the Strategic Plan for Educational and Creative Activities of UP in Olomouc for the period 2021+ and the Human Resources Strategy for Researchers (HRS4R) / HR Award. By adopting the document, UP fulfills, among others, an important condition for the institution's involvement in international projects such as Horizon 2020.

The current Equal Opportunities Plan is designed for the period 2024-2026 and builds directly on the previous GEP; a detailed assessment of the first Equal Opportunities Plan and the process of developing the current plan are described in the Final Report of the UP Equal Opportunities Plan 2022-2023. As in the first GEP, the five thematic axes continue to be followed:

  1. Gender equality in recruitment and career growth.
  2. Gender equality in management and decision-making positions. 
  3. Work-life balance, organizational culture. 
  4. Integration of the gender dimension into research and educational content.
  5. Preventive measures against gender-based violence.

These headline targets form thematic areas within which specific sub-actions have been proposed for the period 2024-2026:

  1. Modification of selection processes at UP
  2. Development of the UP adaptation methodology
  3. Revision of the UP employee evaluation system
  4. Benefits policy at UP
  5. Equal pay analysis
  6. Publicly available statistics on the ratio of men and women at UP
  7. Mapping the family friendly environment at UP
  8. Support for the policy of work-life balance at UP
  9.  Communication strategy for strengthening  organizational culture at UP
  10. Starting the topic of Age Management at UP
  11. Establishment of the Equal Rights Committee
  12. Training on the integration of the gender dimension into research
  13. Opening of a gender equality course for students
  14. Implementation of a zero tolerance policy on gender-based violence at UP

The targets were also developed based on the findings and recommendations of the two questionnaire surveys:

1) Family Friendly UP

  • An internal survey targeting all students and persons employed at UP, 
  • the aim was to find out what is missing at UP to make it more parent and child-friendly.

2) Diverse and flexible work culture

  • Questionnaire survey of the Ministry of Labour and Social Affairs, which targeted all persons employed at the UP,
  • the survey aimed to map the situation in the area of diversity and flexibility.

The main objectives

  1. Gender equality in recruitment and career growth.
  2. Gender equality in management and decision-making positions.
  3. Work-life balance, organizational culture.
  4. Integration of the gender dimension into research and educational content.
  5. Preventive measures against gender-based violence.

These headline targets form thematic areas within which specific sub-actions have been proposed for the period 2022-2023:

  1. Adjustment of UP recruitment and selection policy.
  2. Development of the UP adaptation methodology.
  3. Revision of the UP employee evaluation system.
  4. Modification of UP benefits policy.
  5. Amendment to the UP Career Code.
  6. Equal pay analysis at UP.
  7. Publicly available statistics of the men to women ratio at UP (in particular with regard to representation in management and decision-making positions).
  8. Mapping the family friendly environment at UP.
  9. Support for the policy of work-life balance at UP.
  10. Communication strategy for strengthening organizational culture at UP (Campaign the Fair University).
  11. Starting the topic of Age Management at UP.
  12. Establishment of the Equal Rights Committee (Commission for the implementation of the Gender Equality Plan).
  13. Online workshop on integrating the gender dimension into research.
  14. Opening a gender equality course for students.
  15. Implementation of a zero tolerance policy on gender-based violence at UP (including an information campaign on aid tools, periodic training for managers and workers, etc.)

Statistics

Implementation and coordination

The current Gender Equality Plan is prepared for the 2024-2026 period. The Human Resources Department at UP Rector's Office is responsible for coordinating the implementation of the sub-activities. The persons in charge of the implementation of the GEP, who are UP's core staff, will be involved in the continuous implementation of all the activities; the monitoring role is played by an evaluation panel composed of representatives of the departments and sections of UP Rector's Office concerned by each thematic axis.

Contacts

Human Resources Department, UP Rector's Office

Mgr. Markéta Šupplerová
marketa.supplerova@upol.cz

Mgr. Veronika Fousková
veronika.fouskova@upol.cz

 

Other important documents

 

 

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