Organizational culture and personnel strategy

At St. Anne’s University Hospital in Brno, we place emphasis not only on top-quality care and research, but also on how we work together and communicate, and what kind of working environment we create. Our organizational culture, based on respect, trust, and openness, is the foundation for the satisfaction and engagement of our colleagues and the long-term development of the entire institution.

We are aware that the heart of every modern hospital is the people who work there. We believe that only motivated, satisfied, and professionally growing staff can provide quality patient care. Our human resources strategy is therefore based on the long-term development of employees, support for teamwork, and the creation of a working environment in which it is good to work and grow.

At the same time, the personnel strategy fully supports the implementation of the hospital’s strategic goals in the areas of quality of care, digitization, innovation, and economic stability.

We pay special attention to the development of managers, the promotion of internal communication, change management, and increasing the adaptability of the organization in the context of the challenges of today’s healthcare system. We also focus on recruiting talented professionals, systematic training, and fair performance evaluation. We support work-life balance and build a strong corporate culture.

Building a safe working environment

We pride ourselves on our culture of openness, fairness, and mutual respect. We actively create a working environment where everyone can feel safe—and where undesirable behavior (discrimination, bullying, gender-based behavior, sexual harassment) is not tolerated. We have measures in place to prevent undesirable behavior and offer support mechanisms to help resolve complex situations with respect and discretion.

We have implemented a system for dealing with undesirable behavior, which includes:

  • a clearly defined procedure in accordance with internal guidelines,
  • impartial resolution of undesirable behavior by trained contact persons,
  • consultations on resolving complex situations in the workplace,
  • mediation of psychological support,
  • an online trust box for anonymous and secure reporting.

We want you to feel comfortable with us – simply put, we play fair.

Mgr. Zuzana Hochelová

zuzana.hochelova@fnusa.cz

St. Anne’s University Hospital in Brno (FNUSA) and the International Clinical Research Center (FNUSA-ICRC) share a commitment to creating a work environment based on equality, respect, safety, and openness. We support a work culture that values diversity and ensures equal opportunities for all – regardless of gender, age, origin, health status, caregiving responsibilities, or other characteristics.

In 2021, the first activities related to the implementation of equal opportunity policies were launched and the first ICRC Gender Equality Plan 2022-2024 was formulated. FNUSA as a whole is thus committed to incorporating equality and diversity policies among its long-term strategic priorities. In order to ensure the greatest possible effectiveness of the measures adopted, the FNUSA Gender Equality Strategy and Plan 2024-2026 has been aligned with the existing FNUSA-ICRC Gender Equality Plan 2022-2024, which has been successfully implemented since 2022.

In the area of equal opportunities, we identify with the objectives of the European Commission’s Strategy for Gender Equality 2020-20251 and the Strategy for Gender Equality 2021-2030 (Strategy 2021+) of the Office of the Government of the Czech Republic.

Areas of the gender equality plan and set goals

The gender equality plan meets the minimum requirements (building blocks) set by the European Commission, and FNUSA commits to the following:

  • Publishing the GEP signed by the institution’s management on its website.
  • Allocation of financial and human resources with sufficient qualifications in the field of gender equality necessary to ensure the implementation, monitoring, and evaluation of GEP activities.
  • Collection and monitoring of data on employees broken down by gender and other relevant variables and sharing of this data in the institution’s annual reports.
  • Raising awareness of gender equality and unconscious gender bias among employees and decision-makers. The Plan includes support for the education and development of FNUSA employees in the form of seminars, training courses, and workshops for various target groups with the aim of developing capacities and expertise.

GEP areas of intervention and objectives set for each area:

  • Create an institutional framework for the implementation of gender equality policies at FN u sv. Anny.

Personnel policy

  • Review and optimize processes within the employee life cycle with an emphasis on diversity and inclusion.
  • Promote equal conditions for professional development and career advancement.
  • Promote equal pay.

Work-life balance

  • Improve conditions for work-life balance.

Organizational culture and workplace relations

  • Promote a change in organizational culture towards an open and inclusive environment that respects gender equality, dispels prejudices and stereotypes, and increases gender sensitivity among employees.
  • Prevent undesirable behavior in the workplace (discrimination, gender-motivated behavior, bullying, sexual harassment, etc.).

Specific measures for individual areas and objectives are detailed in the Plan itself.