Gender equity plan
Last update: 2024
1. Introduction
This GEP described below has been set into force as of 2023.
This GEP is a living document that provides a strategic perspective as well as actual performance metrics. It will be updated once a year, till the end of March of each respective year. The following points describe the underpinning strategy and the indicators used.
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Every year based on the timesheet entries the percentage of time allocation of male versus female staff will be reported. The first year this provision will apply is 2023 and the updated GEP will appear till end of March of the next year (2024 in this case)
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Should female participation fall below 35% immediate action shall be taken within the next year to rectify the situation. The results of this action will be posted in next year's report.
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As soon as female participation reaches above 40% the figure shall be considered satisfactory.
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The current GEP will remain in place till the end of 2025 and then it will be reconsidered and possibly updated, by raising the lower and upper thresholds (currently set at 35%/ 40% respectively) or by considering a more fine analysis in the various categories as described in the remuneration policy document.
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The GEP will need to respect and interact with other policies and in particular the HR non discrimination policy (public document), the CSR (public document) as well as the HR remuneration policy document (non public document)
2. Monitoring results and respective decisions
2023
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In 2023 the split between male (M) and female (F) hours as registered in the timesheet was F/ (M+F) = 0.37
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A decision was made to hire within 2024- 2025 a female specialist in ICT. Additionally our new colleague will be an Iran refugee. This provision is also reported in the CSR document.
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A decision was made to plan for project/ activity level reporting; as this will be based on existing technology that is currently in process the setting of the timeframe was deferred for 2025.​