Gender Equality Plan

1. Public Commitment

This Gender Equality Plan (GEP) is a formal statement of our organisation’s commitment to gender equality and diversity in line with Horizon Europe guidelines. It is published on our website and signed by top management.

2. Dedicated Resources

We have designated the following resources and personnel to implement, track, and promote gender equality across all operations and project phases:

  • GEP Coordinator: [Name or “To be appointed upon grant start”]
  • Implementation Oversight: Managed by our Managing Director and HR Officer.
  • Budget Allocation: Part of project management and HR staff time has been reserved to implement GEP actions, including reporting and awareness.

3. Data Collection and Monitoring

We commit to:

  • Collecting and monitoring sex-disaggregated data on recruitment, hiring, pay equity, and project participation.
  • Annual review of staff diversity statistics.
  • Tracking the share of women in leadership, technical roles, and field coordination positions.
  • Monitoring GEP implementation via periodic reporting in project management reviews.

4. Awareness & Training

We will provide:

  • Awareness sessions on gender equality and unconscious bias to all project and management staff.
  • Access to free online training resources (e.g. EU-funded materials on gender sensitivity in tech and mobility sectors).
  • Guidance to local coordination teams on inclusive hiring and fair treatment of women-led SMEs and transport operators.

5. Key Focus Areas

We will implement actions in the following areas:

A. Work-life balance and organisational culture

  • Support flexible working arrangements for staff (remote/hybrid/part-time).
  • Encourage respectful and inclusive communication across teams.

B. Gender balance in leadership and decision-making

  • Aim to ensure gender balance in regional leads, stakeholder liaisons, and technical oversight roles.
  • Monitor representation and adjust recruitment outreach as needed.

C. Recruitment and career progression

  • Publish all job openings with inclusive language.
  • Ensure shortlists and interview panels are gender-aware.
  • Encourage applications from women in tech, project management, and field coordination.

D. Gender dimension in content

  • Consider the specific mobility needs of women and underserved groups in platform onboarding and stakeholder design.
  • Track usage and feedback disaggregated by gender where applicable.

E. Prevention of gender-based violence and harassment

  • Maintain a zero-tolerance policy on gender-based violence and harassment.
  • Provide a confidential reporting channel and internal support procedures.

6. Monitoring & Reporting

Progress will be reviewed:

  • Biannually during internal strategy meetings
  • Annually in the project’s reporting cycle under Horizon Europe
  • Metrics will be aligned with project KPIs (e.g., % of women onboarded, trained, or hired)