Gender Equality Plan (GEP)

Bez předsudků z. s. is a cultural and educational association founded on principles of equality, inclusion, openness, and project-based collaboration. Our goal is to support new forms of cultural participation, artistic production, and education regardless of gender, gender identity, ethnicity, age, health status, or social background.

Given the dynamic nature of our organization – composed of volunteers, external collaborators, and experts working as freelancers – we have created a GEP that reflects our commitment to equality while respecting our flexible work culture. If you’re unsure, ask the current statutory body, i.e., the chairman/chairwoman.

• Our work structure is project-based and dynamic, with the number of collaborating people ranging from 5 to 20 depending on current projects.
• We enable collaboration even for those with other commitments (e.g., employment, studies, family care). We don’t condition project access based on hours worked.
• All team members have equal access to information and opportunities to participate in decision-making within projects, regardless of their work status or time availability.

• We reject any form of discrimination based on gender, age, origin, health status, sexual orientation, or other identity.
• We support diversity of opinions, approaches, and work styles.
• We work to ensure that every team member has the opportunity to realize themselves in areas of interest and can participate in education and growth within the organization.

• In digital collaboration, we choose tools that are accessible to all.
• We plan project budgets with sustainability and fair compensation in mind.
• We actively avoid hidden forms of digital or gender exclusion.

• We regularly share resources on equality, diversity, and wellbeing topics.
• Within projects, we include discussions and workshops that support a safe work environment and open communication.
• We enable team members to participate in educational activities according to their preferences and time possibilities.
• Within educational activities performed by the association, when possible to influence content, we try to present the topic of gender equality. For example, offering schools this topic as part of a lecture, having a lecture on this topic created within educational courses, etc.

• All GEP principles are public and accessible to our collaborators.
• If needed, team members are ready to offer support or open a confidential conversation about any issues.
• We respect the different needs of each individual and are open to feedback leading to improvement of internal conditions.

• Each year we implement at least 1 internal educational activity, e.g., online workshop, shared article, podcast, or discussion meeting.
• At least 40% of involved persons will be women or people from gender-diverse groups.
• At least 75% of newly arriving persons will complete an onboarding module with the theme of equality. In 2025, we are piloting an educational module as part of new member onboarding.
• At the end of each project, we have a collaboration evaluation for that project, where we will newly also share topics related to fair and transparent role distribution.
• By 2026, we will create a “Team Wellbeing” document with recommendations on self-care during collaboration. Within at least one project per year, we will include a “wellbeing checkpoint” – reflection on team mental health and needs. Indicator: min. 80% of checkpoint participants perceive wellbeing support benefit as positive.
• Each year, an internal GEP review will take place based on feedback and achieved indicators. Results will be published in the annual activity summary. Indicator: annual GEP document update + proposal for improvement in at least 1 area.