GRID – gender equality, inclusion, diversity. The GRID department focuses on promoting gender equality, inclusion and diversity within the academic environment. Its main aim is to create a safe, respectful and welcoming environment for all members of the university community – staff and students alike – and to assess reports and complaints concerning breaches of internal rules and the institution’s culture.
Employees
What is GRID?
The GRID department focuses on promoting gender equality, inclusion and diversity within the academic environment. Its main objective is to create a safe, respectful and welcoming environment for all members of the university community – staff and students alike – and to assess reports and complaints concerning breaches of internal rules and the institution’s culture.
It actively prevents undesirable situations, promotes a culture of mutual respect and empathy, and strives to implement systemic measures that help prevent problems from recurring in the future.
Through its work, GRID serves as an important tool for building an open, fair and inclusive university where everyone can feel safe and respected.
GRID acts as the Gender Focal Point, an entity that oversees the gender mainstreaming agenda at AVU. It focuses on the preparation, monitoring and implementation of measures arising from the Gender Equality Plan (GEP). It also prepares and implements measures under the Sustainability Strategy and actively promotes the principles of gender equality in AVU’s policies.
GRID ensures the promotion of equality and fair treatment. It acts as a point of contact for reporting, resolving and intervening in cases of undesirable behaviour, which include, in particular:
harassment, including gender-based harassment,
bullying (mobbing, bossing),
other forms of inappropriate behaviour.
GRID coordinates the area of support for students and teaching staff with specific needs. It provides advice and support in this area, not only for students but also for academic staff. It also offers facilitated meetings and carries out educational activities, thereby supporting the development of an open and inclusive environment at AVU.
GRID supports diversity for everyone at AVU. It offers a wide range of support and advisory services, including:
career, social and legal advice,
psychological and psychotherapeutic services,
crisis intervention.
In addition, the department is actively involved in the areas of well–being and work-life balance. It strives to ensure that these values become a natural part of life at the Academy of Fine Arts.
When it comes to the actual process of how GRID works, it typically involves:
The activities of GRID and the Anti-Discrimination Platform are integrated into the remit of ombudspersons in the higher education sector, and these serve as so-called contact points. In 2024, the unit was placed directly under the Rector in the organisational structure, which ensures its independence and enables it to make recommendations to the highest level of management. In 2025, the name was shortened to the Equality Department and, within the organisational chart, it was moved under the Chancellor. However, it still maintains close links with the Rector in its ombudsman role.
GRID works closely with the Anti-Discrimination Platform (AP AVU), which collects complaints and represents the academic community. GRID is also part of wider networks, such as the School Ombudsman Platform, an informal group of ombudsmen in Prague, and participates in international projects and conferences. It is also part of the European Network of Ombuds in Higher Education (ENHOE).
GRID’s Activities
GRID focuses on the primary, secondary and tertiary prevention of negative phenomena such as discrimination, bullying, bossing, harassment or gender-based violence.
Primary prevention includes educational campaigns, training and raising awareness of equality and respect.
Secondary prevention targets groups that may be affected by high-risk situations and seeks ways to prevent or manage them.
Tertiary prevention focuses on addressing specific incidents and crisis situations.
GRID offers psychological, legal, social, addiction, career and anti-discrimination counselling. It provides one-off consultations, long-term support and crisis intervention. Its work also includes mediation and facilitation in conflicts, ensuring safe communication and the restoration of trust within the group.
GRID plays a key role in the implementation of the Gender Equality Plan (GEP) at the Academy of Fine Arts in Prague (AVU), in the drafting of the Code of Ethics, and in the development of processes that promote equality and fair treatment. GRID is also responsible for the development and implementation of the 4th pillar of the Sustainability Strategy, which focuses on social responsibility, inclusion and diversity.
What issues can you contact GRID and the Anti-Discrimination Platform about?
The GRID and AP services are available to all students and staff at the Academy of Fine Arts. Anyone who finds themselves in a difficult life situation or is experiencing any form of inappropriate behaviour can make use of the services offered by these organisations. Both GRID and AP focus on the following areas:
discrimination
bullying
intimidation
bossing, mobbing
harassment, sexual harassment
gender-based violence
inappropriate behaviour
unequal treatment
You can also turn to GRID when you are feeling unwell or in need of support for your wellbeing, whether in the context of work or your personal life. Psychological, career, social and legal counselling can be provided to students and staff.
Complaints are received by both the Anti-Discrimination Platform and GRID, and investigations are conducted by an independent individual, the head of GRID. The investigation process generally proceeds as follows:
and assessing the situation, as well as identifying expectations regarding possible solutions. The meeting usually takes place on the AVU premises, but we can also arrange to meet on neutral ground – that is, a place where you feel safe.
and the context of the case in question (i.e. dealing with other affected individuals and bystanders).
and verifying that they are working (the decision as to whether a particular complaint will be dealt with using one procedure or the other rests primarily with the complainant). Possible procedures for resolution are:
informal – Establishing clear rules to prevent a recurrence of inappropriate behaviour, agreeing on a new framework for the relationship, a formal apology, mediation or facilitation, and the preventive implementation of further measures
formal – This involves the preparation of a final investigation report, which is addressed directly to those involved but is also forwarded at a systemic level to the rector. The report usually contains proposals and recommendations for further action, for the implementation of systemic measures, or for integration with existing disciplinary mechanisms – for example, a proposal to convene an ethics or disciplinary committee. In more serious cases falling within the framework of employment law, it may also include recommendations for resolution in the form of disciplinary action, a reprimand, a warning or termination of employment. The final decision on the measures to be taken always rests with the rector.
Assessing the client’s situation and setting out steps, measures or systemic changes for the future operation of GRID within the Academy of Fine Arts in Prague (AVU), for example in the form of recommendations summarised in the annual GRID Activity Report.
Neutrality, independence and impartiality are fundamental to GRID’s work. All communication relating to a complaint is confidential. A case may only be discussed or shared with specific individuals with the consent of the person making the complaint.