Equality and Diversity Plan

The Institute of Physics of the CAS (FZU) has been the recipient of the HR Excellence in Research Award since 26 April 2019. Receiving this award is a sign of compliance with European standards in the field of employee care and personnel management, which includes the topics of equality and diversity.

The first Gender Equality Plan was prepared at FZU in December 2021. This action plan was gradually implemented in the period 2022-2023. In the period 2024-2026, we are following up with a new Equality and Diversity Plan, which includes not only gender equality but also equal opportunities, diversity and inclusion in a broader sense. These activities are being implemented in the FZU by the Equality and Diversity Panel, its implementation is overseen by the HR Award Steering Committe, and are a part of the HR Award 2024-2026 Action Plan.

Implementation of the Equality and Diversity Plan

The Equality and Diversity Plan focuses on five key areas, which you can read about in more detail below:

1. Work-life balance and organisational culture

2024
1.2.1 Organising workshops / lectures / meetings for staff on equality and diversity	In 2024, we organised an event for our employees to mark the International Day of Women and Girls in Science (11 February), addressed these topics at our Coffee&Talk meetings (August), and held a Family Day for our employees' families (12 September).
1.2.2 Increased promotion of the Equality and Diversity Plan at FZU	All new employees are introduced to the Plan during their initial training, and we also promote it during our regular Coffee&Talk meetings. In 2024, we launched a new website and added videos on the topic. In December, we published HR News (internal link), where we addressed, among other things, the topic of equal opportunities in recruitment and the promotion of thematic e-learning courses.
1.3.1 Arranging the translation of the manual "Using Gender Sensitive Language at FZU" into English	We use the manual from the European Institute for Gender Equality.
1.3.2 Training for all staff who frequently present (especially managers, PRand HR team) on "Using Gender Sensitive Language at FZU"	In December, approximately 60 selected employees (managers, PR, HR team) were approached and advised to study the internal handbook.

 

2025
1.1.1 Systematic monitoring and promotion of equality and diversity at FZU	In May and June, a insitution-wide survey was conducted on the topic of Working Environment, Working Conditions, and Equal Opportunities at FZU (internal link).
1.2.1 Organising workshops / lectures / meetings for staff on equality and diversity	In 2025, we organized an event for our employees to mark the International Day of Women and Girls in Science (February 11), prepared a Family Day for the families of our employees (June 17), and addressed the topics at Coffee&Talk meetings (August).
1.2.2  Increased promotion of the Equality and Diversity Plan at FZU	The main topic of this year's Coffee&Talk was the European Charter for Researchers. In addition to our existing activities, we are now also addressing this topic in extended seminars for newcomers, which are held three times a year.
1.3.2 Training for all staff who frequently present (especially managers, PRand HR team) on "Using Gender Sensitive Language at FZU"	Training on unconscious bias and gender-sensitive communication for a selected group of employees has been arranged with an external supplier, OPIM, and will take place in spring 2026.
1.4.1 Continued collaboration with other institutions on equality and knowledge transferr	We regularly collaborate with NKC - Gender and Science, participate in workshops and conferences (OPIM's DEI Forum conference), and share our experiences with other institutes of the Czech Academy of Sciences.

2. Gender balance in leadership and decision-making 

2024
2.1.1 Update of the methodology for regular feedback reviews with an emphasis on career planning	The methodology has been updated and can be found here (internal link).
2.1.3 Updating the offer and opportunities for work-life balance	Employees were offered new benefits (Pilates lessons, uLékaře.cz platform).

2025
2.1.2 Ongoing monitoring of the current needs of candidates for managerial roles	In May and June, an insitution-wide survey was conducted on the topic of Working Environment, Working Conditions, and Equal Opportunities at FZU (internal link).
2.1.3 Updating the offer and opportunities for work-life balance	Based on the questionnaire results, measures will be taken to support work-life balance.

3. Equal opportunities in recruitment, selection and career development

2024
3.1.1 Training of all personnel participating in job interviews	Thanks to HR partnering, we continuously train more employees on the topic of recruitment and selection through e-learning courses.
3.1.2 Update of the recruitment advertising template to include diversity and gender	Gender equality is included in advertising.

2025
3.1.1 Training of all personnel participating in job interviews	Thanks to HR partnering, we continuously train more employees on the topic of recruitment and selection through e-learning courses.
3.3 Mitigation of the gender pay gap	This agenda is in preparation for completion in 2026.

4. Integration of the gender dimension into research 

2024
4.1.1 Finalisation of the information document defining the gender dimension in scientific work at FZU	The document Integrating the Gender Dimension Into Research can be found here.

2025
4.1.3 Complementing the "Introduction to Gender" elearning course with the gender dimension in research	The content of the e-learning course was updated and offered to employees.

5. Prevention of gender-based violence and sexual harassment 

2024
5.1.2 Organisation of workshops and trainings on unconscious bias and inappropriate behaviour, training especially for managers	Videos from NKC/NORA on the topics of "Prevention of gender-based violence in the workplace at public institutions and universities in the Czech Republic" and "Gender-balanced language in the academic environment" have been added to the website.
5.1.3 Promotion of e-learning courses, e.g. via HR News	In December, we published HR News (internal link), where we addressed, among other things, the topic of equal opportunities in recruitment and the promotion of thematic e-learning courses.

2025
5.1.1 Implementation of an internal campaign to eliminate bias and inappropriate behaviour in the workplace	An institution-wide campaign on unconscious bias took place in April 2025.
5.1.2 Organisation of workshops and trainings on unconscious bias and inappropriate behaviour, training especially for managers	Training on unconscious bias and gender-sensitive communication for a selected group of employees has been arranged with an external supplier, OPIM, and will take place in spring 2026.
5.1.3 Promotion of e-learning courses, e.g. via HR News	E-learning was promoted as part of a campaign on unconscious bias (contact campaign, new website, May issue of HR News (internal link)).
5.2 Safe environment and wellbeing	In May and June, an institution-wide survey was conducted on the topic of Working Environment, Working Conditions, and Equal Opportunities at FZU (internal link). Based on the results of the questionnaire, measures will be taken to ensure the services of an ombudsman and external psychological consultations.

Related Topics

We also continuously strive to address current topics and questions related to the Equality and Diversity activities in bigger detail. Therefore, we have prepared for you more information on the following topics:

Unconcious Bias - Campaign 2025

Integrating the Gender Dimension into Research

Gender-Balanced Expression in the Academic Environment