Skupštinu saziva predsjednik Instituta dostavljanjem poziva članovima najmanje 5 dana prije održavanja sjednice, na neki od načina navedenih u članku 5. odnosno u članku 20. ovog Statuta. Poziv sadržava podatke o mjestu, načinu i vremenu održavanja sjednice te prijedlog dnevnog reda. Uz poziv se dostavljaju i materijali o pitanjima koja su na dnevnom redu.
U slučaju isteka mandata tijelima Instituta, Skupštinu može sazvati zadnja osoba za zastupanje upisana u Registar udruga Republike Hrvatske ili najmanje jedna trećina ukupnog broja članova Instituta koji su upisani u Registar članova, s time da se odmah predloži dnevni red.
Tako sazvana Skupština mora se održat u roku ne dužem od 30 dana od dana njenog sazivanja.
Skupština može pravovaljano odlučivati ukoliko je nazočna najmanje polovica članova Skupštine. Ukoliko Skupštini ne pristupi polovica članova, sazivatelj saziva novu Skupštinu u roku ne kraćem od osam dana, a koja može donositi pravovaljane odluke ukoliko je nazočno najmanje četvrtina članova Skupštine. Pravovaljane odluke donose se natpolovičnom većinom glasova nazočnih, osim ako ovim Statutom nije drugačije određeno. Odluke o promjeni Statuta i prestanku Instituta, Skupština donosi dvotrećinskom većinom nazočnih članova Skupštine.
Predsjednik Instituta osigurava pravilan i zakonit rad Instituta. Predsjednika bira Skupština na mandat od 4 godine, s time da može biti biran više puta za redom.
Upravu i predsjednika Instituta Skupština može razriješiti i prije isteka vremena na koje su izabrani, ukoliko prekorače svoje ovlasti ili ne izvršavaju savjesno povjerene im obveze ili podnesu, bilo pojedinačno, bilo skupno, ostavke. Ukoliko razrješava cijelu Upravu, Skupština tada bira novu Upravu s punim mandatom, a ukoliko razrješava pojedine članove Uprave, Skupština bira nove članove Uprave na vrijeme do isteka mandata u čiji su sastav birani.
Uprava i svaki njegov član odgovaraju za svoj rad Skupštini.
Svaki član Uprave može zatražiti svoje razrješenje prije isteka mandata na koji je izabran, s time da je dužan obavljati svoju dužnost do donošenja odluke o razrješenju. Skupština je dužna donijeti odluku o zahtjevu za razrješenje na prvoj sljedećoj sjednici.
Nema ograničenja u broju uzastopnih izbora na istu ili neku drugu dužnost u Institutu.
Upravu čine predsjednik Instituta i četiri člana koje bira Skupština na mandat od četiri godine.
Sjednica se može održati u hibridnom načinu djelovanja uporabom nekih od digitalnih aplikacija za udaljeno komuniciranje računalnim sustavima ili putem mobilnih telefona.
Sjednicu Uprave saziva predsjednik Instituta dostavljanjem poziva članovima najmanje 5 dana prije održavanja sjednice, na neki od načina navedenih u članku 5. odnosno u članku 20. ovog Statuta.
Poziv sadržava podatke o mjestu, načinu i vremenu održavanja sjednice te prijedlog dnevnog reda. Uz poziv se dostavljaju i materijali o pitanjima koja su na dnevnom redu.
Sjednica se može održati ukoliko je nazočna većina članova Uprave. Pravovaljane odluke donose se većinom glasova nazočnih članova Uprave.
Između dviju sjednica Uprave, predsjednik Instituta brine se o provođenju donesenih odluka. U tu svrhu i predsjednik Instituta može prema potrebi, davati odgovarajuće upute i naloge.
Članak 19.
Predsjednik Instituta zastupa Institut, predsjeda sjednicama Skupštine te odgovara za zakonitost rada Instituta.
Predsjednik Instituta ujedno je i predsjednik Uprave.
Predsjednik Instituta:
- saziva sjednice Skupštine Instituta i Uprave te predlaže dnevni red
- provodi odluke Skupštine i rukovodi radom Instituta između dvije sjednice Skupštine.
Članak 20.
U slučaju potrebe, Skupština i Uprava mogu održati elektronsku sjednicu po točno određenim točkama dnevnog reda. Predlagač održavanja elektronske sjednice istovremeno šalje svim članovima tijela koje se saziva poziv s obrazloženim prijedlogom za donošenje odluke na posljednju prijavljenu i poznatu e-adresu članova Skupštine, odnosno Uprave.
Glasovi, odnosno iznesena mišljenja po pojedinim točkama dostavljaju se svim članovima tijela koje se saziva na odlučivanje. U dogovoru s predsjednikom, odnosno sazivateljem sjednice, tajnik/izvršni direktor proglašava rezultate glasovanja.
Članak 21.
Uprava na svojoj prvoj sjednici, iz svojih redova, bira dva dopredsjednika, te tajnika/izvršnog direktora i blagajnika Instituta na mandat od četiri godine.
Dopredsjednici pomažu predsjedniku Instituta u njegovu radu i obavljaju drugih poslova koje im povjeri predsjednik i Uprava.
Članak 22.
Tajnik/izvršni direktor Instituta:
- priprema nacrte prijedloga općih akata koje donosi Skupština
- vodi brigu o urednom vođenju registra članova
- vodi zapisnike sa sjednica Skupštine i Uprave
- vodi i čuva arhivu Institutate
- obavlja stručne i druge poslove za potrebe Uprave, u skladu s općim aktima Instituta.
Članak 23.
Uprava može osnivati odbore i druga povremena radna tijela Instituta.
Uprava imenuje predsjednika i članove odbora radnih tijela iz reda članova Instituta na mandat od četiri godine.
Odbori i druga povremena radna tijela obavljaju poslove i zadaće za koje su osnovani i o tome podnose izvješća Upravi.
Članak 24.
Nadzorni odbor ima do tri člana koje bira Skupština na mandat od četiri godine.
Član Nadzornog odbora ne može biti član Uprave.
Nadzorni odbor pravovaljano odlučuje ako je sjednici nazočna natpolovična većina njegovih članova, a pravovaljane odluke donosi većinom glasova nazočnih članova.
Predsjednik Nadzornog odbora, kojeg biraju članovi između sebe, saziva sjednice Odbora, rukovodi njegovim radom i obavlja druge poslove koje mu povjeri Odbor ili Skupština.
Članovi Nadzornog odbora za svoj rad odgovaraju Skupštini.
Članak 25.
Nadzorni odbor razmatra i nadzire:
- primjenu odredaba ovog Statuta i drugih općih akata Instituta
- materijalno-financijsko poslovanje i korištenje imovine Instituta
- donošenje odluka, zaključaka i drugih normativnih akata te
- obavlja i druge poslove koje mu povjeri Skupština.
Članak 26.
Nadzorni odbor ima pravo zatražiti uvid u dokumentaciju i sve podatke o radu i poslovanju Instituta. Uprava i svaki član Instituta dužan je bez odgađanja omogućiti uvid u zatraženu dokumentaciju i podatke i dati tražene obavijesti.
Članovi Nadzornog odbora mogu nazočiti sjednicama Uprave, ali bez prava odlučivanja.
Nadzorni odbor može zatražiti sazivanje sjednica Uprave i Skupštine ako utvrdi nepravilnosti u financijskom ili drugom poslovanju Instituta, nemarnosti u izvršavanju poslova ili povrede Statuta i drugih općih akata Instituta.
Članak 27.
Na način i postupak razrješenja Nadzornog odbora ili pojedinog njegovog člana primjenjuju se odredbe članka 17. ovoga Statuta.
Članak 28.
Likvidatora Instituta imenuje i opoziva Uprava. Likvidator provodi postupak likvidacije te zastupa Institut u postupku likvidacije sukladno odredbama Zakona o udrugama, a do okončanja postupka likvidacije i brisanja Instituta iz registra udruga.
Članak 29.
Imovinu Instituta čine:
- novčana sredstva koja je Institut stekao uplatom članarina, dobrovoljnim prilozima i darovima
- novčana sredstva koja Institut stekne obavljanjem djelatnosti kojim se ostvaruju ciljevi
- financiranjem programa i projekata udruge iz državnog proračuna i proračuna jedinica lokalne i područne (regionalne) samouprave te fondova i/ili iz inozemnih izvora
- nekretnine i pokretne stvari udruge te
- druga imovinska prava.
Institut može raspolagati svojom imovinom samo za ostvarivanje ciljeva i obavljanjem djelatnosti određenih statutom Instituta, u skladu sa zakonom.
Članak 30.
Institut upravlja imovinom u skladu s propisima o materijalnom i financijskom poslovanju neprofitnih organizacija.
Svi prihodi i rashodi određuju se financijskim planom koji se donosi za jednu kalendarsku godinu i vrijedi za godinu za koju je donesen.
Po završetku godine za koju je donesen financijski plan, usvaja se godišnje financijsko izvješće.
Predsjednik Instituta ima naredbodavno pravo u raspolaganju s imovinom Instituta.
V. STATUT I DRUGI OPĆI AKTI
Članak 31.
Statut je temeljni opći akt Instituta i svi drugi akti moraju biti u skladu s odredbama Statuta.
Nacrt izmjena i dopuna Statuta priprema i utvrđuje Uprava te ga upućuje na raspravu članovima Instituta.
Uprava Instituta razmatra primjedbe i prijedloge koji su dati u raspravi, zauzima stavove o njima i utvrđuje prijedlog Statuta.
Članak32.
Tumačenje odredaba Statuta daje Skupština Instituta.
Članak 33.
Sva unutarnja pitanja Instituta, kao i druga pitanja koja nisu uređena Statutom, a zahtijevaju podrobnu razradu, bit će uređena općim aktima koje donosi Skupština Instituta.
VI. RJEŠAVANJE SPOROVA I SUKOBA INTERESA
Članak 34.
Za rješavanje sporova/sukoba interesa, Skupština imenuje arbitražno vijeće između članova Instituta. Sastav, mandat, način odlučivanja vijeća uređuju se pravilnikom koji donosi Skupština. Arbitražno vijeće u svom radu na odgovarajući način primjenjuje odredbe Zakona o mirenju.
Odluka arbitražnog vijeća je konačna.
VII. PRIJELAZNE I ZAVRŠNE ODREDBE
Članak 35.
Institut prestaje s radom i postojanjem odlukom Skupštine i u slučajevima propisanim odredbama Zakona o udrugama.
U slučaju prestanka rada i postojanja Udruge imovina će, temeljem odredbi članka 53. Zakona o udrugama, pripasti nevladinoj i neprofitnoj organizaciji „Hrvatski Caritas“.
U slučaju prestanka rada temeljem odluke Skupštine, ista donosi odluku o prestanku djelovanja Instituta dvotrećinskom većinom glasova od ukupnog broja članova Skupštine Instituta.
Članak 36.
Ovaj Statut prihvaćen je na sjednici Skupštine Instituta održanoj dana 22.1.2017.
Predsjednik Instituta za
istraživanje hibridnih sukoba
U Zagrebu, 22.1.2017.
IZJAVA O NEPRISTRANOSTI
Institut za istraživanje hibridnih sukoba je nepristrana, neovisna, nevladina, neprofitna udruga građana koja, u skladu s ciljevima navedenim u čl. 6. našeg Statuta aktivno radi na promicanju, potpori, razvoju neovisnih znanstvenih i stručnih istraživanja u cilju jačanja demokracije i demokratskih procesa te zaštiti i promicanju dostignutih ljudskih prava i sloboda te razvoju i poticanju demokratske političke kulture i suradnje na nacionalnoj i međunarodnoj razini.
Naš je cilj rano prepoznavanje i otkrivanje protudemokratskih i destruktivnih aktivnosti i informacija koja ulaze u javni medijski prostor poticanjem medijske pismenosti i razumijevanja stanovništva u odnosu na te zlonamjerne aktivnosti.
Kao politički nepristrana organizacija, IIHS ne potiče niti podupire bilo kojeg kandidata u bilo kojim izbornim aktivnostima niti zauzima politički stav za ili protiv bilo koje političke organizacije. Zauzimanje za pozicije koje idu u korist stanovništva i općih društvenih demokratskih ciljeva ne stavljaju se u kontekst nastojanja i zalaganja za bilo koju političku opciju.
IIHS, kao organizacija, je dosljedna u zadržavanju svoje nepristranosti i privržena utvrđenim ciljevima koji trebaju koristiti stanovništvu bezobzira na njihove nacionalne, političke, gospodarske, socijalne, vjerske, spolne i druge različitosti.
Predsjednik Udruge Institut za
Istraživanje Hibridnih Sukoba
Doc.dr.sc. Gordan Akrap
ODLUKA O OSNIVANJU ODBORA UDRUGE
Na temelju odredbi čl. 17.-20. Statuta Udruge, Uprava IIHS, održana na elektronskoj sjednici 1. svibnja 2022. u vremenu od 13:10-13:30 sati donijela je
Odluku o osnivanju odbora udruge i njihovih voditelja.
U sastavu Udruge osnivaju se sljedeći odbor s voditeljima:
- Odbor za predlaganje i vođenje projekata - voditelj: Pero Munivrana
- Odbor za pitanja povezana s društveno neprihvatljivim oblicima ponašanja (OK, terorizam) - voditelj: Ante Letica
- Odbor za strateška pitanja - voditelj: Ivica Mandić
- Odbor za digitalnu sigurnost - voditelj: Roman Domović
- Odbor za buduće tehnologije - voditelj: Ivan Saša Vrdoljak
- Odbor za suprotstavljanje protuobavijestima - voditelj: Gordan Akrap
Zagreb, 15.5.2022.
Predsjednik IIHS
doc.dr.sc. Gordan Akrap
IZJAVA O FINANCIRANJU
Institut za istraživanje hibridnih sukoba je nepristrana, neovisna, nevladina, neprofitna udruga građana koja, u skladu s ciljevima navedenim u čl. 6. našeg Statuta aktivno radi na promicanju, potpori, razvoju neovisnih znanstvenih i stručnih istraživanja u cilju jačanja demokracije i demokratskih procesa te zaštiti i promicanju dostignutih ljudskih prava i sloboda te razvoju i poticanju demokratske političke kulture i suradnje na nacionalnoj i međunarodnoj razini.
Rad IIHS se svodi na volonterski rad njegovih članova.
IIHS je sudjelovao, kao stručni partner u prijavi nekoliko različitih projekata iz domena sigurnosti i zaštiti demokracije i stanovništva na razini EU.
IIHS organizira Zagrebački Sigurnosni Forum koji nije ni tražio ni primio sredstva od državnih institucija i fondova. Forum se financira potporom sponzora i donatora koji dolaze iz privatnog i javnog poslovnog sektora te sredstava koja dobijemo na temelju pozitivne evaluacije našeg programa od strane NATO Science for Peace and Security programa.
IIHS u svojim analizama i provjerama istinitosti informacija u javnom prostoru ne kontaktira, ne prenosi ni stavove niti mišljenja sponzora i donatora jer su autori tih dokumenata samostalni u svom znanstvenom i stručnom radu.
Financijsko poslovanje IIHS dostupno je za provjeru svim zainteresiranim osobama korištenjem aplikacija Ministarstva financija.
Predsjednik Udruge Institut
za Istraživanje Hibridnih Sukoba
Doc.dr.sc. Gordan Akrap
UPRAVLJANJE KVALITETOM
Institut za istraživanje hibridnih sukoba s ciljem racionalnog upravja kvalitetom djelovanja i organiziranja našiha ktivnosti, prihvaća smejrnice navedene u okviru sustava upravljanja kvalitetom za organizacije civilnog društva pod nazivom "OK 2015" (www.ok2015.info).
Stoga u okviru IIHS djeluje radna skupina kojoj je cilj analiza našeg postojećeg djelovanja te prijedlog aktivnosti unaprjeđenja našeg djelovanja u cilju poboljšanja naih sposobnsoti i ispunjvanja odrdbi utvrđenih anšim Statutom.
Radnu skupinu predvodi izvršni direktor IIHS te dva člana koja nisu dio upravljačke strukture Udruge.
Predsjednik Udruge Institut
za Istraživanje Hibridnih Sukoba
Doc.dr.sc. Gordan Akrap
GENDER EQUALITY PLAN 2022 - 2027
1. Introduction
The Hybrid Warfare Research Institute (hereinafter HWRI, red to as: HWRI) adopts the Gender Equality Plan (GEP) for the period 2022 - 2027. The proposed measures are based on the results of an enquiry into gender equality at HWRI and in the local and national environment in which the HWRI operates. The research was conducted in 2022 to identify institutional factors and practises that might influence bias in various aspects of the HWRI's activities.
The general strategic guidelines of the Gender Equality Plan, which formed the basis for the design of the measures, are:
- the plan is consistent with the national, HWRI and legal acts;
- the plan responds to the challenges identified in the research conducted and takes into account the internal capacities of HWRI;
- the plan is open towards staff and external stakeholders;
- the plan allows for changes in line with new insights.
Gender equality in research and innovation is one of the priorities of the European Research Area (ERA). The European Commission has set three objectives for European countries and institutions:
- gender equality in scientific careers,
- gender balance in decision-making, and
- integration of the gender dimension into the content of research and innovation.
The HWRI Gender Equality Plan sets out measures that contribute, to the extent possible, to the achievement of the stated general objectives. The plan covers human resources, institutional management, teaching and education, research, institutional communication, discrimination and sexual harassment. Researchers, administrative staff, and members of the management of HWRI were involved in conducting the research and developing the plan. In this document, the term 'researcher' includes all staff who are involved in the research work. The Gender Equality Plan is the result of the collective work of HWRI staff and is therefore fully consistent with the established practises.
2. Human Resources
HWRI implements employment protocols to avoid bias in recruitment. The adopted internal institutional procedures and activities are based on the Rules of Procedure of the HWRI, and the Labour Law. According to these acts, direct or indirect discrimination regarding work and working conditions, including selection criteria and conditions of employment and promotion, is prohibited.
As part of the research on the state of gender equality, a survey was conducted among the HWRI staff. From the responses collected, it can be concluded that the majority of respondents did not feel discriminated against when they were engaged, hired or promoted to their latest position at HWRI. There are no measures to promote the career advancement of persons of the underrepresented gender at the institutional level. There are no soft quotas, targets, or posts exclusively for women.
Regarding the balance between professional and private life, all measures are listed in the Labour Law. All prescribed measures are available to employees. Information on employee rights and services is available on the intranet and upon request from administrative services.
In the area of human resources, the following measures will be implemented at HWRI:
- strengthening the availability of existing policies and services for staff,
- attracting and retaining female researchers.
2.1 Strengthening the availability of existing policies and services for staff
The implementation of this measure will aim to maintain equal access to information for all employees and strengthen communication and information channels towards staff. HWRI continues to support employees in balancing their professional and personal lives and ensures equality for all employees in selection, employment, work, and professional development.
Timeframe for the implementation of the measure
- October 2024 – December 2025
Objectives
- short-term: more clarity on employees' rights and benefits provided
- medium-term: ensuring equal access to information
- long-term: ensuring continued equality for all employees in the selection, employment, work, and professional development, and supporting employees in balancing their professional and personal lives.
Planned Activities
- a communication campaign on existing employee rights
- revision of available information on the intranet
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the GEP
Indicators
- short-term: communication campaign implemented
- medium-term: availability of all relevant information to employees via intranet or appropriate services - long-term: report on the impact of implemented activities
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. HWRI implements all positive national regulations governing employee rights. The institution has the internal capacity and support to implement this measure.
2.2 Attracting and retaining female researchers
According to the survey results, the vast majority of members, stakeholders and employees at HWRI have not experienced discrimination in hiring or promotion. Despite the favourable research results, the institution faces the challenge of filling vacancies for postdoctoral researchers, as many young researchers leave academia and scientific research after completing their doctoral studies.
This measure provides for the systematic collection of data and its analysis to better understand why people choose to leave higher education and science. The new insights will be the basis for the introduction of new measures to ensure, to the extent possible, the attraction and retention of talented female researchers.
Timeframe for the implementation of the measure
- October 2022 – September 2023
Objectives
- short-term: the creation of exit surveys for employees leaving the HWRI
- medium-term: better understanding of why individuals choose to leave academia and science - long-term: adapted working conditions in accordance with the information gathered and opportunities to attract and retain female researchers
Planned Activities
- designing an exit survey for employees
- data collection
- research of relevant legal acts to understand the legal framework within which decisions are made - analysis of data collected through the exit survey and preparation of reports
- designing measures that could help attract and retain female researchers
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the GEP
Indicators
- short-term: exit surveys for employees leaving the institution
- medium-term: report on data collected through exit surveys
- long-term: at least one new measure to attract and retain talented female researchers
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure.
3. Institutional management
The institutional management of HWRI is based on the following legal act: Republic of Croatia, Article 14 of the Act on Gender Equality states that public institutions are required to work towards gender balance but have the freedom to define and monitor their gender equality policies.
The Rules of Procedure of the HWRI define decision-making bodies: the President and Board of the HWRI. Women actively participate in committees and can thus influence decision-making. The challenges identified in the internal assessment of the state of gender equality at HWRI in relation to institutional management are a direct result of historical prejudices present in society that technical universities are more suited to men than to women. As a result, it is to be expected that most management positions are held by men and that there is a gender imbalance in decision-making bodies. Although HWRI has been actively promoting the long-term inclusion of women at all levels, there are very few women in leadership positions of organisational units.
As a measures, it is foreseen:
- establishment of a gender equality body,
- reporting on the status of gender equality,
- pilot programme to strengthen the role of female researchers.
3.1 Establishment of a gender equality body
The measure provides for the establishment of appropriate administrative mechanisms for gender equality. The implementation of this measure will contribute to strengthening the culture of gender equality at the institution. The main tasks of the body are to disseminate and revise the Gender Equality Plan, monitor the status of gender equality, collect relevant data and prepare annual reports on gender equality, organise gender equality training for employees, promote equal treatment of women and men, and actively participate in relevant activities at HWRI.
Timeframe for the implementation of the measure
- October 2022 – December 2027
Objectives
- short-term: establishment of a gender equality body
- medium-term: implementation of the Gender Equality Plan and monitoring the status of gender equality
- long-term: strengthening the culture of gender equality at the institution
Planned Activities
- definition of duties, assignments, and objectives of the body
- establishment of a gender equality body and appointment of members
- regular work of the body according to the defined tasks
Institutional Resources
- responsible bodies: President and BoD
- implementing bodies: President and BoD
Indicators
- short-term: established body for gender equality
- medium-term: meetings organised and activities implemented within the remit of the board - long-term: a report on the long-term impact of the activities carried out
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure.
3.2 Reporting on the status of gender equality
HWRI employs a general system for data collection and analysis. Gender data is collected for all members. For all employees, the institution collects gender data at the time of recruitment. The implementation of this measure will establish appropriate administrative mechanisms for collecting and analysing data and reporting on the status of gender equality. It will also strengthen institutional awareness and commitment to a culture of gender equality.
Timeframe for the implementation of the measure
- October 2022 – December 2027
Objectives
- short-term: establishment of appropriate administrative mechanisms for the collection and analysis of data on gender equality
- medium-term: preparation of regular annual reports on the status of gender equality - long-term: raising institutional awareness and commitment to a culture of equality
Planned Activities
- organisation of a system for collecting relevant data on the status of gender equality - collection of relevant data
- preparation of regular annual reports on the status of gender equality
- dissemination of reports to employees
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the Gender Equality Plan
Indicators
- short-term: an established institutional collection of data on the status of gender equality - medium-term: report on the status of gender equality
- long-term: regular annual reports on the status of gender equality
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure. There is a general system for collecting and analysing data on employees and students. Gender data is collected for all students at enrolment. For all employees, the institution collects gender data at the time of recruitment.
3.3 Pilot programme to strengthen the role of female members
In line with modern trends, there is a strong need to introduce a programme to support young female researchers.
The implementation of this measure will provide specific professional development for young female researchers and raise awareness of the need to remove barriers to the inclusion of women in the fields of research and innovation. The long-term goal of this measure is to remove barriers to women's appointment to positions and to reduce the impact of the leaky pipeline phenomenon, which describes how women become an underrepresented minority in field of HWRI activities.
Timeframe for the implementation of the measure
- October 2022 – September 2023
Objectives
- short-term: specific professional development for young female researchers
- medium-term: attracting and retaining talented female researchers
- long-term: removing barriers to appointing women to leadership and scientific-teaching positions
Planned Activities
- designing a one-year pilot programme to empower young female researchers
- identification and engagement of women mentors, female role models who are leaders in research and intelligence related activities
- the organisation of workshops with female mentors on leadership
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the Gender Equality Plan
Indicators
- short-term: number of workshops, number of female mentors, number of female participants - medium-term: a report on the medium-term effects of the implemented pilot programme on female mentors and participants
- long-term: a report on the long-term effects of the implemented activities
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The measure will be implemented in cooperation with stakeholders from higher education, science, and business in which the female mentors hold leadership positions.
4. Institutional communication
The accelerated development of modern technology, the increasing digitalisation of society, and the creation of jobs for the future have led to a change in the perception of HWRI as an institute that has exclusively for so-called "men's jobs".
Efforts to use gender-neutral language whenever possible are visible on the internet, social media, and other internal documents. The Public Relations Department pays special attention to promoting successful women on social media and in the national media.
Finally, the complaints system in cases of sexist communication at the HWRI is accessible and effective. In the area of institutional communication, the following measures will be implemented at HWRI:
- establishment of a dedicated digital communication channel,
- gender-sensitive language in legal documents.
4.1 Establishment of a dedicated digital communication channel
The measure provides for the establishment of a digital communication and information channel for the dissemination of relevant information on gender equality and the promotion of female researchers. The implementation of this measure will contribute to transparency and make the institution's commitment to gender equality visible. Communication campaigns are also planned, e.g., on International Day of Women and Girls in ICT Day, etc., which will help to break down stereotypes regarding technical professions. In the long term, this measure aims to encourage and attract new female students, empower female members, and retain women in the HWRI.
Timeframe for the implementation of the measure
- October 2022 – December 2027
Objectives
- short-term: establishment of a communication and information channel dedicated to gender equality - medium-term: dissemination of relevant information on equality and implementation of communication campaigns
- long-term: attracting new female students and researchers
Planned Activities
- establishment of a digital communication and information channel
- dissemination of relevant information on equality
- promotion of female researchers
- appropriate communication campaigns (on International Day of Women, Girls in ICT Day, etc.)
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the Gender Equality Plan
Indicators
- short-term: established communication and information channel dedicated to gender equality - medium-term: implemented activities, number of users, media coverage of posts - long-term: a report on the long-term impact of the activities carried out
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure.
4.2 Gender-sensitive language in legal documents
Due to the specifics of the Croatian language, there is a legal ambiguity regarding the use of scientific and teaching titles in legal documents, as existing legal regulations suggest that only the masculine gender should be used in legal documents. The measure provides for the revision of language practises in legal documents and the implementation of the conclusions of the analysis. The aim is to better understand institutional legal documentation and the experiences of the people to whom these documents are addressed. The implementation of this measure will ensure equal professional conditions for all researchers and increase women's motivation to invest in their professional development.
Timeframe for the implementation of the measure
- October 2023 – September 2025
Objectives
- short-term: better understanding of institutional legal documentation and the experiences of the people to whom these documents are addressed
- medium-term: revision of language practices in a smaller part of the legal documentation - long-term: revision of language practices in all legal documents
Planned activities
- study of relevant legal acts to understand the legal framework in which the measure is adopted - review of practices in legal documents
- implementation of review conclusions
Indicators
- short-term: report on relevant legal acts regarding language in legal documents - medium-term: experimental application of new language practices in a smaller part of legal documentation
- long-term: change of language practice in all legal documents
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the Gender Equality Plan
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure.
5. Research
The concepts of integrating the gender dimension in the development of curriculum and gender-sensitive research is not yet sufficiently recognised in the Croatian research system. This approach to teaching includes consideration of gender difHWRIences in the development of curriculum and teaching behaviour. In addition, it also ensures equal opportunities for teachers and promotes appropriate interest in the subject matter by students of both genders. Currently, there is no guidance, no available literature, no checklists, and no teacher training on the integration of the gender dimension in the curriculum.
We say that research integrates the gender dimension when it takes into account the differences between women and men in all aspects of the research, from the initial idea, the formulation of the research questions, the objectives and the methodology, to the results and the presentation of the findings. In addition to integrating the gender dimension into the content, a gender-sensitive approach aims to ensure the equal participation of women and men in scientific work. There are no institutional guidelines for integrating the gender dimension into research. HWRI provides practical support to researchers without interHWRIing in the content of research and has no direct influence on how research is conducted; this depends on the international research community. Research involving human subjects is conducted according to the highest ethical principles, which include proportional representation of both genders.
There are informal support mechanisms for female researchers when returning to work after maternity leave. The findings of the study suggest that maternity leave may be the cause of stagnation in the careers of female researchers, as they are less likely to publish papers after returning from leave.
5.1 Promotion campaign for the integration of the gender dimension in research
The measure provides for the design and implementation of a communication and promotion campaign for scientific results and research groups that successfully integrate the gender dimension into research. In the long term, this measure will contribute to strengthening institutional quality, competitiveness, and innovation, as well as interdisciplinarity in scientific research. The campaign will help increase the visibility of researchers and their results in the media and promote the transfer of knowledge from higher education and science to society and the economy.
Timeframe for the implementation of the measure
- October 2023 – September 2024
Objectives
- short-term: communication campaign for the integration of the gender dimension in research - medium-term: increasing the visibility of researchers and the results of research with an integrated gender dimension
- long-term: raising awareness of the gender dimension in research
Planned Activities
- running of a promotional campaign on scientific results and research groups that successfully integrate the gender dimension into research
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the Gender Equality Plan
Indicators
- short-term: communication campaign conducted
- medium-term: availability of the developed communication materials to the interested public - long-term: a report on the long-term impact of the implemented activities
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure.
5.2 Support for researchers after leave
This priority measure aims to implement institutional services to help top researchers adapt to the business environment after maternity leave. The implementation of this measure will help to increase researchers' security and self-confidence, improve job satisfaction, and increase motivation to invest in career development. The institution will provide equal opportunities for women and men to advance in their careers and allow for a better balance between employees' personal and professional lives. In the long term, the implementation of this measure will contribute to increasing institutional research productivity and innovation capacity.
Timeframe for the implementation of the measure
- October 2023 – December 2025
Objectives
- short-term: support for top researchers when they return to work after maternity leave - medium-term: providing equal opportunities for advancement for men and women and enabling a better balance between the private and professional lives of employees
- long-term: increased productivity of institutional research
Planned Activities
- research of relevant legal acts to understand the legal framework in which institutional services are established
- establishment of institutional services to support female researchers after maternity leave - collection and analysis of data on the performance of the service
- revision of the service based on the analysis
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the Gender Equality Plan
Indicators
- short-term: introduction of at least one new institutional service to support female researchers after maternity leave
- medium-term: the number of female researchers who used the support measure - long-term: the report on the long-term impact of the support measure
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. There are informal support mechanisms for researchers when they return to work after maternity leave. The institution has the internal capacity and support to implement this measure.
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure.
6.Sexism and sexual harassment
Sexual harassment, sexism, and discrimination are strictly prohibited, and reports of such acts are handled with the utmost care at HWRI, with respect for privacy and discretion being paramount. HWRI has an established system for preventing and sanctioning cases of sexual harassment, which is laid down by law. In this area, HWRI will strengthen the system to combat sexual harassment and discrimination.
6.1 Strengthening the system to combat sexual harassment and discrimination
HWRI will continue to implement, monitor, and improve the existing system to enhance confidence in the institution and provide a safe and dignified environment for all students, staff, and guests. HWRI will continue to ensure equal access to information for all employees and students.
Timeframe for the implementation of the measure
- October 2022 – September 2024
Objectives
- short-term: strengthening the existing system
- medium-term: prevention of sexual harassment
- long-term: strengthening the confidence of employees and students in the institution
Planned Activities
- review of the effectiveness of the existing implemented and regulated protocols - empowering managers by informing them about existing protocols and services - informing new employees and (foreign) students about protocols and services
Institutional Resources
- responsible body: President
- implementing body: Working group for the development and implementation of the Gender Equality Plan
Indicators
- short-term: a report on the effectiveness of existing protocols
- medium-term: a report on the implementation of preventive empowerment and information activities - long-term: a report on the long-term impact of the activities carried out
Mitigating and aggravating factors
No aggravating factors for the implementation of this measure have been identified. The institution has the internal capacity and support to implement this measure.
ANNEX I
List of measures
The plan covers human resources, institutional management, institutional communication, teaching, research, student services, and sexual harassment.
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Human Resources
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2.1 Strengthening the availability of existing policies and services for staff
2.2 Attracting and retaining female researchers
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Institutional management
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3.1 Establishment of a gender equality body
3.2 Reporting on the status of gender equality
3.3 Pilot programme to strengthen the role of female researchers
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Institutional communication
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4.1 Establishment of a dedicated digital communication channel 4.2 Gender-sensitive language in legal documents
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Research
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5.1 Integration of the gender dimension in teaching
5.2 Promotion campaign for the integration of the gender dimension in research
5.3 Support for researchers after leave
5.4 Promotion of the principle of gender equality in technology transHWRI
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Sexism and sexual harassment
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6.1 Strengthening the system to combat sexual harassment and discrimination
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Hybrid Warfare Research Institute
Assist. Prof. Gordan Akrap, president
IMPRESSUM
Hybrid Warfare Research Institute
OIB: 31073348655
Adresa sjedišta: Teslina ulica 10, 10000 Zagreb
Matični broj: 4671406
Registracijski broj: 21012385
Godina osnivanja: 2017.
Djelatnost: 94.99 Djelatnosti ostalih članskih organizacija, d. n. (NKD 2007) Sektor S - Ostale uslužne djelatnosti
Predsjednik Udruge:
Izvršni direktor Udruge:
Dopredsjednik Udruge:
Članovi Uprave Udruge:
- Vedran Matošić
- Jakov Dominik Akrap
Hybrid Warfare Research Institute
President:
- Assist. Prof. Gordan Akrap
Executive Director:
Vicepresident:
Members of the Board:
- Vedran Matošić
- Jakov Dominik Akrap
Contact:
info@zagrebsecurityforum.com
Dobriše Cesarića 9
10000 Zagreb, Hrvatska
OIB: 54975142680
IBAN: HR94 2390 0011 1003 6899 2
Hrvatska poštanska banka, Zagreb
Godina osnivanja: 1999.
Registracijski broj: 00001288
Djelatnost: 94.99 Djelatnosti ostalih članskih organizacija, d. n. (NKD 2007)
Predsjednik Udruge:
Podpredsjednici Udruge:
- dr.sc. Miroslav Međimorec
- prof.dr. Mate Ljubičić
Član uprave:
President: Vedran Matošić
Vicepresidents:
- Dr. Miroslav Medjimorec
- Prof.Dr. Mate Ljubičić
member of the Board:
- Assis. Prof. Gordan Akrap