The Institute for Basic Science (IBS)
values gender equality and strives to raise awareness and spread a culture of equality, equal opportunity, fairness and mutual respect
IBS cares about people
IBS is committed to a discrimination-and bias-free work environment, in which men and women share equal responsibilities and rights. In May 2018 the IBS launched a Gender Equality Committee (GEC) with the goal to eliminate gender-based discrimination. The committee will formulate and implement effective policies that will lead to an improvement of working conditions within IBS. Moreover, the committee will implement measures to promote female representation in leadership positions.
Gender Equality Committee
- Organizing committee
CHAE Suhn-Kee (Division head, Division of Research Services of IBS)
YU Myeong-Hee (Principal Researcher, Korea Institute of Science and Tech.)
UM Mi-Jung (Research Fellow, Science and Tech. Policy Institute)
KIM V. Narry (Director, Center for RNA Research)
Yannis K. SEMERTZIDIS (Director, Center for Axion and Precision Physics Research)
Axel TIMMERMANN (Director, Center for Climate Physics)
Lee Hyunsu (Associate Director, Center for Underground Physics)
Cho Yoon kyoung (Group Leader, Center for Soft and Living Matter)
LEE Sangkyu (Research Fellow, Center for Cognition and Sociality)
KIM Hye Young (Young Scientist Fellow, Center for Vascular Research)
Bae Seok Hyun (Division head, Division of Administrative Services of IBS)
||Conduct a gender equality assessment
Host 1st GEC meeting
||Conduct an assessment to improve gender equality
||Host 2nd GEC meeting
||Publish an IBS gender equality report (plan)
IBS values families.
To improve the work-life balance of IBS employees, IBS has set up a flexible work hour system. Furthermore, the IBS encourages employees to make use of the existing family benefits, which include parental leave, childbirth leave and childcare support. To provide more flexibility for IBS members with families, IBS will establish a new corporate childcare center in the first half of 2019.
The following policies are currently in place.
Flexible work hours
- Ground: Article 51 of Labor Standards Act
- Eligibility: All staff
- Flexible work hours with different clock-in and clock-out times
※ Flexible work hour without fixed clock-in and clock-out times will be adopted in 2019.
- Keep the contractual work hours of eight hours a day and 40 hours a week
- Designate core work hours from 10:00 to 16:00
Reduced work hours
- Ground: Article 19-2 of Equal Employment Opportunity and Work-family Balance Assistance Act, Article 74 of Labor Standards Act
- Reduce work hours during period of childcare: Staff who are eligible for parental leave
- Reduced work hours during period of pregnancy: Female staff within 12 weeks or after 36 weeks of pregnancy
- Reduce work hours during period of childcare: Four hours a day
- Reduced work hours during period of pregnancy: Two hours a day
- Ground: Article 19 of Equal Employment Opportunity and Work-family Balance Assistance Act
- Staff who has a child aged eight (second grade of elementary school) or younger
- Female staff with pregnancy or for childbirth
- Details: Three years
※ IBS provides three years of parental leave while the Act states a single year.
- Ground: Article 74 of Labor Standards Act
- Eligibility: Pregnant staff
- Details: 90 days before and after childbirth (The leave period after childbirth needs to be 45 days or longer.)
※ 120 days for staff pregnant with twins or more.
- Content Manager
- Research Policy Team : Jo Yoo Kyung 042-878-8233
- Last Update 2019-06-19 13:26