The University of Žilina pledges to adhere to the principles of equality, diversity and inclusion (EDI), and further include them in its strategy documents and exercise them in everyday practice. We understand that we are leading by example, spreading the EDI principles in our community, which can then result in positive structural changes. The whole university strives for a comprehensive management focused on creating a culture of inclusion, welcoming diversity and offering equal opportunities for everyone. Our goal is the development of inclusive skills of our senior staff. At the same time, we encourage and invite all university employees to embrace responsibility for EDI topics, so they can motivate their colleagues as well. Further objective is to ensure the appropriate resources needed to implement suitable arrangements, training programmes and initiatives for EDI promotion. All newly recruited employees are introduced to these principles.

Workplace equality in practice means that all employees have fair and equal opportunities, regardless of their personal characteristics or background. In essence, success, remuneration and career advancement depend on skills, performance, and contribution, not on gender, age, background, health status, or other factors..

Diversity in the workplace means that the university employs a diverse team of people who reflect the society in which it exists and operates. It encompasses all elements that make individuals unique from one another, and although there are endless differences among people, most of us often perceive diversity only in terms of a handful of social categories, such as gender, race, and age. Diversity in the workplace refers to the presence and recognition of differences among the people who form the working team. Truth is, employees differ in numerous aspects – and these differences can be an asset to the university if properly leveraged and supported by an inclusive culture.

Inclusion in the workplace means creating an environment where all employees feel respected and valued and have equal opportunities regardless of their differences (e.g., gender, age, ethnic origin, disability, sexual orientation, religion, cultural background, or work style).

Diversity refers to the traits and attributes that make people unique, while inclusion refers to the behaviours and social norms that ensure people feel welcome.

Equality, Diversity and Inclusion Plain
 

The university's objective is to minimise various barriers that could affect the working environment, professional workplace relationships, and employees' cooperation. We are trying to strengthen the intercultural potential found in our university environment, recognising how important the intercultural competencies are when working in a culturally diverse environment.
Quality intercultural communication is also an important indicator. To improve this communication, the university has first established the basic principles, so-called „Ten Rules for Intercultural Communication at UNIZA", which outline the summary of fundamental principles for intercultural communication at UNIZA. Abiding by these rules can improve understanding between employees and students from intercultural backgrounds. Moreover, they can also be better prepared to face possible misunderstandings that arise during communication.

Ten Rules for Intercultural Communication at UNIZA
 

The beginnings of gender equality at UNIZA date back to 2018, when the initial gender equality plan was drawn up as part of the H2020 CHANGE Project. This year also saw the implementation of the first measurements. For example, in 2019, a survey of employee satisfaction with follow-up suggestions for change was carried out, followed by various further activities like a photo exhibition, presentations of the research activities of successful female researchers, and more. In November 2021, UNIZA's management approved a revised plan meeting the "eligibility" criterion of Horizon Europe, an EU Framework Programme supporting science and research. The university regularly reviews both the plan and the individual goals set. At the end of 2025, the plan was revised to include new targets and measures for the years 2026 through 2030. The plan consists of three parts:

A. Gender-equal UNIZA (general part),
B. Reconciliation of work and private life (Work-life balance) (specific part),
C. Physical and psychological violence (specific part). 

Gender Equality Plan of the University of Žilina (2021 – 2025)

Evaluation of the Gender Equality Plan of the University of Žilina (2021-2025)

Gender Equality Plan of the University of Žilina (2026 – 2030)

By approving this plan, the University of Žilina has reaffirmed its commitment to the creation of a suitable, respectful working environment for everyone. These measures complement the activities undertaken in connection with the HR Excellence in Research award, which UNIZA received in 2025.

The implementation of the Gender Equality Plan and monitoring of activities are supervised by the vice-rector, Prof. Ing. Jozef Ristvej, PhD, EMBA, who was appointed as an UNIZA equal opportunities ambassador in December 2021.

Person responsible for the content of the current subpage: Ing. Veronika Kunová / +421 41 513 5115 / veronika.kunova@uniza.sk