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 UP 2022–2023 Gender Equality Plan is a set of goals, activities, and measures designed to help build equal conditions and opportunities for all employees and students of the university. It was tailored to our organization and is the result of the UP gender equality analysis carried out in the second half of 2021 in cooperation with the company Gender Studies

The analysis followed the gender audit best practices:

  • Statistical data collection and analysis,
  • Quantitative research (questionnaire survey),
  • Qualitative research (individual and group interviews),
  • Institutional analysis (analysis of internal documents and processes).

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

In 2020, the share of women was 53%. A higher number of women is found in the central units (including Accommodation and Dining), where women make up 71% of all employees (category: other, i.e. admin, manual and healthcare jobs). Comparing faculties, the largest disparity between the number of women and men is at the Faculty of Science, where men make up 60%.

As evident from the results of the 2018 Monitoring Report on the Position of Women in Czech Science, gender inequality in higher education, science and research is manifested primarily by the unbalanced representation of men and women in senior scientific and academic positions. The situation at UP is similar. While parity is maintained in the category of assistant professors, the gender scissors open up in the case of associate and full professors. The overall share of men at the university management level is 63%. The higher up the career ladder we look, the clearer the proportion of women decreases (for example, by only one woman among the deans of the university (as of 31 December 2021).

Implementation and coordination

The current Gender Equal Plan is prepared for the period 2022-2023. The coordination is entrusted to the Human Resources Department at UP Rector's Office. The monitoring role will be performed by the Equal Rights Committee headed by the Rector of UP.

Contacts

Human Resources Department, UP Rector's Office

Mgr. Markéta Šupplerová
marketa.supplerova@upol.cz

Mgr. Dana Sztwiertnia Hellová
dana.hellova@upol.cz

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