Promoting gender equality

Training on personal and collective security at FI

On April 24, 2025, a training on personal and collective security at FI was held, which was lectured by Mgr. Pavel Bojanovský, MU Security Manager. More than 40 academic and non-academic staff and employees of FI attended the training organized in a hybrid form.

The training focused mainly on:

• possibilities of increasing personal and collective security of employees,
• signals to be noticed, evaluated and not kept to oneself,
• scenarios of the most frequent violent attacks and the principles of behaviour during them,
• handling conflict communication situations (how to handle escalated communication, how to leave the office safely and ensure your safety comfort),
• incidents, their reporting and recording.

Invitations to events related to the International Day of Women and Girls in Science 2025

What conferences, seminars and other events are taking place this year as part of the International Day of Women and Girls in Science?

On February 11, 2025, the conference "Become a Woman Scientist for a Day" will be organized by the Faculty of Nuclear Engineering of CTU together with the Faculty of Electrical Engineering of CTU, in collaboration with Second Foundation, BNL-CZ and CERN-CZ. The conference, with female experts from practice and academia, will offer participants the opportunity to experience science first-hand. They can choose from topics ranging from particle physics to robotics to precision machine calibration.

On 11 February 2025, the Faculty of Science of Charles University will host the Women in Science: Challenges and Opportunities on the Way. The event starts at 5.30pm - an evening of inspiring stories and stimulating discussions, with women researchers from different backgrounds sharing their experiences.

Palacký University in Olomouc is organising a "Debate with Women Scientists in the Fortress of Knowledge" on 10 February 2025 and a " Breakfast with Science in the Student Club" on 11 February 2025, especially for junior women scientists and PhD students. Mgr. Michaela Šaradín Lebídková, Ph.D. from the Faculty of Social Studies MU (FSS MU). Her main research interest is digital intimacy and digital wellbeing, which she explores through the lens of media effects. The topic of digital wellbeing is addressed in a joint project of FSS MU and FI MU.

International Day of Women and Girls in Science 11 February 2025 with NKC - Gender and Science

On 11 February 2025, NKC - Gender and Science will launch a month-long online campaign to highlight the changes that should happen in the Czech academic environment to prevent a talent drain and suppression of the potential of women and other marginalised groups. Through the involvement of inspiring women scientists and science students, the campaign aims to highlight that change is not only desirable, but necessary.

This year's NCC campaign for International Day of Women and Girls will run for a month, leading up to Women's History Month and International Women's Day in March. Its international motto this year is Accelerate Action: that is why NKC wants to stress the need for change in the Czech academic environment. What prevents women scientists from developing successful scientific careers? What barriers do they have to face? What do they wish would change? For more information about the campaign, follow the website www.genderaveda.cz.

New FI e-learning: Preventing gender-based violence

What forms of violence are covered by the term gender-based violence? Can you also encounter it in academia?

In the MU Information System, we have put together an interactive training course for male and female employees of the Faculty of Informatics that explains the phenomenon of gender-based violence and offers strategies on how to deal with it if they encounter it on campus. The author of the content is the Gender Information Centre Nora, o.p.s. The training materials were created within the project "Prevention of gender-based violence in the working environment of public research institutions and universities in the Czech Republic", which was financially supported by Norway through the Norway Grants.

The topics of the course include, for example, gender bias against women in academic and research environments, sexual harassment, psychological forms of gender-based violence, bias against women in the recruitment process, gender-balanced expression.

The Preventing Gender-Based Violence e-course can be found HERE.

MU Gender Equality Plan 2025-2028

MU implements a variety of measures to promote gender equality as part of the University's strategic commitment to the principles of transparency, equality and accountability, and at the same time with regard to the work-life balance of all its employees and students. It fulfils this commitment at the level of its units and through the activities of the University as a whole. All this is done on the basis of the MU Gender Equality Plans as well as the sub-gender plans of individual MU faculties and institutes.

The measures set out in the MU Gender Equality Plan 2025-2028 are currently being implemented.

To promote gender equality at MU, the university website Gender Equality at MU was launched in January 2025.

On the page you can find out more about the gender plans, important people and institutions, and the GEP working group at MU. You will also find various educational events, publications and statistics.

CAREER RESTART 2025 grant scheme

The next edition of the CAREER RESTART grant scheme has been announced. The competition period runs from 9 September 2024 to 18 October 2024. The announcement of the results of the call will take place at the GAMU Annual Conference on 11 December 2024.

The aim of Career Restart is to create conditions for the integration of researchers after a career break (e.g. due to parental leave, long-term illness or long-term care of a loved one) into research teams at MU. CAREER RESTART grants will facilitate and accelerate the return of talented young scientists to productive scientific careers and thus increase the percentage of their representation in independent/senior research positions. Detailed information can be found HERE.

The Faculty of Computer Science has adopted the FI Gender Equality Plan (Part 1)

The FI Gender Equality Plan was created based on the outputs and recommendations of the gender audit that FI conducted from April to September 2024 together with external experts from the Gender Information Centre NORA with methodological support from the MU Rector's Office.

The development of the FI Gender Audit and the FI Gender Equality Plan is part of the current Faculty HR Award Action Plan (HRS4R). The same was the case for the 1st Gender Audit and Plan in 2021. The FI Gender Audit covers the following key areas:

• Organizational objectives and institutional arrangements for gender equality policy,
• the organisation's culture and workplace relations,
• the gender dimension in research,
• HR and payroll policies,
• wellbeing and work-life balance.

The six-month audit process consisted of several quantitative and qualitative methods of data collection and analysis:

• Analysis of public and internal university and faculty documents, websites and social media. MU and FI networks,
• processing and analysis of statistical data,
• online questionnaire survey,
• 4 face-to-face focus groups,
• face-to-face and online individual interviews with male and female FI employees who expressed interest in the questionnaire survey.

The Faculty of Informatics adopted the FI Gender Equality Plan (Part 2)

The audit found that FI systematically and actively promotes gender equality and diversity. It has incorporated the principles of equal treatment and non-discrimination at faculty level. In 2024, the focus was on the development of the adaptation process for new employees, and the evaluation of non-academic male and female employees was introduced. FI also offers a wide range of arrangements for caring male and female staff, helping to reconcile work and personal/family life. Sub-topics for improvement or development have also been identified. A team of external experts proposed more than 30 measures covering 7 areas:

• Transforming organisational culture,
• work/parenting/life balance,
• recruitment and selection and functional progression,
• gender balance in leadership positions,
• measures against sexual harassment and other forms of gender-based violence,
• the gender dimension in research and innovation,
• studies and student population.

Suggested measures include, for example, the creation of mentoring programmes to support women's career development, awareness raising and training on the gender dimension in research, gender-based violence or gender-sensitive language, raising awareness of remuneration, benefits, complaints or anti-discrimination law, and the collection and evaluation of gender-segregated data. The implementation of these measures will be subject to regular annual evaluation and review.

We thank all participants in the gender audit for their participation. We greatly appreciate your feedback, your opinions and shared experiences. To share your suggestions for positive change at FI, please email pers@fi.muni.cz.