Translated using

Machine-translated page for increased accessibility for English questioners.

Promoting gender equality

Promoting Gender Equality at Masaryk University

Masaryk University (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 to reconciling the work and personal lives of all its male, female and male employees and students. MU fulfils this commitment at the level of individual faculties and institutes and through the activities of the University as a whole.

The current framework for the development and implementation of effective measures to achieve the objectives in the priority areas of gender equality at MU and within MU units is contained in the MU Gender Equality Plan 2025-2028. The measures of the MU Gender Equality Plan 2025-2028 are proposed on the basis of the results and recommendations of gender audits conducted by MU units in 2024. These findings were supported by content analysis of documents, analysis of statistical data, results from questionnaire surveys, group discussions, individual and group interviews.

The priority areas of the MU Gender Equality Plan 2025-2028 are:

Transforming the internal culture of the organization.
Gender balance in leadership and decision-making.
Combination of work and parenthood.
Recruitment, selection and promotion.
Measures against sexual harassment and other forms of gender-based violence.
Integrating the gender dimension into the content of research and innovation.
Collection and monitoring of gendered data.
Allocation of human and financial resources to address gender equality issues.

In the previous period, the MU Gender Equality Plan 2022-2024 was implemented. The development of the University Equality Plan was preceded by the implementation of gender audits at individual MU units. A summary report of the 2021 gender audit at the Faculty of Informatics can be found HERE.

MU Gender Equality Plan 2025-2028 (CZ)

MU Gender Equality Plan 2022-2024 (CZ)

MU Gender Equality Plan 2025-2028 (EN)

MU Gender Equality Plan 2022-2024 (EN)

An important person in the field of gender equality at MU is JUDr. Eva Janovičová, the MU ombudsman . Students, female and male applicants, employees and alumni can turn to her for help if they feel that their rights or the rights of others have been violated. The Ombudsperson maintains confidentiality, impartiality and independence.

The MU Ombudsperson is also the Chair of the MU Equal Opportunity Panel . The Panel is an advisory body to the Rector of MU assessing compliance with the principles of equality and non-discrimination at MU. The Panel discusses suggestions submitted to it by the MU Rector or the MU Ombudsperson. Panel members are appointed and dismissed by the MU Rector. The Panel is governed by its Rules of Procedure, which were issued by Masaryk University Instruction No. 1/2016 as amended effective 1 January 2024.

To promote gender equality at MU, the website Gender equality at MU was launched in early 2025.

Promoting gender equality at the Faculty of Informatics MU

FI MU has the ambition to be an open, communicative, safe, respectful, and friendly environment focused on the priorities and needs of its employees, staff and learners, which respects the principles of equality and supports employees, staff and learners in achieving their professional goals with regard to work-life balance.

The objectives and measures related to gender equality of FI MU employees, staff and students are contained in the FI MU Gender Equality Plan 2024-2028, which was developed on the basis of the results of the faculty questionnaire survey, focus groups and individual interviews conducted and the recommendations of the gender audit (CZ report), (EN report), which FI MU conducted from April 2024 to September 2024 together with external experts from the NORA Gender Information Centre and with the methodological support of the MU Rector's Office. The FI MU Gender Equality Plan is structured into 7 priority areas, identical to the MU Gender Equality Plan 2025-2028.

The priority areas of the FI MU Gender Equality Plan 2024-2028 are:

Transforming the internal culture of the organisation.
Gender balance in leadership and decision-making.
Combination of work and parenthood.
Recruitment, selection and promotion.
Measures against sexual harassment and other forms of gender-based violence.
Integrating the gender dimension into the content of research and innovation.
Collection and monitoring of gendered data.

FI MU Gender Equality Plan 2024-2028 (CZ)

FI MU Gender Equality Plan 2024-2028 (EN)

Faculty e-course Prevention of gender-based violence

Starting in 2025, FI MU male and female employees can take the faculty e-course Preventing Gender-Based Violence, which explains the phenomenon of gender-based violence and provides strategies for dealing with it if they encounter it on campus. Topics covered in the course include gender bias against women in academic and research settings, sexual harassment, psychological forms of gender-based violence, bias against women in the recruitment process, and gender-balanced expression. The author of the content is the Gender Information Centre Nora, o.p.s., the materials were created within the framework of 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.

Male and female employees can obtain further relevant information on this topic on the MUNI Employee Portal (login required). MUNI Staff Portal

News, invitations, courses

MU Workshop Gender Stereotypes in Communication

The workshop Gender Stereotypes in Communication, organized by the MU Rectorate Sustainability Office, will take place on 14 May 2026, from 9:00 a.m. to 1:00 p.m. in the Kounic Hall of the MU Rectorate.

This workshop responds to the need to cultivate communication habits to meet the modern standards of an open and inclusive institution. Participants will explore how unconscious biases are reflected in our language, as well as ways to communicate the gender equality agenda across the university in a clear and constructive way. The emphasis is on the practical level, self-reflection and finding ways to engage in professional dialogue.

The workshop explores how gender stereotypes enter into these processes and how they affect perceptions of the institution and individuals. Together, we will focus on cultivating expressions of gender equality and removing communication barriers that can arise in academic life.

Details and application form can be found on the MUNI Internal Education website.

MU workshops on intercultural differences

The academic environment is increasingly international, which brings enrichment as well as misunderstandings stemming from different approaches to communication, time or authority. Presentation workshops organised by the MU Rectorate's Office of Sustainability offer an understanding of cultural differences and show how to use them as a source of inspiration and effective cooperation instead of frustration.

A workshop on how to prevent intercultural conflicts will be held on June 1, 2026. The workshop will introduce participants to the typical sources of conflict and teach them to recognize the dynamics of conflict. Participants will practice coping models and de-escalation techniques. By working with real-life scenarios, they will gain concrete tools for effective and respectful communication. The workshop will help turn cultural differences from a potential obstacle into an inspiring source of cooperation. Details and application form can be found on the MUNI Internal Education website.

On June 5, 2026, the workshop Intercultural Differences in the Role of the Manager will take place. The workshop focuses on the specifics of working in culturally diverse environments, on sensitively and effectively leading international teams, and on transferring intercultural understanding into everyday management practice. Participants will gain practical tools, share experiences, and learn to adapt their leadership with respect for different values and work styles. Details and application form can be found on the MUNI Internal Education website.

European Commission presents new Strategy for Gender Equality 2026-2030

The European Commission has adopted a Gender Equality Strategy 2026-2030 for a more equal, cohesive and successful Europe. The Strategy mainstreams gender equality in all aspects of life, online and offline, from education and health to work and public life, while addressing modern threats such as cyber violence and AI-related risks affecting women in particular.

Despite the progress made, estimates from the European Institute for Gender Equality suggest that at the current rate of change, it would take 50 years to achieve full gender equality in the EU. Disparities between Member States still remain. The new strategy translates the objectives of the Women's Rights Plan, presented by the Commission and endorsed by all Member States in 2025, into concrete actions to empower women and girls, engage men and boys, strongly reject any retreat from fundamental rights and accelerate progress towards a truly gender-equal Europe.

This strategy, which was presented ahead of International Women's Day on 8 March, builds on the key legislation adopted under the 2020-2025 Strategy for Gender Equality, including rules to combat violence against women, transparency of remuneration and improving gender balance in the management and supervisory bodies of companies, as well as the implementation of work-life balance rules to promote equal sharing of caring responsibilities.

Active Bystander Intervention Workshop

On 5 May 2026, from 14.30 to 17.30, the workshop "On site Training: Active Bystander Intervention" will take place at the Central European University in Vienna, in the framework of the GenderSAFE project.

How we react when we witness harmful behaviour matters. Active bystander intervention is a key prevention strategy for addressing gender-based violence in higher education and research settings.

This presentation workshop will equip male and female participants with the knowledge, skills and confidence needed to recognize gender-based violence and intervene safely and effectively. Based on evidence-based approaches and interactive methods, the workshop supports male and female participants in understanding their role as witnesses and in taking responsible action in academic and professional settings.

The workshop combines short inputs with group discussion, model situations and role-play, allowing male and female participants to practice specific intervention strategies in a supportive and safe learning environment.

If you are interested in participating, you must register for the event using this form.

Mothers and Fathers Welcome 2026 Conference

On 23 April 2026 from 9:00 am to 2:00 pm, the Mothers and Fathers Welcome 2026 Conference will take place at zenwork - ARA Palace, Perlová 371/5 in Prague.

The theme of this year's conference will be a continuation of the previous successful years.The topic will be the shortening and systemic change of parental leave. We will focus in greater detail on the positive economic impacts that this change brings - whether it is increased flexibility of the labour market or expanding the availability of pre-school care. Following the example of Swedish practice, we will look at the possibility of grandparents being involved in childcare - the so-called "grandparenting." Again, questions will be raised concerning the economic and social accessibility of parenthood in the Czech Republic, in the context of unfavourable demographic trends and declining birth rates.

The programme also includes contributions to corporate good practice in this area, namely the good practice of Česká spořitelna, a.s. Diversity Charter Ambassador, and good practice from Heineken Česká Republika, a.s.

Details of the programme and the application form can be found on the DIVERSITY website.

L'Oréal-UNESCO For Women in Science 2026 Programme

The L'Oréal-UNESCO For Women in Science programme has announced the acceptance of applications for support on 1 February 2026. In 2026, the award will amount to 600,000 CZK and will be distributed among three female scientists. The awardees can use this amount at their discretion for direct or indirect career development. In addition to financial support, the winners will also receive media publicity to help them build their professional network and inspire young girls to choose a scientific career.

Female scientists up to and including 40 years of age with a Ph.D. degree in one of the supported scientific fields are eligible for the award.

Basic information about the call:

Competition deadline: 30.4.2026
Deadline for announcing the results: 31.5.2026
Oral presentation of the project: June 2026
Total call allocation: 600 000,- CZK
Maximum amount of financial support per project: CZK 200 000,-

Terms and conditions of the call can be found HERE.

If you are interested, please contact the project manager Mgr. For more information please contact the project manager Mgr. Ondřej Najman from the Research and Project Support Department of FI.

Implementation of the FI MU Gender Equality Plan in 2025

The year 2025 marked a shift for FI MU in terms of promoting equality, safe environment and care for employees. The principles of gender equality were reflected in internal processes and communication. The pages dedicated to gender equality and harassment prevention were developed, including the addition of graphic procedures and information on who to contact in different situations. A faculty e-course on Preventing Gender-Based Violence was also developed.

Onboarding and offboarding were developed, with the introduction of an e-course for departing male and female employees and an anonymous exit questionnaire.

Emphasis was placed on support in reconciling work and personal life. Workshops were offered by CERPEK and the MU Rectorate's Department for Personnel Management on psycho-hygiene, burnout prevention, etc., and support for carers continued through information flows on school fees, return grants and childcare options.

The FI Gender Equality Plan also includes the topic of protection of rights and safe environment. The Faculty Ethics and Rights Protection page has undergone a major revision. Other activities were related to reflecting the principles of equality between women and men in promotional materials or on social media. The faculty page Women in IT - Inspiring Women at FI was also developed and medallions of inspiring women at FI were added.

The implementation of individual measures of the FI Gender Equality Plan 2025 can be found HERE :CZ version and EN version. FI also actively participated in the implementation of the MU Gender Equality Plan.

NCC Workshop - Gender and Science: Conducting focus groups

On 31 March 2026 from 10am to 1pm, the first NKC workshop of the year, Gender and Change, Communities for Change, will be held on Focus Group Leadership.

In the first part of the workshop you will experience what it is like to be in the position of a focus group member. The aim of the workshop is to:

Strengthen the competencies of the membership to lead focus groups in the institution.
Increasing internal capacity in social science methods and their application to the gender equality agenda in the institution.
Sharing current needs and challenges in advancing the gender equality agenda among institutions.

The second part of the workshop will be devoted to the theoretical anchoring of the conduct of the focus groups and reflection on the first part of the workshop so as to link the theoretical knowledge acquired with the lived ones.

If you are interested in participating, please register for the event using this form.