Abstract:

This study deals with the identification, evaluation, monitoring and improving the several dimension of gender equality at the selected university of technology – University of Zilina. It focuses on the differences between individual faculties of university in terms of their profile disciplines, as higher education is organized primarily by disciplines. Based on statistical data selected gender equality indicators are evaluated and compared with the situation in the sectors in which graduates find employment. Subsequently, the results of the survey of employee satisfaction within the university in the context of selected dimensions of gender equality are presented. The evaluation of gender equality and employee satisfaction indicators at the university is subsequently reflected in measures to reconcile work and private life, awareness-raising activities on gender equality, gender-sensitive language and the possibilities of institutionalizing equal opportunities principles, including the goals of gender equality plans at the university. The application of gender equality in the workplace, including measures to reconcile family and professional life, is becoming one of the decisive motivations for qualified people, the use of their human capital and thus for the success of the institution's goals. Eliminating gender-stereotyped prejudices creates a positive environment in which both men and women can fully develop their personal abilities and qualities independently of society's traditional expectations. It turns out that healthy and competent management and selection of people on the basis of their quality and regardless of gender in itself eliminates discrimination and significantly strengthens gender equality. The process of selecting and training staff and strengthening work motivation are among the most important functions in each institution also at the university. However, these processes are often burdened with prejudices without the personnel policy makers themselves being aware of it. It is therefore important to include equal opportunities among the basic principles of selecting both new staff and in filling senior positions in the hierarchy and in the redistribution of resources and opportunities, including further training.

Keywords:

University, gender equality, dimensions, monitoring, improving.