Gender Equality Plan of the Comenius University

As part of its efforts to create better working and study conditions, as well as to enhance the quality of research and education, Comenius University has adopted and is implementing a university-wide Gender Equality Plan. The Gender Equality Plan of CU comprises a set of measures aimed at initiating structural changes that will ultimately lead to the creation of an open, supportive, inclusive, and non-discriminatory environment for all employees and students across all the faculties of Comenius University.

The first Gender Equality Plan of Comenius University (GEP CU) for 2022–2024 introduced important systemic measures, which the updated GEP CU for 2025–2030 directly builds upon. Its aim is to promote gender equality at CU through four key objectives:

1. To promote gender equality and equal opportunities at Comenius University and its faculties 

The position of “Gender Equality Officer” was established at CU in January 2024. In this way, the university also meets the European Commission's requirement to allocate financial and human resources for the implementation of the gender equality plan. The Network of Faculty Contact Persons for Gender Equality, which helps to bridge the gap between the central level and individual faculties, has also proven very successful in the past. Another significant step was the establishment of the Commission for Gender Equality and Equal Opportunities as an advisory body to the CU Rector for the creation, implementation and monitoring of measures aimed at supporting gender equality and equal opportunities at CU. The topic of gender equality and equal opportunities is part of the agenda of the Vice-Rector for Education and Social Affairs. Based on the adoption of these measures, the topic of gender equality and equal opportunities has become an inherent part of the internal policies and functioning of CU.

In addition to continuing with the processes already set, the main task for the upcoming period will be to define the indicators that will be part of the collection of data on gender equality at CU, as well as to define the processes for collecting this data.

2. To create conditions for the career growth of female and male researchers and a balanced representation of men and women in decision-making and managerial positions

An ongoing phenomenon[1] at CU is the so called “scissor effect”, i.e. a decrease in the share of women at higher levels of the academic career.[2] In the position of “professional assistant”, women have a slight predominance (634 women and 595 men, i.e. 51.6% of women), but in the position of associate professor, men predominate (341 men and 245 women, i.e. 41.8% of women), and in the position of professor, the predominance of men is even more pronounced (226 men and 126 women, i.e. 35.8% of women).

The representation of women is low in the CU Academic Senate (35% women), and even more so in the CU Scientific Council (24% women).[3]

CU is headed by the Rector, the CU Management consists of three male Vice-Rectors, three female Vice-Rectors, and a female Financial Officer.

Of the 13 CU faculties, 3 faculties are headed by female deans and 10 faculties by male deans.[4]

As part of the implementation of the CU GEP 2022-2024 and the HRS4R action plan, a university-wide survey was conducted, focused on reconciling the private and working lives of male and female employees. Following the findings of the survey, it is planned to establish a temporary working group for a more gender-inclusive work environment, whose task will be to formulate a proposal for measures supporting the inclusion of male and female employees after returning from parental leave or other career breaks.

3. To promote the integration of the gender dimension into research and education across disciplines and specialisations 

There are several female and male experts at CU who take the gender dimension into account in their teaching and research activities. This enabled the creation of a university-wide Network of Female and Male Researchers Conducting Gender-Oriented Research at Comenius University, as part of the implementation of CU GEP 2022-2024. In the coming period, the aim is to support the activities of this Network.

One of the measures towards institutional support for the inclusion of a gender perspective in research is to include an annual course on integrating the gender dimension into research and education in the Comenius University Postgraduate School programme. This course was already implemented as a pilot in January 2025.

4. To develop a non-discriminatory organisational culture and an open and safe environment that supports gender equality and equal opportunities 

Part of the implementation of the CU GEP 2022-2024 was the creation and adoption of a comprehensive institutional policy in the area of preventing and addressing sexual harassment, implemented by issuing the CU Rector's Directive on Addressing Sexual Harassment Cases at CU in October 2022.[5] The Directive established the function of confidants for cases of sexual harassment and defined possible methods of reporting and resolving complaints. A university information website was also created on this topic and is accompanied by a continuous communication campaign. The CU GEP 2025-2030 builds on the results achieved in this area, planning regular training for all persons and bodies involved in resolving cases of sexual harassment and continuing to raise the profile of this topic. All CU faculties will also be able to attend the training. In addition, workshops focused on other aspects of an inclusive working environment are also planned.

 

For questions related to the Gender Equality Plan, please contact the Gender Equality Officer, Mgr. Andrea Fábiková, PhD., at andrea.fabikova@uniba.sk

Internal Regulation No. 7/2025 Directive of the Rector of Comenius University on the adoption of the Gender Equality Plan for Comenius University.

The regulation is valid and effective as of 18 March 2025.

Annexes: Gender Equality Plan for the CU.

[5] https://uniba.sk/fileadmin/ruk/legislativa/2022/Vp_2022_30.pdf