One of the pillars of social security and another theme that permeates the activities of higher education institutions across education, research, their social impact, and the workplace is the promotion of gender equality. The Gender Equality Plan serves as a tool for systematically addressing gender (in)equality within an institution, bringing about structural and cultural changes. 

The Gender Equality Plan represents an explicit commitment by the institution to promote gender equality and is part of its human resources management strategy. Starting in 2022, research institutions applying for funding from Horizon Europe must implement Gender Equality Plans. 

 For a document to be considered a Gender Equality Plan, the following minimum requirements must be met from the European Commission’s perspective:

• publication: a formal document published on the institution’s website and endorsed by senior management;
• dedicated resources: allocation of resources and expertise in the field of gender equality for the implementation of the plan;
• data collection and monitoring: data on employees (and students, if the institution has them) broken down by gender, and annual reports based on established indicators;
• training: awareness-raising/training on gender equality and unconscious gender biases for employees and decision-makers.

The plan should also cover the following recommended areas:

1. work-life balance and organizational culture,
2. gender balance in leadership and decision-making,
3. gender equality in recruitment and career advancement,
4. incorporation of the gender dimension into research and teaching content,
5. measures against gender-based violence, including sexual harassment.

In addition to these recommended areas, the current USB Gender Equality Plan for 2025–2028 also includes an organizational and administrative area covering cross-cutting and operational activities.

The National Contact Centre – Gender & Science provides a comprehensive overview of efforts to promote gender equality in research, as well as support for research organizations and government agencies in advancing gender equality in science and research. In addition to consultations and in-house training, they provide studies, handbooks, and project outputs addressing the impact of gender inequality and the options available to institutions for implementing effective measures to foster a safe environment. Those interested can take an e-learning course.

Why is it important to consider equal opportunities in a gender perspective? And why is gender equality one of the Sustainable Development Goals (SDGs), the achievement of which is part of the United Nations (UN) agenda that USB is implementing through its Strategy for Sustainability and Green Transformation? And that gender (in)equality is a cross-cutting issue that affects the achievement of these goals? You can learn about this and more, for example, in the free e-learning courses offered by the Food and Agriculture Organization of the United Nations (FAO) Academy.

Strategic documents and policy-making in the area of gender equality are coordinated directly by the Office of the Government of the Czech Republic; specifically, the Government Council for Gender Equality has been established, which serves as the government’s primary advisory body in this area. 

The Ministry of Education, Youth and Sports (MEYS) develops its own activities based on the MEYS Plan for the Support of Women and Men for 2021–2024, which takes into account the promotion of gender equality both within the social policies for which the MŠMT is responsible and within its own organization.

The Technology Agency of the Czech Republic also systematically addresses the topic of gender in research and innovation. On its website, it provides clear information on news and research and shares methodologies, guides, and tips for researchers.

The Grant Agency of the Czech Republic (GA CR), the largest provider of financial support for basic research, has required since 2023 that a gender equality plan be submitted as one of the evaluation criteria for participation in calls for proposals for all types of projects, with a single exception. Exempt from this requirement are international grant projects evaluated under the Lead Agency principle, in which the GA CR acts as a partner agency (LA grants). The requirement for a gender equality plan now appears as a mandatory item in the proposal section and subsequently in the evaluation section. 

The European Horizon Europe framework program is based on the requirements of the EU’s Gender Equality Strategy for 2020–2025 (Union of Equality), which is followed by EU Gender Equality Strategy 2026-2030, and the objectives of the new European Research Area. Through its conditions, Horizon Europe emphasizes the strengthening of gender equality across member states, including in the field of research and development. The established goals include:

• involving more women in research and development programs;
• improving the integration of the gender dimension into research and development content;
• strengthening the participation of Central and Eastern European countries in promoting gender equality within research organizations;
• expanding equality policies in research and development to include an intersectional approach that also considers other grounds for potential discrimination, such as age, ethnicity, sexual orientation, etc.

Within the Horizon Europe program, gender equality is treated as a cross-cutting theme across all its components to minimize gender and socioeconomic inequalities in research and development systems. Attention will also be paid to unconscious biases and structural barriers.