The OPEN Project has reached its finish line

We bring you an overview of the main activities and outputs of the OPEN project for the period 2022–2025.

In autumn 2022, more than half of you took part in a questionnaire survey in which you evaluated how the faculty supports parents and women. The results of the survey became the basis for preparing the OPEN project, which builds on activities related to the HR Award and further develops the topics of diversity and flexibility at the faculty.

In the course of 2023, an internal analysis followed, aimed at identifying needs, barriers, and both positive and negative experiences in the area of support for women, parents of young children, and other caregivers at ECON MUNI. The analysis also included focus groups and individual interviews. More than 70 of you shared your views on the working culture at ECON MUNI with us. Thank you for your openness and willingness to participate.

The analysis showed that you consider work–life balance to be a very important topic and appreciate that the faculty addresses it systematically.

A brief summary of the survey results can be found in the document prepared by Gender Studies, the organization that conducted the focus groups.

Your valuable input became the foundation of the ECON MUNI Diversity and Flexibility Strategy, which was approved by the faculty leadership in February 2024. The main objectives of the strategy were formulated in four areas:

• to facilitate the transition from work to caregiving and the return to employment,
• to reduce the negative impacts of caregiving on careers,
• to increase employees’ chances of holding managerial and decision-making positions,
• to strengthen awareness of the importance of diversity and flexibility.

To achieve these goals, we prepared and launched two new pilot programs:

1. A program supporting the reconciliation of career and care for loved ones
2. A program supporting readiness for managerial and decision-making positions

In 2024–2025, we also:

• reviewed and updated methodologies,
• prepared an onboarding process for parents returning from maternity and parental leave,
• mapped interest in establishing a children’s corner, which will open in January 2026,
• organized training sessions for heads of departments, projects, teams, HR staff, and other employees on flexibility, diversity, and equal opportunities,
• continuously asked you about your experiences with balancing work and personal life as well as career development, which were subsequently reflected in the preparation of methodologies and programs,
• newly anchored the options and rules for flexible work organization in Methodological Guideline No. 1/2025,
• adjusted the rules for work breaks related to maternity and other caregiving responsibilities, health conditions, or other personal reasons in Methodological Guideline No. 2/2025.

In May 2025, we launched a pilot run of the development program supporting readiness for managerial and decision-making positions – Program Talent ECON MUNI.

This two-year faculty-wide program was, in its pilot phase, primarily focused on women whose professional careers may have been affected by caregiving or other commitments. The program included 12 women and 1 man, who were nominated by their supervisors.

The program offered space for self-reflection and strengthening self-confidence, sharing experiences, mutual networking and inspiration across the faculty, as well as new forms of development such as coaching, mentoring, or an international study visit.

The pilot phase of the OPEN project is now being concluded with a final questionnaire survey, the implementation of which is a condition for the proper completion of the project. We would be very pleased if you took part in the survey. The questionnaire can be completed until 21 January 2026 (inclusive).

What lies ahead?
In the coming years, we will focus on further development and fine-tuning of the programs and measures based on your experiences and feedback. Your input will be crucial in determining how the programs function in practice. By 2028, their full implementation will take place, along with a final evaluation of the impacts of the Diversity and Flexibility Strategy on the functioning of ECON MUNI.