„Gender equality is a core value of the European Union, a fundamental right[1] and key principle of the European Pillar of Social Rights[2]. It is a reflection of who we are. It is also an essential condition for an innovative, competitive and thriving European economy. In business, politics and society as a whole, we can only reach our full potential if we use all of our talent and diversity.“
Brussels, 5. 3. 2020, Towards a Gender-Equal Europe,
A Union of Equality: Gender Equality Strategy 2020-2025,
Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions.
[1] See Articles 2 and 3(3) TEU, Articles 8, 10, 19 and 157 TFEU and Articles 21 and 23 of the EU Charter of Fundamental Rights.
[2] https://ec.europa.eu/commission/sites/beta-political/files/social-summit-european-pillar-social-rights-booklet_en.
| Soubory ke stažení | Velikost |
|---|---|
| Gender Equality Plan of the University of Pardubice - pdf | 491 kB |
| Social Summit European Pillar - Social Rights - pdf | 431 kB |
| Gender Equality Strategy 2021 - 2030 (Office of the Government of the Czech Republic) - pdf | 6.31 MB |
The Main Objective of the Gender Equality Plan at University of Pardubice
Systematically, on a long-term and open basis, strengthen and promote:
- gender equality in careers, work-life balance for all employees and a gender-sensitive culture in the organisation,
- gender balance in decision-making processes and bodies,
- gender equality in recruitment and career development,
- integration of the gender dimension into the content of its own research and innovation and training process,
- preventive measures against non-discrimination and gender-based violence, including sexual harassment.
Plans of change
In the culture of the University:
- mission, vision, ethical aspects, values, standards,
- communication and language used, including wording of recruitment advertisements, sensitive language, visibility of women's achievements, etc.,
- influencing attitudes and perceptions of gender equality.
Institutional:
- setting rules, conditions, processes,
- systemic evaluation of gender-disaggregated data and information,
- career advancement rules and management transparency,
- conditions for career breaks for parenthood,
- conditions for reconciling work and personal life.
Interpersonal:
- division of roles and teamwork, in publishing, presenting scientific research results, teaching,
- interpersonal communication.
Individual:
- breaking down stereotypes,
- trainings, courses and programmes for female and male supervisors, popularisation and education on gender issues and gender-sensitive language and breaking down stereotypes.
Contacts
