Equal Opportunities at IEM CAS

At the IEM CAS, we are constantly working on creating a fair work environment for everyone. We are committed to impartiality and equal opportunity, and we reject any form of discrimination.

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About the Equal Opportunity Agenda

The equal opportunities agenda at the IEM CAS is based on the belief that cutting-edge science and innovation can only flourish where the entire community participates in creating a fair and inclusive work environment. Through regular monitoring and evaluation of specific measures under the Equal Opportunities Plan (also known internationally as the Gender Equality Plan – GEP), we actively remove barriers and optimize conditions for both work and personal development for all our employees. The DEI Specialist plays a key role in this process, providing support and guidance in achieving these goals.

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Diversity, Equity, and Inclusion Specialist (DEI)

The DEI position at the IEM CAS is currently held by Eva Oliva.

The creation of the DEI Specialist position stems from the belief of the management of the IEM CAS that high-quality science can only flourish where people feel respected, supported, and have opportunities for both professional and personal development. This decision is primarily driven by the institution’s leadership’s commitment to fostering a work environment for employees that reflects their real-life experiences and needs, and to contributing to the creation of a fair environment for all.

The responsibilities of the DEI position include supporting employees, continuously assessing and optimising working conditions, career development opportunities, workplace culture, and interpersonal relationships. The equality agenda also includes managing the so-called Equal Opportunities Plan (GEP). The position also aligns with the European Commission’s requirements for participation in the Horizon Europe program and other grant-awarding agencies. You may learn more about the position here.

Equal Opportunities Audit 2026

An equal opportunity audit, also known as a gender audit, is a type of social audit used to assess working conditions and organizational culture, with an emphasis on examining the occurrence of various forms of (in)equality within an institution. The data obtained from the audit is then used to formulate recommendations for adjusting internal processes and improving working conditions.

The audit was conducted in accordance with the Gender Audit Standard issued by the Government Office of the Czech Republic, using a quantitative survey method and a qualitative method involving focus groups and individual interviews. In addition, a content analysis of selected internal and public regulations was performed. The equal opportunities audit at IEM CAS was conducted from December 2025 to April 2026. During this period, preparations for the audit, a communication campaign, and questionnaire design took place, followed by data collection from March 3 to April 3, 2026.

A total of 95 people participated in the survey, representing a 50% response rate. This is a very high response rate compared to similar surveys conducted in institutions. In terms of gender, the survey sample consisted of 70 women, 22 men, and 1 transgender person identifying as male; thus, a total of 70 women (74% of respondents) and 23 men (24% of respondents). Consequently, 51% of women and 44% of men from the total population of the IEM CAS participated in the survey.

In addition, a total of 5 focus groups were conducted, focusing on (i) female researchers, (ii) technical and administrative staff, (iii) employees aged 50 and above, (iv) caretakers of children under 15, and (v) foreign workers. A total of 17 people participated in the focus groups. In addition, a total of 6 individual interviews were conducted. Sixteen women and 7 men participated in the focus groups and individual interviews.

The comprehensive audit results will be available in a summary report during the summer of 2026.

Equal Opportunities Plan 2026–2028

The Equal Opportunities Plan (also known internationally as the Gender Equality Plan – GEP) is a key document for the IEM CAS in the area of creating fair working conditions and opportunities. The purpose of the GEP is to raise awareness, assess the current state of the workplace, propose measures, implement those measures, and evaluate them in terms of their effectiveness and the positive changes they bring to employees, specifically in five thematic areas:

  • work-life balance and organisational culture,
  • equality in leadership and decision-making,
  • equality in recruitment and career advancement,
  • the gender dimension in research content,
  • measures against bullying, harassment, and violence.

The development and implementation of the GEP take an intersectional approach, meaning they emphasise not only the promotion of gender equality but also the improvement of conditions with regard to gender, age, nationality, ethnicity, cultural differences, health status, job classification, work schedule, caregiving responsibilities, and other factors.


Guideline on Ensuring a Fair and Safe Working Environment at the IEM CAS

This guideline is issued to promote a fair and safe work environment at the IEM CAS. The policy outlines the fundamental institutional values and commitments, including rules and procedures related to ensuring fair treatment of employees at the IEM CAS.

  • Guideline on Ensuring a Fair and Safe Working Environment at the IEM CAS

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