I. Introduction
The National Biomedical Foundation (NBF), as a responsible Hungarian foundation, is dedicated to implementing the European Union's gender equality strategy within its institutional framework. The NBF recognizes gender equality as a fundamental social value, a human right, and a core principle of social justice.
The NBF commits to fostering a gender-equal institutional structure, cultivating an organisational culture free from violence and stereotypes, and developing training programmes to achieve its strategic gender equality objectives.
I.1. Principles for the Development of the Gender Equality Plan (GEP)
The GEP is based on the following guiding principles, which will also be adhered to during the implementation and monitoring of gender equality objectives:
a. Principle of Participation
Voluntary participation is a key tenet of the institution's democratic and transparent operations. This principle encourages the expression of diverse perspectives, thereby supporting a more comprehensive realisation of gender equality.
b. Principles of Equity and Fairness
The NBF upholds the principles of justice and fairness in its objectives, planned actions, and their implementation.
c. Principle of Cooperation
The NBF is committed to developing, implementing, and monitoring the Gender Equality Plan (GEP) through consensual cooperation with all participants involved in the Foundation’s work. A fundamental aspect of this cooperation is ensuring transparent access to information for all participants. This collaboration is based on mutual trust, goodwill, and a clear understanding of the rights, obligations, and responsibilities that the parties hold towards each other.
d. Principle of Credibility
The principles of reliability and predictability will guide the design, implementation, and monitoring of the GEP. All data included in the Gender Equality Plan, along with any supporting research, will be generated using credible research methodologies. The policies and procedures derived from the GEP will be consistent with its principles and objectives, presenting a trustworthy gender equality perspective. The implementation will prioritise participant security, protection of personal data, integrity, and transparency, in alignment with the Foundation’s data protection policy.
e. Principle of Compliance with National, Institutional and EU Standards
The Gender Equality Plan will be developed, implemented, and monitored in strict accordance with national and European Union legislation and directives. These legal frameworks will guide the GEP’s formulation and ensure that its execution aligns with institutional, national, and EU expectations and standards.
f. Principle of Autonomy
The design and implementation of the GEP will prioritise individual autonomy, ensuring that participants have the freedom of choice and self-determination. The plan will respect individuals' participation in decision-making processes within the organisation.
II. Benefits of Designing and Implementing the Gender Equality Plan
The development and implementation of the Gender Equality Plan (GEP), initiated by the European Union, will lead to substantial and positive transformations in the Foundation's operations:
II.1. Competitive Advantages
Evidence demonstrates that integrating gender equality into institutional practices enhances competitiveness and drives innovation. In areas such as research, education and social responsibility, the full potential is realised when diverse talents are leveraged, and individuals are not marginalised due to prejudice, stereotyping, segregation, or structural and infrastructural barriers.
II.2. Ensuring an Optimal Working Environment
Since a working environment is made up of women and men, it is essential to recognize and address the different gender-related needs of all employees. It is a foundational principle that promoting work-life balance through thoughtful work organisation, distribution, and planning benefits individuals of both genders.
A safe and inclusive workplace must prevent all forms of gender-based verbal, psychological, and physical abuse, harassment, and misconduct. Addressing the unique needs and characteristics of each gender not only enhances individual motivation and well-being but also positively influences organisational efficiency, employee loyalty, and talent retention. A supportive work environment is key to attracting and maintaining a diverse and highly motivated workforce.
II.3. Enhancing the Effectiveness and Efficiency of Education and Research
Integrating a gender dimension into the content and themes of research and innovation is essential to addressing gender bias across various fields. This approach fosters more comprehensive, evidence-based research and encourages a multidisciplinary perspective.
In today's landscape, research and innovation are increasingly created in collaboration with and for society, making it crucial to reflect the diversity of participants and users from the early stages. Ignoring gender considerations often leads to the oversight of other relevant social or experiential factors. Therefore, incorporating gender into research enhances awareness and sensitivity toward a broader range of variables and indicators, ensuring more inclusive and impactful outcomes.
II.4. Attracting and Retaining Talent
In both Hungary and globally, educational and research institutions face intense competition for creative and highly skilled students and researchers. We cannot ignore the fact that training qualified teachers and researchers is costly, time-consuming, and it takes a long time to develop their full professional potential.
Data consistently show that women leave scientific careers at higher rates than men, leading to a loss of valuable knowledge, increased organisational costs, and limited opportunities for advancement in research and education. To effectively attract and retain women researchers and educators, institutions must address the full range of gender biases and inequalities in these fields.
Given these realities, it is essential to engage the full spectrum of talent, particularly women, especially in disciplines where they are underrepresented. This requires a focused commitment at the institutional level to support and retain talented teachers, researchers, and students, providing them with opportunities to achieve their personal and professional potential.
III. Legal and policy environment
III.1. International and European Frameworks
The principle of gender equality holds a prominent position within international and European Union legislation, particularly through key conventions adopted under the United Nations framework. These include, among others, the prohibition of sex-based discrimination and the overarching human rights conventions that uphold gender equality, such as the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights, and the International Covenant on Economic, Social and Cultural Rights.
Of particular significance is the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), which directly addresses gender equality. CEDAW takes a comprehensive approach, not only aiming to eliminate discrimination but also to challenge traditional and entrenched gender roles. Article 10 specifically addresses the right to equal opportunities in education, including higher education.
Hungary has acceded to and ratified these conventions, incorporating them into its national legislation as part of its commitment to gender equality.
The European regulatory landscape must encompass the rules established by the Council of Europe, notably the European Convention on Human Rights and the European Social Charter. These key instruments not only prohibit sex-based discrimination but also aim to promote equal treatment between men and women. Jurisprudence interpreting the European Convention on Human Rights has significantly strengthened these frameworks, setting standards for equality in nearly all areas of life.
The role of the European Union is equally critical. Article 157 of the Treaty on the Functioning of the European Union (TFEU) enshrines the principle of equality between women and men, and the EU Charter of Fundamental Rights, in line with international instruments, also upholds this principle. The primary driver of gender equality at the EU level, however, is EU legislation, which has a profound impact on national legal frameworks. Notably, the Framework Directive on non-discrimination and equal treatment in employment (Directive 2000/78/EC) sets out general provisions, while a separate directive, adopted in 2006, specifically addresses equal treatment between women and men in employment and occupation (Directive 2006/54/EC).
At the EU level, higher education, research, development, and innovation programmes are expected to actively promote gender equality. EU-funded programs such as Erasmus, Erasmus+, Horizon (H2020 and Horizon Europe from 2021 on), JUST, and COST aim for the broad integration of gender equality in their operations and implementation. It is important to note that specific protection and equality provisions for certain vulnerable groups, such as persons with disabilities, also address gender equality concerns within these groups, as endorsed by the Partnership Agreement Monitoring Committee of the Prime Minister's Office.
III.2. National Regulatory and Policy Environment
Gender equality is constitutionally enshrined in Hungary’s Fundamental Law, particularly within the framework of non-discrimination and equal treatment (Article XV). Article XV(3) asserts the equality of women and men, while Article XV(4) establishes the promotion of equal opportunities as a state objective.
The primary legal framework for equal treatment is set out in Act CXXV of 2003 on Equal Treatment and Equal Opportunities (referred to as the Equal Treatment Act), which includes the following key provisions:
III.3. Regulations at the Foundation Level
The NBF is committed to upholding equal treatment within the national and institutional legal frameworks, ensuring that its operations align with the principles of equality, non-discrimination, and equal opportunities.
In particular, the NBF:
DECLARATION
The Management Board is fully committed to supporting and overseeing the implementation of tasks aligned with the organisation’s gender equality objectives, ensuring the allocation of necessary resources for their achievement.
The Chair of the Board of Trustees of the Foundation is responsible for conducting the annual review of the Gender Equality Plan, ensuring its continuous relevance and effectiveness.
Szeged, 1. September 2024
Dr. András Varró
Chairman of the Board of Trustees