Equal opportunities at IOCB Prague

The mission of IOCB Prague is the pursuit of scientific knowledge through innovative research and the education of new generations of scientists.

We understand that the success and productivity of our researchers require a stable and supportive social environment.

We take into account the personal circumstances that might affect our employees and their partners and/or families and make every effort to support them in achieving a healthy work-life balance.

As an institute, we are committed to providing a positive working environment for all employees regardless of their nationality, gender, ethnicity, or disability status.

These principles have been formalized within the Equal Opportunities Plan, which was approved on 29 October 2021 and is effective through 31 December 2026.

Formally, IOCB Prague’s support for the equal-opportunity agenda is underpinned by the HR Excellence in Research Award.

• Blanka Collis: blanka.collisinvalid-email-name@invalid-email-domainuochb.cas.cz, +420 220 183 163

As of 1 October 2024, the institute employs a total of 1020 employees (an increase of 70 compared to the November 2023 total of 950), of which 497 are women and 523 are men, and include academic staff, PhD students, and technical and administrative staff. Of this number, 251 staff members (24.6%) are foreign nationals (remaining similar since 2021: 23.8% foreigners in 2021, 25.6% foreigners in 2022, and 24.4% foreigners in 2023).

Since November 2023, the number of employees at IOCB Prague has increased by 70, which accounts to 51 scientific staff and 19 non-scientific staff.

The proportion of women has remained almost the same (marginal increase of about 1%), and the overall distribution remains relatively balanced (48.7% of staff are female). Likewise, amongst scientific staff, the proportion of women has remained almost the same (0.8% increase, 44.6% of scientific staff are female) while amongst technical and administrative workforce, there was a 2.6% increase (60.5% of technical and administrative staff are female).

• Childcare supplement for mothers returning to work before their child has reached the age of four years
• Financial support for parents of disabled children on a case-by-case basis
• Financial support for parents of young children traveling to conferences and workshops to help cover the cost of childcare in order to take their child to the conference with them
• Financial support for parents of children up to the age of 15 to cover the cost of a children’s camp
• Parent employees commuting to Prague from greater distances have priority in the allocation of parking spaces within the IOCB Prague campus.

The action targets of the Equal Opportunities Plan are broken down according to the planned timeline of their achievability.

• Equal Opportunities Plan available publicly and to employees ✔️
• Create a role of equal opportunities officer ✔️
• Gender-neutral language in job advertisements ✔️
• Publication of the equal-opportunity agenda on the intraweb and website ✔️
• Visibility of female researchers (invited lectures, personal career path workshops) ✔️
• Mapping the needs and requirements of employees at IOCB Prague
• Need to collect sex/gender disaggregated data on staff and students ✔️
• More women to apply for awards and IOCB Prague fellowships ✔️

• Awareness of possible bias in hiring decisions
• Training/mentoring available for underrepresented groups
• Ensuring that English and gender-neutral language is used in internal communication
• Transparency in internal issues relevant to equal opportunities
• Ensuring that anti-sexual harassment and bullying policy exists
• Raising awareness of the gender dimension in research and science ✔️

• Review of previously achieved goals and formulation of a new Equal Opportunities Plan
• Summary information on equal opportunities measures available to all candidates for the positions in the groups and Equal Opportunities Officer available to attend hiring interviews
• Mapping the needs and requirements of IOCB Prague employees