Longenesis Gender Equality Plan

Gender Equality Plan

1. Introduction

Longenesis is committed to fostering an inclusive work environment where all employees, regardless of gender, have equal opportunities for growth, development, and success. This Gender Equality Plan outlines the strategies and actions to ensure gender equality across all levels of the company.

2. Objectives

Improve gender balance in recruitment, leadership, and decision-making roles.
Ensure equal opportunities for professional development and career advancement for all employees.
Create an inclusive, respectful workplace culture free of gender-based discrimination and harassment.
Promote work-life balance and support employees with caregiving responsibilities.
Monitor and report on gender equality progress at least annually.

3. Key Areas of Focus

3.1. Recruitment and Hiring

Objective: Achieve gender balance in all roles, particularly in leadership and technical positions.
Actions:

Where possible ensure gender-neutral language in job postings.
Establish a recruitment strategy that actively encourages applications from underrepresented genders in tech and leadership roles.
Implement a diverse hiring panel to reduce unconscious bias during interviews.
Reach a minimum of 40% female representation in leadership roles within three years.

3.2. Equal Pay and Benefits

Objective: Ensure pay equality across genders for similar roles and responsibilities.
Actions:

Conduct annual pay audits to ensure there is no gender pay gap.
Implement transparent pay bands based on experience, skills, and role responsibilities.
Provide gender-neutral benefits, including family leave and flexible working conditions.

3.3. Professional Development and Career Progression

Objective: Provide equal access to training, mentorship, and promotion opportunities.
Actions:

Offer leadership training and mentoring programs for underrepresented people in the organization.
Ensure transparency in the promotion process, with clear criteria for advancement.
Encourage all employees to participate in career development programs, with specific support for women in technical and leadership roles.

3.4. Work-Life Balance and Family Support

Objective: Support employees in balancing their professional and personal responsibilities, particularly caregiving.
Actions:

Implement flexible working arrangements, such as remote work and adjustable hours.
Offer equal parental leave for all employees, and ensure a smooth transition for returning from leave.
Provide childcare support options, including access to childcare services or subsidies where applicable.

3.5. Addressing Gender-Based Discrimination and Harassment

Objective: Create a workplace free from gender-based discrimination and harassment.
Actions:

Develop a clear anti-discrimination and harassment policy with zero tolerance for gender-based offenses.
Provide mandatory training on unconscious bias, diversity, and gender equality for all employees.
Establish confidential reporting mechanisms for harassment complaints, with clear investigation procedures.

4. Leadership and Accountability

Objective: Ensure leadership is actively involved in driving gender equality.
Actions:

Assign a Gender Equality Officer to oversee the implementation of the GEP.
Establish a Gender Equality Committee, including members from different departments, to review progress and propose initiatives.
Set annual gender equality targets and include gender equality metrics in company performance evaluations.

5. Monitoring and Reporting

Objective: Track the progress of gender equality initiatives annually and adjust strategies as needed.
Actions:

Conduct an annual gender audit, reviewing workforce composition, pay equity, and leadership representation.
Publish in the company Slack channel an annual Gender Equality Report to highlight progress and areas needing improvement.
Gather employee feedback on the effectiveness of gender equality initiatives through surveys and focus groups.

6. Timeline and Milestones

Year 1:

Complete a baseline gender audit.
Establish the Gender Equality Committee and appoint a Gender Equality Officer.
Launch unconscious bias training for all employees.

Year 2:

Ensure 30% female representation in leadership and technical roles.
Conduct the first annual pay audit and publish findings in the company Slack channel.
Improve flexible work arrangements and launch a mentoring program.

Year 3:

Achieve 40% female representation in leadership roles.
Demonstrate a 10% improvement in gender balance across the company.
Evaluate the impact of training and mentorship programs.