Employment policy on discrimination (8.2.3)

Széchenyi István University has comprehensive policies to prevent discrimination and promote equal treatment in the workplace through its 2025–2027 Equal Opportunities Plan (reviewed in April 2025) and 2025–2027 Gender Equality Plan (reviewed in July 2025). These policies apply to all organisational units and all employees of the University and are aligned with the Hungarian Equal Treatment Act and relevant European equality principles.

The Equal Opportunity Plan (2025–2027)

The Equal Opportunities Plan (2025–2027) explicitly prohibits all forms of discrimination and guarantees equal treatment regardless of age, sex, race, skin colour, nationality, mother tongue, disability, health status, religion or belief, political opinion, family status, sexual orientation, gender identity, social origin, financial status or any other personal characteristic. The prohibition of discrimination covers recruitment, employment, salaries, benefits, training, promotion opportunities, transfers, dismissal and all other employment-related matters (A hátrányos megkülönböztetés tilalma, egyenlő bánásmód biztosítása, pp. 4–5).

The University further commits to:

  • ensuring equal treatment in recruitment and employment practices;
  • eliminating unjustified pay inequalities;
  • providing equal access to benefits, training opportunities and career advancement;
  • supporting parents returning from maternity, parental or childcare leave;
  • promoting family-friendly working arrangements and work-life balance;
  • providing accessible working conditions for employees with disabilities;
  • reducing gender inequalities in employment and leadership positions; and
  • ensuring equal access to lifelong learning and professional development opportunities.

 

The Gender Equality Plan (2025–2027)

The Gender Equality Plan (2025–2027) establishes specific measures to promote gender equality throughout the institution. The Plan aims to achieve gender balance in leadership and decision-making bodies, ensure equal opportunities in recruitment, selection and promotion procedures, integrate gender equality considerations into teaching and research, and support the reconciliation of work and family life (Bevezetés, p. 2; Intézményi célkitűzések, pp. 4–7)

The Gender Equality Plan also includes measures to:

  • prevent gender-based discrimination and bias;
  • combat sexism, stereotypes, gender-based violence and sexual harassment;
  • provide support for victims and witnesses of harassment;
  • develop gender equality awareness and training programmes; and
  • ensure that institutional policies, decisions and procedures are implemented in accordance with gender equality principles.

Both plans include formal complaint procedures enabling staff members to report violations of equal treatment principles and seek investigation and remedy through designated university bodies.