Introduction
This Gender Equality Encouragement Plan for the Association „Centre of Excellence in Informatics and Information and Communication Technologies“ (CoE in ICT) is a key strategic document that systematises and plans the objectives, tasks and specific measures that the Management of the Association will implement to ensure de facto gender equality at CoE in ICT.
The Plan is based on one fundamental principle: ensuring equal opportunities for career development for all employees of the Association, without discrimination of any kind. The Plan provides measures to promote equality in the following priority areas:
- Gender equality in human resource recruitment and in providing career development opportunities for employees.
- Work-life balance and organisational culture.
- Measures against gender-based violence, including sexual harassment.
Methodology
This Plan was created on the basis of the Plan for Promoting Equality between Women and Men at BAS. The BAS Plan is the result of strategic planning based on critical analysis of regulatory and strategic documents at international, European, national and institutional level, statistical analysis of existing relevant aggregated and gender-disaggregated data, analysis of strengths and weaknesses in established practices and existing mechanisms, and critical analysis of good practices and context-relevant experience. It is aligned with key strategic documents of the European Union (EU) and the United Nations (UN) relating to equality in scientific and academic institutions, with the latest changes in European Commission (EC) policies in the field, as well as with framework directives and national strategic and regulatory documents concerning gender equality.
The Association works to ensure equal treatment and equal attitude that guarantees a favourable working environment for all employees, free from any stereotype or prejudice based on gender. In every aspect of its activities, the management of the Association monitors compliance with the legal framework guaranteeing the application of the principle of gender equality. Implementation of this plan will create conditions for strict observance of the principle of non-discrimination on grounds of gender, for promoting anti-discrimination awareness and for building a working and public environment free from any stereotype or prejudice.
Scope of the Plan
The Plan is developed for a period of six years – from 2025 to 2030 – and covers all main activities arising from the responsibilities of CoE in ICT as an employer, in accordance with regulatory and strategic documents at European and national level containing provisions for ensuring gender equality in science.
Plan Objectives and Priority Axes/Areas of Intervention
Strategic objective: introduction of good practices for achieving de facto gender equality at CoE in ICT.
Axis 1. Equality between women and men in human resource recruitment and in providing career development opportunities for employees.
- Objective 1.1: Assessment of the environment and identification of strengths and weaknesses related to appointment and career development
- Objective 1.2: Achieving and maintaining equality in human resource recruitment
- Objective 1.3: Achieving and maintaining equality in providing career development opportunities
Axis 2. Work-life balance as part of organisational culture.
- Objective 2.1: Identifying employee needs regarding work-life balance
- Objective 2.2: Ensuring work-life balance for employees
- Objective 2.3: Promoting a culture of equality regarding care responsibilities
Axis 3. Measures against gender-based violence, including sexual harassment.
- Objective 3.1: Assessment of the environment and identification of needs
- Objective 3.2: Optimisation of control mechanisms
- Objective 3.3: Enhancement of institutional culture
Action Plan by Priority Axes/Areas of Intervention
1. Gender equality in human resource recruitment and in providing career development opportunities for personnel
| Objective | Measure/Activity | Timeline/Target Values | Responsible |
|---|---|---|---|
| Assessment of the environment and identification of strengths and weaknesses related to appointment and career development | Systematic collection of gender-disaggregated data and monitoring of the ratio of male and female employees of the Association | Ongoing | Management of CoE in ICT |
| Conducting studies to identify weaknesses related to the appointment process and existing career development opportunities and procedures | 2026, 2028, 2030 3 studies |
Management of CoE in ICT | |
| Monitoring regulatory documents, procedures and criteria for appointment and career development of employees from a gender equality perspective | Ongoing | Management of CoE in ICT | |
| Achieving and maintaining equality in human resource recruitment | Participation in training on recognising gender-based prejudices for all staff in managerial positions responsible for selection and appointment of personnel | 3 training sessions | Management of CoE in ICT |
| Encouraging employees to apply for positions matching their qualifications | Ongoing | Management of CoE in ICT | |
| Achieving and maintaining equality in providing career development opportunities | Informing about ways to facilitate filing complaints in cases of gender-based discrimination | 2025 | Management of CoE in ICT |
| Dissemination at CoE in ICT of information materials and guides created at BAS for recognising and counteracting gender-based discrimination (incl. excerpts from laws, regulatory documents and regulations) | 2025 | Management of CoE in ICT |
2. Work-life balance and organisational culture
| Objective | Measure/Activity | Timeline/Target Values | Responsible |
|---|---|---|---|
| Identifying employee needs regarding work-life balance | Systematic collection of gender-disaggregated data and monitoring of the ratio of men and women on parental leave | Ongoing | Management of CoE in ICT |
| Participation in a survey of the Association to identify weaknesses and employee needs regarding work-life balance | 2026, 2028 2 studies |
Management of CoE in ICT | |
| Ensuring work-life balance for employees | Dissemination of information on opportunities for CoE in ICT employees to switch to flexible working hours and/or remote work for a fixed period or permanently | Ongoing | Management of CoE in ICT |
| Promoting a culture of equality regarding care responsibilities | Informing and encouraging men at CoE in ICT to use parental leave or, if necessary, leave to care for family members | Ongoing | Management of CoE in ICT |
3. Measures against gender-based violence, including sexual harassment
| Objective | Measure/Activity | Timeline/Target Values | Responsible |
|---|---|---|---|
| Assessment of the environment and identification of needs | Conducting the planned anonymous survey among CoE in ICT employees for diagnosis and identification of problems and risks | 2027 1 study |
Management of CoE in ICT |
| Optimisation of control mechanisms | Review and ruling on signals and complaints regarding acts of discrimination on grounds of gender | Ongoing | Management Board of CoE in ICT |
| Informing employees about the online mechanism created at CoE in ICT for reporting cases of discrimination and gender-based violence | 2025 | Management of CoE in ICT | |
| Enhancement of institutional culture | Participation of CoE in ICT representatives in training and seminars organised by BAS on building institutional culture for recognising and preventing gender-based violence | 2025, 2027 2 training sessions |
Management of CoE in ICT |
| Informing CoE in ICT employees about the handbook published by BAS for recognising and preventing gender-based violence | 2025 | Management of CoE in ICT |