Gender Equality Plan (GEP)
Our goals and measures in the area of gender balance are defined in the Gender Equality Plan (GEP) for the period 2022 – 2026.
Main priorities of the GEP include:
- Organizational Culture and Work-Life Balance: Support for balancing work and parenthood/caregiving responsibilities (flexible working hours, remote work, support for returning from parental leave).
- Gender Balance in Leadership and Decision-Making Bodies: Creating incentives for higher representation of women in leadership positions and evaluation committees.
- Recruitment and Career Development: Transparent recruitment principles (OTM‑R) and supporting career growth regardless of gender or age.
- Protection Against Discrimination and Inappropriate Behavior: Zero tolerance for bullying, unfair treatment, discrimination, or sexual harassment.
ICPF Re-entry Grants
As part of our human resources development and support for researchers following a career break (e.g., due to parental leave or long-term caregiving), ICPF provides special Re-entry Grants. These grants facilitate re-engagement in research projects and support a smooth restart of scientific careers.
Safe Environment and Ombudsperson
To resolve potential misunderstandings, disrespectful behavior, or workplace discrimination, the ICPF Ombudsperson team is fully available to all employees. They offer an independent, confidential, and safe space for consultation and addressing sensitive situations.
The Ombudsperson can be contacted at any time in person, by email, or by phone.
Ombudsman:
Ombudswoman:
