Form Employer 2025

Please enable JavaScript in your browser to complete this form.

1. Basic information

Company name *

Legal form *

VAT ID *

Website *

Contact person *

E-mail address *

Phone number *

Number of employees *

2. Regulations and employee benefits

1. Are these contained in your internal regulations? Mark the relevant: *

Explicit prohibition of discrimination based on sexual orientation
Explicit prohibition of discrimination based on gender identity
Explicit prohibition of homophobic/biphobic bullying or harassment
Explicit prohibition of transphobic bullying or harassment
The internal regulations do not contain any of these

Check multiple answers if applicable.

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

2. What measures does your organization take for reporting incidents of discrimination, bullying, or harassment based on sexual orientation or gender identity? *

Anonymous reporting — Employees can report incidents anonymously via internal or external platforms (e.g., a confidential hotline or an online form)
Reporting outside the direct supervisory line — Incidents can be reported to a person or department other than the direct supervisor (e.g., HR department, ombudsperson, external advisor)
Proactive support and awareness — The organization informs employees about reporting processes and provides regular training on handling discriminatory behavior
None of the above

Check multiple answers if applicable.

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

3. Do you have measures in place for situations that do not involve direct discrimination or overt harassment but rather manifestations of microaggressions and stereotyping of LGBTQ+ individuals? *

Guidelines — We have clearly defined guidelines that explain what microaggressions and stereotyping of LGBTQ+ individuals entail
Reporting option — There is a confidential channel for reporting microaggressions, allowing employees to feel safe and supported in addressing subtle yet harmful behavior
Regular training and awareness programs — We conduct regular training sessions for employees to raise awareness about unconscious biases, microaggressions, and the impact of stereotyping comments
None of the above

Check multiple answers if applicable.

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

4. How are the above-mentioned rules enforced? Do you have a process in place for addressing violations? *

Please describe how you ensure compliance with the rules (max. 500 characters). *

5. Do you provide all employees the following benefits, including LGBTQ+ registered partners? Mark the relevant: *

Work leave in the case of registration for the same length as legal leave for marriage
Leave of absence in the event of the death of a partner or family member
Work leave for the birth of the partner’s child or the adoption of a child by the partner of the same length as paternity leave and with the same entitlement to wage compensation
Time off when accompanying a partner or partner’s child to a medical facility
Leave of absence to care for a partner
None of the above

Check multiple answers if applicable.

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

6. Indicate how employees were informed about these benefits in 2024. Mark the relevant: *

Active communication during the recruitment process (before starting a job as part of the selection process, when starting a job as part of entry training, when starting a job as part of an entrance interview)
Active communication for employees (during regular employee training)
Passive communication for employees (one-off message on the internal portal for employees when the benefit is introduced, periodically mentioned as part of communication for employees, permanent information on the intranet)
None of the selected
Other (please specify)

Check multiple answers if applicable.

Please specify *

Attach the document with internal communication about benefits. Please note that without it, the question cannot be scored. *

Click or drag a file to this area to upload.

Please name the document in a following format: [question number]_[name of your company]_[name of the document].

3. Support for transgender employees

7. Do you have policies, rules or procedures addressing the situation of employees who are in transition? What do they cover? *

A guarantee that an employee will not be transferred to another position without their consent due to undergoing a transition (in cases where a change of position is necessary due to legal requirements for manufacturing roles, there is a guarantee that the change will be consulted with the employee beforehand)
A guarantee that career progression or remuneration will not be affected by the fact that the employee is undergoing a transition
None of the above

Check multiple answers if applicable.

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

8. How do you approach the use of social facilities by transgender employees? *

We have gender-neutral toilets in our workplaces
We do not have gender-neutral toilets, but transgender or gender-diverse employees can use the toilets according to their gender identity, not necessarily according to their assigned (biological) sex
We do not have gender-neutral toilets in our workplaces. Transgender employees may use the toilets according to their gender identity only after the official transition has been completed

9. Self-identification — please mark everything that applies to you: *

We have a clearly defined process for employees to change their details (e.g., name and personal identification number) in employee systems
Employees can publicly use their preferred name without requiring official transition (e.g., on a badge, email, business card, etc.)
Employees can wear clothing according to their preferred gender identity or gender expression, not necessarily according to their assigned (biological) sex
None of the above

Check multiple answers if applicable.

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

10. Raising awareness on gender identity — please mark everything that applies to you: *

The topic of gender identity is an integral part of education for our employees
We provide advice for HR department employees on how to approach trans or gender-diverse employees or job candidates
We provide advice for employees of the HR department on how to approach trans or gender-diverse employees undergoing transition
We provide advice for managers on how to approach trans or gender-diverse employees
We provide advice for employees on how to approach trans or gender-diverse colleagues
Our regulations, educational, and other materials include up-to-date and gender-sensitive language when the text relates to the topic of gender identity
None of the above

Check multiple answers if applicable.

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

11. Can transgender employees access the following benefits? Mark the relevant: *

Increased possibility of working from home during the transition period compared to regular working practice, or do you have a 100 percent home office rule?
Paid psychological support that is trans-respectful
Possibility of general psychological support
Additional payment for cosmetic procedures (e.g. laser)
Additional payment for hormones
Days of indisposition leave in addition
None of these
Other. What?

Check multiple answers if applicable.

Please specify *

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

4. Employee recruitment and collaboration

12. How do you approach talent, including LGBTQ+ people, during recruitment? Mark the relevant: *

Active outreach to LGBTQ+ talent in recruitment (e.g., presenting at LGBTQ+ events, targeting on social media, etc.)
Inclusion of a passage on diversity and support of LGBTQ+ employees in the text of recruitment advertisements
Informing potential employees during interviews about internal employee groups, including an LGBTQ+ one
None of these
Other (please specify)

Check multiple answers if applicable.

Please specify *

Provide the document title and relevant passage (max. 500 characters). Enter the name of the portal where you are advertising the position. Please note that without this information, the question cannot be scored. *

13. What information do you provide to new employees when starting work? Mark the relevant: *

Greetings from management members explicitly mentioning the company’s values of diversity and equality in the workplace and commitments in the area of supporting diversity in the workplace, including equality for LGBTQ+ persons
Information about internal employee groups, including an LGBTQ+ group
Information on inclusive regulations regarding LGBTQ+ persons
None of these
Other

Check multiple answers if applicable.

Please specify *

Provide the document title and relevant passage (max. 500 characters). Please note that without this information, the question cannot be scored. *

14. Do you provide all employees with diversity and equality training with a special focus on LGBTQ+ issues? *

Yes, we provide separate training.
Yes, the training is part of a broader thematic block.
None of the above.

Check multiple answers if applicable.

15. What percentage of employees participated in the training sessions in 2024? If your company provides both types of training, please mark the cumulative percentage: *

Above 90%
Above 70%
Above 50%
Less

16. How do you organize the training? *

We provide it in-house (the training is provided at the global level).
We provide it in-house (the training is prepared at the local level).
We provide it through external providers.
Otherwise (please specify)

Check multiple answers if applicable.

Please specify *

If you provide training through external providers, please name them: *

17. If the training is part of a broader thematic block, which areas does it cover? Mark the relevant: *

Employee regulations and legislation, procedures for detecting homophobic/transphobic bullying or harassment or discriminatory behavior
Work with prejudices and stereotypes, explicitly mentioning also those associated with gender identity and sexual orientation
Advantages and benefits of an inclusive approach, explicitly mentioning LGBTQ+ persons
Basic information about LGBTQ+ persons, including a glossary of terms
Coming out at the workplace
How to become an ally of LGBTQ+ people
Sensitive communication and inclusive language

Check multiple answers if applicable.

Provide the structure of the training (max. 500 characters). Please note that without this information, the question cannot be scored. *

18. How often does the training that is part of a broader thematic block take place? *

At least once a year
Once every two years
Once every three years or less often

19. How often does the separate training take place? *

At least once a year
Once every two years
Once every three years or less often

20. Who is the target audience for the standalone training focused on LGBTQ+ topics? *

The training is mandatory for HR employees.
The training is mandatory for managerial positions.
The training is open to everyone, and anyone in the company can sign up.

Check multiple answers if applicable.

21. How many people were trained in the standalone training in 2024? *

20 or fewer
20–50 people
50–100 people
100 or more

22. What communication took place in 2024 as internal communication for all employees? Mark the relevant: *

Information on the change in internal regulations providing LGBTQ+ persons with the same employee benefits as others
Information about significant LGBTQ+ days (IDAHOT, Spirit Day, TDoR, etc.)
Information on the occasion of important LGBTQ+ community events (Pride Business Forum annual conference, Prague Pride, Mezipatra film festival, etc.)
Information on the activities of the LGBTQ+ internal employee group
Invitation to an internal event on the LGBTQ+ topic (discussions, lectures, workshops)
Information on receiving awards in the LGBTQ+ field
Other (please specify)
None

Check multiple answers if applicable.

Please specify *

Attach an example of internal communication from 2024. Please note that without this information, the question cannot be scored. *

Click or drag a file to this area to upload.

Please name the document in a following format: [question number]_[name of your company]_[name of the document].

5. LGBTQ+ internal employee groups

23. Do you have a local LGBTQ+ internal employee group (Employee Resource Group) in the Czech branch of your company/organization? *

Yes (if yes, complete the following questions)
No

24. When was the group formed? *

25. How large is the active core of the ERG, i.e., the leadership of the ERG and other active members (people to whom ERG activities can be delegated)? *

1–3 people
4–6 people
7 or more people

26. How many other members or allies does the group have, i.e., what is the group's actual reach (e.g., an intranet group, mailing list with event invitations, etc.)? *

Fewer than 10 members
10–49 members
More than 50 members

27. How many new members joined the group in 2024? *

28. Is someone from the company's top management an executive sponsor of the group and an active supporter of the topic? *

29. What were the group's goals for 2024? *

30. How did the group meet its goals? How was progress measured? *

31. What supporting activities did the group implement in 2024? *

Provides confidential support to all employees in the LGBTQ+ area
Provides support to all employees when reporting homophobic/biphobic/transphobic bullying or harassment, or discriminatory behavior
The group is invited to suggest internal rules, regulations, and procedures changes
Provides support in setting up the admission procedure
None of these
Other (please specify)

Check multiple answers if applicable.

Please specify *

32. Which of the following activities did the group implement in 2024? *

Networking events for its members
Activities raising awareness of LGBTQ+ topics among employees
Cooperation with LGBTQ+ employee groups from other companies/organizations
Cooperation with other internal employee groups
Reverse mentoring for the company’s top management
Mentoring for colleagues within the company (e.g., for HR, marketing, etc.)
Fundraising for LGBTQ+ community activities
Participation in Prague Pride
Participation in other community activities
Other (please specify)

Check multiple answers if applicable.

Please specify *

Describe the activities (max. 500 characters). Please note that without this information, the question cannot be scored. *

33. Is active participation in the activities of the LGBTQ+ internal employee group considered when evaluating an employee's performance annually? *

34. What was the group's budget in 2024? *

35. What is financed from this budget? *

6. The role of leadership

36. How does top management approach addressing and promoting inclusion and diversity in the workplace towards LGBTQ+ people? (multiple answers can be marked) *

They come up with ideas and solutions using their initiative
Supports changes leading to more significant inclusion in the workplace based on the initiatives of subordinates
Top management is not actively involved in this
Top management tends not to support greater inclusion of LGBTQ+ people in the workplace

Check multiple answers if applicable.

37. Is top management concerned with the satisfaction of LGBTQ+ employees and any areas for improvement? *

Yes, actively
Yes, if someone comes to them, they will listen
No
I don’t know

38. How do you support top management members in understanding the problems of LGBTQ+ people? Mark the relevant: *

Reverse mentoring
Participation in LGBTQ+ conferences or events
Participation in the activity of an internal employee group
Other. What?
Not at all

Check multiple answers if applicable.

Please specify *

Describe the activities (max. 500 characters). Please note that without this information, the question cannot be scored. *

39. In which activities was the top management involved in 2024? Mark the relevant: *

Communication on the rejection of any discrimination/bullying/harassment in the workplace, including the reason for sexual orientation and gender identity
Regular meetings with the LGBTQ+ internal employee group
Participation/speech at an internal LGBTQ+ event
Participation/speech at an external LGBTQ+ event
Active support of climate change for LGBTQ+ persons in Czech society
Promotion of the topic among colleagues from the top management of other companies
Participation in the creation of the LGBTQ+ annual plan/strategy
Other (please specify)
No activities

Check multiple answers if applicable.

Please specify *

Describe the activities (max. 500 characters) and attach the relevant documentation, such as photos, screenshots from the intranet, etc. Please note that without this information, the question cannot be scored. *

7. Impact monitoring and other activities

40. What were your top three goals for LGBTQ+ inclusion in 2024? Describe (max. 500 characters). *

41. How were the goals achieved? Describe (max. 500 characters). *

42. How do you monitor the impact of your activities and policies supporting LGBTQ+ diversity? *

Anonymous survey investigating the attitudes of employees towards LGBTQ+ persons
Employee focus groups focused on the topic of diversity, including LGBTQ+
Employee engagement study with the introduction of the topic of diversity
External process evaluating the approach to LGBTQ+ inclusion (e.g., regular participation in the LGBTQ+ Workplace Equality Awards)
None of the above
Other (please specify)

Check multiple answers if applicable.

Please specify *

Describe (max. 500 characters). *

For answers a), b), and c), please attach documentation, such as surveys, research results, etc. Please note that without this information, the question cannot be scored. *

Click or drag files to this area to upload.

You can upload up to 10 files.

Please name the document in a following format: [question number]_[name of your company]_[name of the document].

43. Which other activities, apart from the activities of the internal employee group, did you implement internally in the Czech Republic in 2024 to ensure better inclusion of LGBTQ+ employees? Mark the relevant: *

Introduction of rainbow cords for employee cards or badges that employees can use voluntarily
Introduction of gender-neutral toilets in the workplace
Embedding diversity and inclusion into external advocacy
Organizing external events on the LGBTQ+ topic on the premises of the organization/company
Participation of employees in the Prague Pride parade
External communication of support for LGBTQ+ persons
Membership in initiatives promoting LGBTQ+ equality in the workplace or diversity and inclusion
Other (please specify)

Check multiple answers if applicable.

Please specify *

Describe (max. 500 characters). *

44. What are your main goals for LGBTQ+ inclusion for 2025, and how do you want to achieve them? Describe (max. 500 characters). *

Attachments

You can also add attachments to your application for the evaluation committee (e.g., your presentation, photos, guidelines, and video links) to provide more insight into your company's activities over the past year. The attachment capacity is 3 MB; for larger attachments, please send them via a storage platform.

Click or drag files to this area to upload.

You can upload up to 10 files.