Gender equality plan
Gender equality plan for Digital Creativity
Introduction
This Gender Equality Plan (GEP) has been prepared by [Company Name] to promote and ensure gender equality in our working practices, based on the Horizon Europe guidelines. Our aim is to create an inclusive working environment where employees of all genders have equal opportunities, feel valued and can reach their full potential.
JEP targets
- Increasing gender equality within the organisation.
- Ensuring equal opportunities in recruitment, development and career path.
- Promote a culture of respect and inclusion.
- Ensuring that gender equality is a central aspect of our HR policy.
- Preventing gender-based discrimination or prejudice.
Current situation (Analysis)
- Number of employees: 7 (3 women, 4 men)
- Functional distribution: The function of the employees is divided as follows:
- Women: 1 in management, 2 in administrative and support functions.
- Men: 1 in management, 3 in technical and managerial positions.
- Salary gap: Currently, there are no significant salary differences based on gender, but we will continue to monitor this annually.
- Leadership and decision-making: The gender distribution in managerial roles is relatively balanced, with 1 woman and 1 man in managerial positions.
Actions and measures
To promote gender equality, we will take the following measures:
- Recruitment and selection policy
- Action: The recruitment process will be gender-neutral. This means that vacancies will explicitly promote gender equality and there will be no barriers to the application of female candidates.
- Timeline: Ongoing.
- Responsible: HR department.
Objective: 50% of applicants for new positions should be women.
- Equal pay for equal work
- Action: We conduct an annual review of the remuneration of all employees, separated by gender, to ensure there is no inequality.
- Timeline: Annually, with the first review within 6 months.
- Responsible: HR department.
Objective: No gender differences in pay for equal work.
- Career development and mentoring programmes
- Action: We develop mentoring programmes aimed at promoting the career development of female employees.
- Timeline: Starts within 3 months and ongoing.
- Responsible: Management team and HR.
Objective: At least 2 female employees will participate in a mentoring programme within 12 months.
- Awareness and training
- Action: Organise annual trainings on gender equality, unconscious bias and inclusion for all employees.
- Timeline: Annual, to start within 3 months.
- Responsible: HR department, in collaboration with external consultants.
Objective: 100% of staff participate in training within the first year.
- Strengthening work-life balance
- Action: We offer flexible working hours and the possibility of working from home to all employees, regardless of gender, so that everyone is able to combine work and home life.
- Timeline: Ongoing.
- Responsible: HR department.
- Promoting an inclusive corporate culture
- Action: We are creating a policy in which respect for different genders and diversity is central. Regular feedback will be sought from employees on how the organisation can become more inclusive.
- Timeline: Ongoing.
- Responsible: HR department, Management team.
Objective: Actively promote an inclusive work culture by regularly collecting feedback.
Monitoring and Evaluation
The GEP will be reviewed annually and adjusted if necessary to ensure progress. This will be done by the management team in collaboration with HR.
- Evaluation period: Every year, the plan is evaluated and the effectiveness of the measures taken is measured through employee feedback and HR data (such as recruitment results and salary comparisons).
- Responsibility for monitoring: HR department, Management team.
- Shifts or improvements: If any of the targets are not met, new actions are identified to ensure improvement.
Conclusion
With this Gender Equality Plan, [Company Name] aims to contribute to the promotion of gender equality by both raising awareness and implementing concrete actions. We are committed to providing an inclusive and fair working environment where all employees, regardless of gender, have equal opportunities to develop and succeed.
Management's signature
Christian Godschalk
Director of Digital Creativity
Date: 12-08-2021
