Skip to main content

Login for students

Login for employees

default alt upce

„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.


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.

Winter 2021 - Spring 2022
Gender Equality at UPCE Audit
Summer 2022
Gender Equality Plan for 2022 - 2025

Contacts


Mgr. et Mgr. Veronika Lacinová Najmanová
Methodologist and Coordinator

Faculty of Arts and Philosophy
728 920 268
Jana Janková
HR Manager - Coordination of GEP activities

Rectorate and University Units
466 036 518