GRID’s mission (Gender Equality, Inclusion and Diversity): to co-create a supportive working and learning environment that is individualised, caring, yet transparent and equal for all.
As AVU/GRID, we would like to express our understanding of the complexities involved in dealing with harassment cases and creating an imbalanced relationship. Please accept the expression of regret to all involved, survivors, would-be-standers that they have dealt with this situation in the past while it still resonates with them today.
We want to express that we will pay attention to any further suggestions and new cases in order to create a positive and non-discriminatory climate at the school. Therefore, we will actively develop this environment so as to learn from and advance the preventive framework of creating an inclusive and welcoming AVU as a whole.
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.
When it comes to the actual process of how GRID works, it typically involves:
Receipt of a complaint directly from the client*client or mediated through the Anti-Discrimination Platform
Meeting with the client/client/representatives and mapping the terrain of the situation they are in and expectations regarding the possibilities of a solution
Mapping the situation and context of the case (i.e. meeting with other affected persons and by-standers)
Offering procedures and verifying their functionality.
Possible solutions are informal (e.g. influencing managers and supervisors to set rules to avoid negative behaviour, agreeing and arranging to reset relationships, formal apologies and setting up other measures as a precaution) or formal - escalating through the convening of an ethics/disciplinary committee or, in serious cases, impacting on the employment law framework (e.g. disciplinary action, reprimand and reprimand, even termination of employment).
Post-care - verification of the client's situation and setting up further functioning within the AVU, including the potential for initiating systemic changes in the future
During the first half of 2023 (or until August), 25 major themes were addressed. In total, 10 topics were addressed, relating to issues such as harassment, dehumanising and inappropriate behaviour, as well as suggestions such as unequal representation, preferential treatment and equal opportunities at AVU. There were also 5 counselling sessions, including one external psychological counselling in English and Ukrainian, as well as coaching, HR-management counselling and legal counselling.
As a result of the cases dealt with, for example, the termination of cooperation with an external company providing reception and security of the building on weekends, or the systemic setup of data and information collection to limit barriers to equal representation.
Currently, 9 cases are still in the process of being resolved, addressing boundary crossing in the sense of dehumanization, unequal treatment, as well as issues of after-care of the AVU environment.
The past period has shown that the dynamics of each case are different and it is rather tricky to talk about the end of each case. It is not always the end of the whole case by the decision itself or the formal closure of the case. Some cases persist, reopen or escalate in various ways. Post-care is a term that alludes to the fact that persons who have been involved in certain cases may meet again within a setting and continue to remain in that milieu. In this regard, the environment at the AVU has been and needs to be treated and set up in a way that is once again safe and preventative for actors and bystanders.
GRID’s Activities
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 focuses on the primary, secondary and tertiary prevention of negative phenomena such as discrimination, bullying, bossing, harassment or gender-based violence.
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 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.