CS
CS

Equal opportunities

The Institute of Chemical Process Fundamentals of the CAS (hereinafter referred to as ​“ICPF”) creates a motivating, transparent, and fair working environment. We endorse the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.

Promoting equal opportunities and diversity is a key prerequisite for us to conduct top-tier research, foster talent, and maintain the quality of life for all our employees.

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.

You may contact them, for example, in the following situations:

  • Misunderstandings and other interpersonal conflicts
  • Disrespectful behaviour
  • Discrimination
  • Unfair treatment
  • Bullying and aggressive behavior
  • Sexual harassment

The Ombudsperson can be contacted at any time in person, by email, or by phone.

Ombudsman:

Ombudswoman:


How do they act?

Each notification is handled with sensitivity, confidentiality, and respect for all parties involved. The procedure is adapted to the individual situation and the needs of the person contacting the ombudsperson. We will listen to you confidentially, discuss possible solutions, recommend further steps, and offer mediation or communication facilitation between the parties. No further steps will be taken without your consent. You may also contact us even if you doubt whether your situation can be addressed. We will discuss it confidentially, with no obligation, and consider possible next steps together.
 

Documents

Contacts