bulhart@iba.muni.cz www.sablony.muni.cz
muni
Masaryk University
Gender Equality Plan
2022–2024
muni.cz
1/10 Masaryk University Gender Equality Plan 2022-2024
Masaryk University Gender Equality Plan
2022-2024
(Gender Equality Plan MU – GEP MU)
PREAMBLE
The management of Masaryk University is following the European Union's gender equality goals for
2020-2025 (Equality Union: Strategy for Gender Equality 2020-2025) and the Ministry of Education,
Youth and Sports' Gender Equality Support Plan 2021-2024. MU will implement a variety of measures
to promote gender equality as part of the University's strategic commitment to the principles of
transparency, equality and accountability, while at the same time reconciling the work and personal
lives of all its employees and students. The University will pursue this commitment at the level of its
units and through the activities of the University as a whole. The individual professional departments of
the MU Rector's Office will cooperate with the faculties in the implementation. The plan provides a
framework for the development and implementation of effective measures to achieve the goals in the
priority areas of gender equality at MU and within MU units.
STRATEGIC CONTEXT
MU recognizes that its most valuable asset is its people, and that achieving its mission depends on the
performance, dedication, professionalism, and abilities of its employees and students. While MU has
already made significant progress in creating a fair, flexible, and gender-balanced work environment, it
will continue to cultivate an organizational culture in which employees and students have equal
opportunity in all areas. To achieve this strategic goal, the University will create adequate institutional
tools, implement and financially support the activities outlined in this MU Gender Equality Plan for 2022-
2024, which are in line with the vision and goals of Masaryk University's Strategic Plan 2021-2028.
THE BACKGROUND TO THE GENDER EQUALITY PLAN
Measures in the areas of the Gender Equality Plan are proposed on the basis of the results and
recommendations of gender audits carried out by MU units in the period 03-07/2021, which covered the
following areas: Transformation of organizational culture; work-parenting mix; recruitment and selection;
career progression, equal opportunities for women and men in leadership positions; measures against
sexual harassment and other forms of violence; inclusion of the gender dimension in research and
innovation; studies and student population; collection and monitoring of gender-differentiated data;
allocation of human and financial resources to address gender equality issues. The findings presented
in the final reports of the gender audits in individual thematic areas are supported by content analysis of
documents, statistical data analysis, results from questionnaire surveys, group discussions with
selected groups of people, individual and group interviews. The results of the individual gender audits
are the basis for this MU Gender Equality Plan (from now on referred to as GEP MU).
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IMPLEMENTATION AND ACCOUNTABILITY
At the MU management level, a Gender Equality Guarantor has been appointed who will cooperate with
other Vice-rectors and, in particular, with MU units and representatives of relevant departments from the
MU Rector's Office in the implementation of GEP MU activities. The Guarantor is the Vice-Rector for
Human Resources and Academic Affairs, in collaboration particularly with the Vice-Rector for Student
and Alumni Affairs. It will regularly report on his/her activities and achievements in the implementation
of the GEP MU to the MU Management Board, principally in the form of an annual report in this area,
including proposals for measures for the next period to fulfil the objectives and activities of the GEP MU.
The annual report will also be available to the management of the individual MU units and all MU
employees and students.
AREAS OF THE GENDER EQUALITY PLAN
1. TRANSFORMING THE INTERNAL CULTURE OF THE ORGANISATION
The university and its units will support the organizational culture and working and learning
environment that includes the following areas: the organisation's visions and goals and gender equality,
gender-balanced promotion and marketing, a gender perspective in terms of working conditions,
consideration of leaving the academic sphere, the system of evaluating scientific and teaching work,
foreign mobility, creation of internal regulations, and internal and external communication of MU and
its units.
2. GENDER BALANCE IN LEADERSHIP AND DECISION-MAKING
The University and its units will support improved opportunities for gender balance in management and
decision-making.
3. WORK – LIFE BALANCE
The University and its units will facilitate and further support flexible forms of work and create conditions
for the provision of childcare and family care to enable employees to balance work and family
responsibilities.
4. RECRUITMENT, SELECTION AND CAREER PROGRESSION
The University and its units will implement recruitment and selection without gender bias based on the
principles of OTM - R (Open - Transparent - Merit Based Recruitment, hereinafter referred to as
OTMR). As part of the career progression, they will strive to develop and maintain a gender-diverse
workforce by creating a talent management system, a career support system and mentoring especially
for early-career women researchers.
5. MEASURES AGAINST SEXUAL HARASSMENT AND OTHER FORMS OF
GENDER-BASED VIOLENCE
The University and its units will develop preventive measures against bullying or sexual harassment
and other forms of gender-based violence, and improve the complaint process, supplemented by
mediation and counselling and advisory services for the fair resolution of cases that arise.
6. INTEGRATING THE GENDER DIMENSION INTO RESEARCH AND
INNOVATION
The University and its units will strive to promote and integrate the gender dimension into research and
innovation and teaching through the support of gender-balanced research teams; they will promote
research results achieved by women and gender-responsive research.
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7. COLLECTION AND MONITORING OF GENDER-DISAGGREGATED DATA
The University and its units will establish a system for collecting and regularly evaluating genderdisaggregated
data in GEP MU areas.
8. ALLOCATION OF HUMAN AND FINANCIAL RESOURCES TO ADDRESS
GENDER EQUALITY ISSUES
The University and its units will generate adequate resources within their annual budgets to implement
the proposed measures to support gender equality in all areas of the GEP MU.
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MU Gender Equality Plan (GEP MU) 2022-2024 - measures and actions
1. Transforming organisational culture
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the relevant Vice-Rectors and Rector´s Office
departments)
Goal Measure / description of action Target group Date / period Indicators
Introduce a gender equality
policy at MU
Creation and publication of the Gender Equality Plan
(GEP MU) for 2022-2024
in the form of a formal document
An Annual publication of a report on the fulfilment of
the GEP MU objectives according to defined
indicators
Employees
Students
Public
Grant agencies
12/2021
Annually
GEP MU published
Report on the fulfilment of MU GEP
objectives for the year published
Develop provisions reflecting
gender equality in internal
regulations and institutional
standards
Inclusion of the gender dimension in relevant MU
internal standards, as well as in the directives, orders
and measures in the framework of their development
and updating
Employees
Students
Public
2022-2024
Ongoing, as needed
Relevant MU internal regulations and
other institutional norms reflect the
principles of gender equality
Increase awareness and
understanding of gender
equality issues
Appropriate supplementation of existing employee
development and training activities with gender topics,
implementation of lectures and workshops on gender
topics aimed at increasing the sensitivity of this issue
Employees
Teachers
Senior employees
Students
From 01/2023 + Number of lectures and workshops on
gender topics and number of employees
and students involved
Identify and address
potential remuneration
inequalities from the
perspective of gender
equality
Implementation of remuneration analysis from the
perspective of gender equality using an appropriate
analytical tool
Based on a remuneration analysis from the
perspective of gender equality, update the Internal
Wage Regulation if necessary.
Employees 12/2023
12/2024
Results of the analysis
MU Internal Wage Regulation possible
update
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Modernize the process and
outcomes of the evaluation
process for academic and
non-academic employees
Review the current system of evaluation of academic
and non-academic employees
Take into consideration career breaks due to
maternity and parenthood and other relevant gender
aspects in the evaluation of academic work
Employees until 12/2023 Revision of the MU employees
assessment system (if necessary, based
on analysis)
Modified online EVAK tool
2. Gender balance in management and decision-making
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the relevant Vice-Rectors and Rector´s Office
departments)
Goal Measure / description of action Target group Date/ Period Indicators
Create conditions for greater
gender balance in
management positions and
advisory bodies
Where relevant (most MU decision-making bodies are
elected and therefore controlled), examine the formal
procedures for applications, nominations and
selection of members in terms of promoting women's
interest in participating in these positions
Precise dates and timeframes for regular meetings of
MU bodies and committees during working hours
Employees
Students
06/2023+ Formal procedures for nominations and
selections for management and decisionmaking
roles as well as advisory bodies
will be reviewed and supplemented with
recommendations where appropriate
Recommendation forwarded to the
organisers of meetings of MU bodies and
committees
Improving gender balance in
management and decision-
making
Develop and reinforce the principles of gender
balance in management or decision-making positions
and advisory bodies in key university and unit
documents while respecting the capabilities of MU
units
Female
Employees
Female Students
12 /2023 + Monitor the proportion of women in
management and decision-making
positions and advisory bodies
3. Work – life balance
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the relevant Vice-Rectors, the Bursar and Rector´s Office
departments)
Goal Measure / description of action Target group Date/ Period Indicators
Introduction of
maternity/parental leave
management and support
for work – family balance
Defining all measures that support the
reconciliation of work and family, offered by
the university in one internal document
Employees
leaving for and
returning from
maternity and
parental leave
12/2023 A document on the possibilities of
supporting work – family balance is
drawn up
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Update of the MU handbook "Maternity leave,
postnatal paternity care and parental leave in
a nutshell"
12/2022
Updated Employee Handbook
Take into consideration
opportunities to work from
home to improve work-life
balance
Utilize all legal opportunities within the
framework of the University-wide directive
regulating work from home conditions to
enable employees to balance work and family
(personal) responsibilities
Employees 2022+ Number/percentage of employees
using the provisions of the directive
regulating work from home
conditions
Extend care options for
young children
To support existing children's groups and to
establish at least one additional childcare
facility (children's group) for university units in
the centre of Brno.
Employees with
young children
12/2022 and
ongoing
The existing facility supported and
one new facility built in the centre of
Brno.
Regularly identify the needs
of employees caring for
dependants
Organization of discussions aimed at
identifying the needs of employees caring for
dependants (e.g. aging parents), including the
need for psychological counselling
Employees
caring for
dependants
06/2023 + every
year
Discussion performed and
identification of needs in a given
year
Institutional support for
caregivers
Develop support programmes for caregivers
based on a needs analysis
Employees in a
caring role
12/2023
and ongoing
Scope and content of the
implemented support measures for
caring persons
4. Recruitment, selection and career progression
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the relevant Vice-Rectors and MU units)
Goal Measure / description of action Target group Date/Period Indicators
Develop a gender unbiased
recruitment and selection
process
Supplementing recommendations for a gendercorrect
procedure during recruitment and selection in
forthcoming university regulations (Selection
Procedure Regulation) and subsequent
methodologies for recruitment and selection at MU
units
Employees involved
in recruitment and
selection
09/2022 The Selection Procedure Regulation (SPR)
at the MU level and the implementing
regulations at the unit level contain all the
principles for dealing with the HR Award,
OTM-R rules relating to recruitment and
selection.
Strive for a gender-balanced
composition of selection
panels
The MU Selection Procedures Regulation set an
explicit requirement for a balanced composition of
selection committees in accordance with the field and
nature of the departments
Employees involved
in recruitment and
selection
09/2022 MU Selection Procedure Regulation -
update
Link to the website
Support balanced career
development and
progression for women and
men
Develop and implement a Career Code at the
university level
Employees Q4/2023 MU Career Code – a new document
Link to the website
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Extend the services of the MU Career Centre for
employees
Provide specific support to employees - grant
applications writing workshops, support in the role of
principal investigators, support in learning leadership
skills, mentoring programmes, workshops on gender
dimensions in research content, etc.
Define specific measures to support parents returning
from maternity and parental leave actively and to
restart their scientific career
From 2023 +
From 2023+
12/2022
Scope and content of services provided by
the Career Centre for employees
Number of activities and trainings
implemented
Number of persons trained
Document created
Link to the website
Extend the GAMU Career
Restart grant scheme
Maintain the budget of the grant and thus ensure its
accessibility to a permanent pool of researchers – men
and women - who have interrupted their research
career, thus facilitating their return to a scientific career
Researchers – men
and women returning
to work
after a career break
in research
from the 2022+
budget
Number of grants awarded
Amount of funding allocated for the GAMU
Career Restart scheme
Support women
researchers in their career
promotion
At the units and university level, support mentoring
programmes specifically for women researchers
Female
employees/academi
cs
By the end of
2023+
Supported by mentors at individual
workplaces
Support women
researchers in their career
promotion
At the university level, organize conferences promoting
women in science and conferences on women in
science
Female
employees/academi
cs
From 2022+
onwards
Scope and content of conferences and
other events on Women in science
Support for career
development
Modify the MU website and websites of individual units
to include information on career growth and
advancement opportunities for employees
Employees By the end of
2023
MU Career Website
5. Measures against sexual harassment and other forms of gender-based violence
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the Vice-Rector for Student and Alumni Affairs and the
relevant Rector´s Office departments)
Goal Measure / description of action Target group Date/ Period Indicators
Acquire expert support for
the proposal and
implementation of measures
against sexual harassment
and other forms of genderbased
violence
Involvement of independent experts in the preparation
of a study and proposal of measures against sexual
harassment and other forms of gender-based
violence, including the sharing of good international
practice in this area
Collection of information about the incidence and
impact of sexual harassment within the University
Employees
Students
Public
01 /2023
Until 06/2023
Expert study on measures against sexual
harassment and other forms of genderbased
violence
An investigation carried out within MU (in
an appropriate form)
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Repeat regularly the investigation of the incidence
and impact of sexual harassment and other forms of
gender-based violence
From 2023 + Regularly repeated investigations
Institutional incident
solutions
Development of a straightforward procedure for
victims, perpetrators, witnesses of sexual
harassment, including a description of the
consequences and sanctions and their embedding in
relevant university regulations and instruments (Equal
Opportunities Panel, MU Ethics Committee)
Employees
Students
12/2022 A regulation governing institutional solution
of incidents and sanctions + updates to
relevant university regulations was drawn
up
Improve the information
process on complaints
Improve staff and students awareness of existing
complaints procedures.
Edit the relevant MU website
Employees
Students
12/2022 + Information campaign implemented
Relevant websites modified
Preventive awareness
campaign on sexual
harassment and genderbased
violence topics
Education in the form of lectures, courses,
workshops.
Creation of an information leaflet
Employees
Students
From 2023 Information campaign implemented
Number of training events
Number of participants
Website, leaflet
Provide support to
employees in dealing with
difficult work situations
Support the possibility of psychological counselling for
all MU employees
Employees From the end of
2022 +
Psychological counselling is also available
to employees
Institutional incident
solutions
Consideration of the institution of an independent
professional counsellor at the university level whom
employees and students who suspect that they have
been victims of bullying, sexual harassment or other
forms of gender-based violence could contact (linked
to other MU tools)
Employees
Students
From 2023 + The services of an independent
professional advisor are available to
employees and students
Conflict prevention Enrichment of the Orientation Week adaptation
course, organized by the Centre for International
Cooperation, with training for international students
focused on the topic of intercultural differences
Students From 2023 + Number of events and number of
participants
Conflict prevention Training of academic and non-academic employees
on the topic of intercultural differences
Employees From 2023 + Number of realized training courses and
number of participants
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6. Integrating the gender dimension into the research and innovation
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the Vice-Rector for Research and Doctoral Studies,
Vice-Rector for Education and Quality and the relevant Rector´s Office departments)
Goal Measure / description of action Target group Date/ Period Indicators
Raising awareness of the
gender dimension in
research and teaching
Complementing or innovating the existing platform of
support for male and female researchers, such as
Freshers, Freshers workshops, Summer School for
PhD students, training on grant programmes, training
in the field of university-wide projects; methodology of
events complemented with gender issues in science,
teaching and research (consideration of gender in the
research plan and research design and composition
of research teams, etc.)
Employees
Students
From 2023
onwards to
individual
activities
Number of performed actions
Number and structure of persons trained
Developed methodology for gender
dimension in research
Supporting the integration of
the gender dimension into
educational activities
Efforts to add a gender dimension to existing
activities, training and other events
Employees Continuously from
2022
Number of performed actions
Number and structure of persons trained
Ensuring equal conditions in
the evaluation of science
and research projects
Gender balance in the evaluation committees of
internal projects, taking into account the possibilities
and maintaining the main criterion of expertise
Employees
Students
from 2023 Internal methodology
Collection of data on the composition of
evaluation committees and research teams
7. Collection and monitoring of gender-disaggregated data
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the relevant Vice-Rectors and Rector´s Office
departments)
Goal Measure / description of action Target group Date/ Period Indicators
Establish a system for
collecting and regularly
evaluating data in the field of
gender equality
Define the sets of indicators, their description and
sources, for the methodology of collecting genderdisaggregated
data so that it is performed comparably
in all units and with respect for the principle of
intersectionality.
Provide and develop tools for the collection and
analysis of gender-disaggregated data (development
of applications in the IS MUNI and use of an
international tool for gender audit and data monitoring
in order to compare MU practice with the international
Employees of
relevant MU
departments and
units
Definition until
12/2022,
tracking from
2023
12/22+
A document was drawn up / created MU
methodology
IT and other tools exist and are used to
collect and analyse gender-disaggregated
data
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environment)
Introduce annual monitoring
of gender-disaggregated
data
Annual monitoring and publication of genderdisaggregated
data
Employees
Students
Public
from 2023 There is a comprehensive set of genderdisaggregated
statistics in all areas of the
GEP MU
8. Allocation of human and financial resources to address gender equality issues
(Guarantor - Vice-Rector for Human Resources and Academic Affairs in cooperation with the University components, relevant Vice-Rectors, Bursar
and relevant Rector´s Office departments)
Goal Measure / description of action Target group Date/ Period Indicators
Institutional arrangement for
the gender equality agenda
The MU management has appointed a gender
equality guarantor, i.e. the Vice-Rector for Human
Resources and Academic Affairs, who will cooperate
with other members of the MU management, MU
units and representatives of relevant departments
from Rector´s Office in implementing the GEP MU
activities; sufficient capacity will be created in the HR
Department to support this new agenda
Employees
Students Public
during 2022 The gender equality agenda guarantors are
active at Rector´s Office and the University's
units
Create resources for the
implementation of the GEP
MU
Secure financial resources for the implementation of
measures in the GEP MU areas
Employees
Students
Public
The budget year
2022 +
Secured budget for financing GEP MU
activities in 2022-2024