Objectives

The main objectives of this plan are to:

1.      Ensure equal opportunities in recruitment, retention, and promotion.

2.      Reduce and eliminate gender pay gaps.

3.      Increase representation of women in leadership and decision-making roles.

4.      Support work–life balance for all employees.

5.      Foster an inclusive organizational culture that prevents discrimination and harassment.

6.      Strengthen monitoring and accountability mechanisms.

Key Action Areas and Measures

Recruitment and Career Progression

·         Use gender-neutral language in job advertisements.

·         Require diverse shortlists for interviews.

·         Ensure balanced representation in hiring panels.

·         Set targets for women’s representation in technical and leadership roles.

Key Metrics:

·         100% of job postings reviewed for gender neutrality.

·         ≥90% of shortlists include at least one woman.

·         Progressive annual increase in women recruited/promoted into technical and leadership roles.

Control & Remedies:

·         HR conducts quarterly reviews of postings and shortlists.

·         If imbalance occurs, positions must be re-advertised until diversity criteria are met.

Pay Equity

·         Conduct annual gender pay audits.

·         Publish aggregated gender pay gap data internally.

·         Adjust discrepancies where unjustified differences are found.

Key Metrics:

·         Annual pay gap reduced progressively, with the goal of parity by 2027.

·         100% of discrepancies corrected within 3 months of audit.

Control & Remedies:

·         HR submits annual pay equity report to the Executive Board.

·         Any discrepancy triggers immediate salary adjustments, including retroactive corrections.

Leadership and Decision-Making

·         Promote mentoring and leadership training for underrepresented groups.

·         Implement succession planning with a focus on gender balance.

·         Strive for gender parity in management boards and committees.

Key Metrics:

·         At least 40% female representation in leadership and decision-making roles by 2029.

·         100% of succession plans include female candidates.

·         Minimum of 4 mentoring sessions per year for emerging leaders.

Control & Remedies:

·         Annual board composition review by Gender Equality Officer.

·         Corrective actions include targeted leadership programs and balanced external recruitment.

Work–Life Balance and Organizational Culture

·         Provide flexible working arrangements (remote work, flexible hours).

·         Ensure equitable access to parental leave for all genders.

·         Establish programs for reintegration after maternity/paternity leave.

·         Organize annual diversity and inclusion workshops.

Key Metrics:

·         ≥30% of employees use flexible working arrangements.

·         100% of eligible employees have access to parental leave.

·         ≥80% positive responses on work–life balance in annual staff surveys.

Control & Remedies:

·         Quarterly HR reports track uptake of flexible work and parental leave.

·         If usage is low, HR conducts focus groups to identify barriers and adjust policies.

Prevention of Discrimination and Harassment

·         Maintain a zero-tolerance policy towards harassment and discrimination.

·         Provide confidential reporting channels.

·         Conduct mandatory training on unconscious bias and workplace respect.

Key Metrics:

·         100% of employees trained on anti-harassment annually.

·         100% of reported cases addressed within 30 days.

Control & Remedies:

·         Gender Equality Officer oversees all reported cases.

·         Unresolved cases beyond 30 days trigger escalation to an external mediator.

·         Repeat violations result in disciplinary action and additional training requirements.

Monitoring and Accountability

·         Collect and publish gender-disaggregated workforce data annually.

·         Assign a Gender Equality Officer/Committee to oversee implementation.

·         Report progress annually to management and employees.

Key Metrics:

·         100% publication of annual Gender Equality Report.

·         ≥90% of corrective actions implemented within agreed timelines.

Control & Remedies:

·         Quarterly reviews to ensure progress.

·         Missed targets require a corrective action plan submitted to the Board within 60 days.

Resources

·         Allocate dedicated staff time (Gender Equality Officer and HR staff).

·         Provide budget for training, audits, and awareness campaigns.

·         Use external expertise when needed (e.g., gender pay gap analysis).

Governance and Review

·         The GEP is approved by the Executive Board.

·         Progress is monitored quarterly and formally reviewed once a year.

·         The plan will be updated every three years, or earlier if needed.