Gender Equality Plan 1. Executive summary The Gen­der Equal­i­ty Plan of the Bel­grade Cen­ter for Dig­i­tal Hu­man­i­ties (BCDH) for­mu­lates fields of ac­tion, ob­jec­tives and mea­sures to con­tin­ue achiev­ing equal par­tic­i­pa­tion of peo­ple in this or­ga­niza­tion ir­re­spec­tive of their gen­der iden­ti­ty. The de­fi­n­i­tion of these fields of ac­tion, ob­jec­tives and mea­sures was pre­ced­ed by an as­sess­ment of the cur­rent sit­u­a­tion re­gard­ing the par­tic­i­pa­tion of peo­ple of dif­fer­ent gen­dered iden­ti­ties BCDH. The de­tailed facts and fig­ures of the as­sess­ment can be found in An­nex 1. In a nut­shell: women rep­re­sent the ma­jor­i­ty of all BCDH staff and var­i­ous bod­ies with the ex­cep­tion of the three-per­son Su­per­vi­so­ry Board. Our goal is to main­tain the over­all bal­ance of gen­ders, while mak­ing con­crete ef­forts to po­si­tion BCDH ex­cplit­ly through var­i­ous mea­sures as an equal op­por­tu­ni­ty em­ploy­er open to all gen­ders, in­clud­ing non­bi­nary peo­ple. Sec­tion two of the GEP con­tex­tu­al­izes our ef­forts with­in the rel­e­vant leg­is­la­tion of the Repub­lic of Ser­bia. Chapter three of the GEP pro­pos­es ob­jec­tives and mea­sure to meet the de­fined ob­jec­tives which are linked to the fol­low­ing areas: im­prov­ing the re­cruit­ment process, en­trust­ing promi­nent ac­tiv­i­ties to women and non­bi­nary per­sons, rais­ing aware­ness via ded­i­cat­ed train­ing, com­bat­ting sex­u­al harass­ment and sup­port­ing work-life bal­ance. Fi­nal­ly, chapter four provides in­for­ma­tion about how and at which in­ter­val the BCDH GEP will be mon­i­tored and up­dat­ed. This Gen­der Equal­i­ty Plan for the pe­ri­od 2023 to 2025 was ap­proved by the Steer­ing Baord on Novem­ber 8th, 2023, and will be in ef­fect un­til De­cem­ber 31st, 2025. 2. National Context The Con­sti­tu­tion of the Repub­lic of Ser­bia (2006) guaran­tees hu­man rights es­tab­lished by rat­i­fied in­ter­na­tion­al treaties, gen­er­al­ly ac­cept­ed rules of in­ter­na­tion­al law and laws (Ar­ti­cle 18, para­graph 1). In Ar­ti­cle 15, the Con­sti­tu­tion es­tab­lish­es a pol­i­cy of equal op­por­tu­ni­ties as an oblig­a­tion of the state and guaran­tees equal­i­ty be­tween women and men. In ad­di­tion to the high­est legal act, the na­tion­al legal frame­work on which this Plan is based con­sists, in­ter alia, of the fol­low­ing reg­u­la­tions and strategic doc­u­ments: Gen­der Equal­i­ty Law (2021) Law on the Pro­hi­bi­tion of Dis­crim­i­na­tion (2009) Law on Prevent­ing the Dis­crim­i­na­tion of Per­sons with Dis­abil­i­ties (2006) Law on the Om­budsper­son (from 2009) Law on Science and Re­search (2019) Fami­ly Law (2005) Labor Law (2005) Law on Per­son­al Da­ta Protec­tion (2018) Na­tion­al Ac­tion Plan for the Im­ple­men­ta­tion of UN Se­cu­ri­ty Coun­cil Res­o­lu­tion 1325 — Women, Peace and Se­cu­ri­ty in the Repub­lic of Ser­bia (2017-2020) Strate­gy of sci­en­tif­ic and tech­no­log­i­cal de­vel­op­ment of the Repub­lic of Ser­bia for the pe­ri­od from 2021-2025. — "The pow­er of knowl­edge" The above men­tioned doc­u­ments are in ac­cor­dance with the pri­or­i­ties and goals de­fined in the Plan of the Euro­pean Re­search Area and the in­te­gra­tion of the sci­en­tif­ic re­search sys­tem of the Repub­lic of Ser­bia in­to it. The Strate­gy of Sci­en­tif­ic and Tech­no­log­i­cal Devel­op­ment, (2021) de­fines al­so as one of its aims "Gen­der Equal­i­ty in de­ci­sion mak­ing po­si­tions, de­vel­op­ment of pol­i­cy for gen­der equal­i­ty in re­search or­ga­niza­tions". The Law on Science and Re­search, in the Ar­ti­cle 4, de­fines as one of its ba­sic prin­ci­ples of sci­en­tif­ic work “Gen­der Equal­i­ty in sci­ence and re­search, as well as in de­ci­sion-mak­ing bod­ies”. Fi­nal­ly, the Sci­en­tif­ic Coun­cil of MI SANU es­pe­cial­ly rec­og­nized the fol­low­ing doc­u­ments as im­por­tant for its work — the Code of Conduct in Sci­en­tif­ic Re­search, adopt­ed by the Govern­ment of the Repub­lic of Ser­bia (GoS). 3. Fields of action, measures and objectives This chapter of the GEP provides an­swers to the fol­low­ing ques­tions: What prin­ci­ples should be fol­lowed when aim­ing to­wards gen­der equal­i­ty? What ob­jec­tives can be de­fined for the fu­ture? What mea­sures can be im­ple­ment­ed to meet the ob­jec­tives? 3.1. Recruitment 3.1.1. Constitution of appointment committees Spe­cial at­ten­tion shall be de­vot­ed to the equal rep­re­sen­ta­tion of gen­der iden­ti­ties in ap­point­ment com­mit­tees. Com­mit­tees for open po­si­tions shall de­fine and im­ple­ment mea­sures for the gen­er­al qual­i­ty as­surance of se­lec­tion pro­ce­dures and thus guaran­tee the ex­e­cu­tion of a fair and trans­par­ent process. Objective Measure to reach the objective Timeline Responsible person To have gender balance in appointment commissions In calls for volunteers to join appointment commissions, a specific wording is added expressly encouraging women to put themselves forward for consideration 2023 Secretary General Objective To have gender balance in appointment commissions Measure to reach the objective In calls for volunteers to join appointment commissions, a specific wording is added expressly encouraging women to put themselves forward for consideration Timeline 2023 Responsible person Secretary General 3.1.2. Job announcements The or­ganisation­al cul­ture of BCDH shall be re­flect­ed in the de­sign of job an­nounce­ments. BCDH's job an­nounce­ments shall con­tain the fol­low­ing pro­vi­sion: “BCDH is an equal op­por­tu­ni­ties em­ploy­er and is com­mit­ted to the em­ploy­ment poli­cies, pro­ce­dures and prac­tices which do not dis­crim­i­nate on grounds such as gen­der, mar­i­tal sta­tus, fami­ly sta­tus, age, dis­abil­i­ty, race, re­ligious be­lief or sex­u­al ori­en­ta­tion". In ad­di­tion to the declara­tion that BCDH is an equal op­por­tu­ni­ties em­ploy­er, job ad­ver­tise­ments shall al­so con­tain a state­ment that the work en­viron­ment is gen­der-sen­si­tive, and that women, trans­gen­er per­sons and non­bi­nary per­sons are en­couraged to ap­ply. ¹

Objective Measure to reach the objective Timeline Responsible person Establish the fact that the organisational culture of BCDH is gender-sensitive Аdd a statement to job announcements that the work environment is gender-sensitive 2024 Secretary General Establish the fact that the organisational culture of BCDH is gender-sensitive Аdd a statement to job announcements that the women, transgender persons and nonbinary persons are encouraged to apply 2024 Secretary General Objective Establish the fact that the organisational culture of BCDH is gender-sensitive Measure to reach the objective Аdd a statement to job announcements that the work environment is gender-sensitive Timeline 2024 Responsible person Secretary General Objective Establish the fact that the organisational culture of BCDH is gender-sensitive Measure to reach the objective Аdd a statement to job announcements that the women, transgender persons and nonbinary persons are encouraged to apply Timeline 2024 Responsible person Secretary General 3.2. Raising awareness via training initiatives On a con­tin­u­al ba­sis, the Steer­ing Board shall place high pri­or­i­ty on the topic of gen­der equal­i­ty and pro­mote an over­arch­ing cul­ture of tol­er­ance and gen­der equal­i­ty with­in BCDH. One pos­si­bil­i­ty of rais­ing aware­ness of gen­der bias and sen­si­tis­ing BCDH mem­bers to that topic is to of­fer specif­ic train­ing. By ac­quir­ing sys­tem­at­ic knowl­edge, par­tic­i­pants will be em­pow­ered to de­con­struct ex­ist­ing as­sump­tions. Objective Measure to reach the objective Timeline Responsible person Raising awareness of topics such as diversity, inclusivity, gender-sensitivity, gender bias, bullying and discrimination To organise training for the members of the BCDH bodies and the wider community focussing on these issues 2023 President of the Steering Board Objective Raising awareness of topics such as diversity, inclusivity, gender-sensitivity, gender bias, bullying and discrimination Measure to reach the objective To organise training for the members of the BCDH bodies and the wider community focussing on these issues Timeline 2023 Responsible person President of the Steering Board 3.3. Combatting sexual harassment BCDH con­demns any type of sex­u­al harass­ment, bul­ly­ing and dis­crim­i­na­tion. It is part of the du­ty of care of BCDH to pro­tect its em­ployees from this with­in the work­place. The Steer­ing Board com­mits to im­me­di­ate­ly in­ves­ti­gate any com­plaints of sex­u­al harass­ment, bul­ly­ing or dis­crim­i­na­tion, which be­come known to it. If em­ployees are af­fect­ed or feel af­fect­ed by sex­u­al harass­ment, bul­ly­ing or dis­crim­i­na­tion, they have the right to ob­tain ad­vice and sup­port. A con­crete pro­ce­dure will be de­fined and for­malised in a BCDH Charter on Dig­ni­ty and Re­spect in the Work­place. The Charter will go beyond gen­der-re­lat­ed as­pects and will serve as code of conduct for BCDH staff and for the wider com­mu­ni­ty at­tend­ing BCDH events. Objective Timeline Responsible person Set up a BCDH Charter on Dignity and Respect in the Workplace 2024 Administrative and Legal Officer, Secretary General Objective Set up a BCDH Charter on Dignity and Respect in the Workplace Timeline 2024 Responsible person Administrative and Legal Officer, Secretary General 3.4. Work-life balance The Steer­ing Board shall play an ac­tive role in helping em­ployees to main­tain an ad­e­quate work-life bal­ance. As far as the con­di­tions al­low, BCDH shall of­fer flex­i­ble work­ing op­porut­ni­ties in­clud­ing flex­itime reg­u­la­tions, the change from full to part-time and vice-ver­sa and pos­si­bil­i­ties of mo­bile and re­mote work­ing. Part-time em­ployees shall be grant­ed the same ca­reer de­vel­op­ment and train­ing op­por­tu­ni­ties as full-time em­ployees. Parental leave for all em­ployees should be sup­port­ed in line with the lo­cal reg­u­la­tions. The tech­ni­cal pre­con­di­tions for the flex­i­ble work­place must be en­sured. It is to be not­ed that, in the past, BCDH has al­ready provid­ed op­por­tu­ni­ties for flex­i­ble work­ing, which has in­creased since the COVID-19 pan­demic. Objective Timeline Responsible person To set up guidance for BCDH staff regarding measures of work-life balance 2024 Secretary General Objective To set up guidance for BCDH staff regarding measures of work-life balance Timeline 2024 Responsible person Secretary General 4. Data collection, reporting and adjustment of the GEP An­nu­al­ly, up­dates of gen­der-ag­gre­gat­ed da­ta on re­cruit­ments and ap­point­ments (An­nex 1) shall be pre­pared by the Sec­re­tary Gen­er­al and pre­sent­ed dur­ing a Steer­ing Board meet­ing. Al­so, the im­ple­men­ta­tion of the mea­sures and ob­jec­tives of this GEP (Chapter 2) shall be mon­i­tored and ad­just­ed to cur­rent de­vel­op­ments, if neces­sary. In this con­text, fac­tors which hin­der the im­ple­men­ta­tion of the GEP shall be iden­ti­fied, and al­ter­na­tives shall be de­vel­oped. 5. Annex 1 The anal­y­sis of the cur­rent state of af­fairs in BCDH has show the fol­low­ing: Body Male Female Nonbinary Staff 1 3 0 Steering Board 1 2 0 Supervisory Board 2 1 0 Advisory Board 5 8 0 Total 9 14 0 Total in percentage 39% 61% 0% Body Staff Male 1 Female 3 Nonbinary 0 Body Steering Board Male 1 Female 2 Nonbinary 0 Body Supervisory Board Male 2 Female 1 Nonbinary 0 Body Advisory Board Male 5 Female 8 Nonbinary 0 Body Total Male 9 Female 14 Nonbinary 0 Body Total in percentage Male 39% Female 61% Nonbinary 0%