The Gender Equality Plan of Mendel University in Brno for the period from 2022 to 2024 was approved by the university management and signed by the rector of the university, prof. Ing. Danuše Nerudová, Ph.D. on 21 December 2021.
The plan is a practical tool for promoting and systematically supporting equal opportunities for men and women in research, development and human resources management at the University in compliance with the current European Gender Equality Strategy 2020-2025 and the requirements of Horizon Europe.
The main objectives of the MENDELU Gender Equality Plan are:
1. To systematically remove barriers to promoting gender equality at the University.
2. To prevent the wasting of human resources and reduce the loss of investments in the female workforce caused mainly by the outflow of women from science after completing their PhDs or after maternity and parental leave.
3. To increase the attractiveness and credibility of MENDELU as a fair and prestigious employer for the best quality and most qualified workforce in both the Czech and international environments.
4. To integrate the gender dimension into research and development content, thus increasing both the quality and innovativeness of results and the chances of MENDELU researchers to obtain grant support.
The proposed sub-objectives for the 2022 to 2024 period are based primarily on the findings and recommendations of the equal opportunities audit.
Based on the weaknesses identified in each area, the following sub-objectives have been defined and the following measures proposed:
1. Systematically monitor and promote equal opportunities at the university level.
2. Set up the use of gender-sensitive language and gender-responsive communication inside and outside the university.
3. Raise awareness on gender equality and unconscious biases at the university.
4. Integrate the gender dimension into research content.
5. Promote equal pay for women and men.
6. Continue to improve the quality of selection procedures.
7. Support the adaptation process of new employees and those returning to work after a long absence.
8. Improve the process of employee evaluation.
9. Promote the stabilisation of university employees.
10. Promote a better work-life balance.
11. Promote cooperation with persons on maternity and parental leave.
12. Prevent mobbing and sexual harassment.