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1. Introduction & Commitment

We, at BrnoLogic, believe that diversity and gender equality are critical for innovation, creativity, and business success. This Gender Equality Plan (GEP) outlines our commitment to creating a fair, inclusive, and supportive environment for all employees, regardless of gender identity or background.

2. Objectives

  • Ensure equal opportunities for all employees in recruitment, retention, promotion, and leadership.
  • Cultivate a work culture that respects gender diversity and ensures a harassment-free workplace.
  • Promote work-life balance to support all genders equally in balancing professional and personal responsibilities.
  • Address and reduce any gender pay gaps or inequalities.

3. Key Actions and Measures

3.1. Recruitment and Hiring Practices

  • Goal: Increase gender diversity in the recruitment pipeline.
    • Ensure that job descriptions are gender-neutral and free from biased language.
    • Implement targeted outreach programs to encourage applications from underrepresented genders, especially in technical roles.
    • Use diverse hiring panels to reduce unconscious bias in recruitment.
    • Set gender diversity targets for shortlists, aiming for at least 30-50% representation of women or non-binary candidates in interviews.

3.2. Promotion, Development, and Leadership

  • Goal: Ensure equal opportunities for career development and promotion for all genders.
    • Conduct regular reviews of promotion processes to ensure transparency and fairness.
    • Offer mentoring and coaching programs that focus on supporting women and underrepresented genders in technical and leadership roles.
    • Create pathways for career growth that focus on gender diversity in leadership positions.

3.3. Work-Life Balance and Family-Friendly Policies

  • Goal: Support all employees in achieving a healthy work-life balance.
    • Provide flexible working hours and remote work options for all employees.
    • Offer parental leave policies that apply equally to all genders, including paternity leave and family-care leave.
    • Support parents returning from parental leave with re-entry programs, mentoring, and flexible work schedules.
    • Provide access to mental health and well-being resources that cater to the diverse needs of employees.

3.4. Pay Equity

  • Goal: Eliminate gender pay gaps and ensure equal pay for equal work.
    • Conduct an annual gender pay audit to identify and address any disparities.
    • Implement transparent salary bands and ensure they are communicated clearly to all employees.
    • Ensure that starting salaries and raises are based on merit and experience, not gender.

3.5. Inclusive Work Culture

  • Goal: Foster an inclusive work culture where all employees feel respected and valued.
    • Implement regular gender equality and unconscious bias training for all employees, especially for those in leadership positions.
    • Set up a gender equality task force or committee to monitor progress and provide feedback on policies.
    • Introduce anonymous channels where employees can report discrimination or harassment safely.
    • Celebrate diversity by marking events such as International Women’s Day and promoting gender equality initiatives within the company.

4. Monitoring & Evaluation

To ensure accountability and track progress, the following measures will be implemented:

  • Annual Gender Equality Report: A report detailing progress on recruitment, retention, promotion, and pay equity will be published annually.
  • Employee Feedback Surveys: Regular surveys will be conducted to gather input from employees on workplace culture, equality, and inclusion.
  • Regular Review: The GEP will be reviewed bi-annually and updated as necessary to meet the evolving needs of the workforce and align with best practices.

5. Responsibility & Leadership

  • HR & Leadership Accountability: The leadership team, in collaboration with the Human Resources department, will be responsible for implementing, monitoring, and reviewing the GEP.
  • Diversity & Inclusion Champions: Appoint internal champions or advocates to promote gender equality initiatives and provide regular updates on progress.

Conclusion

This Gender Equality Plan represents our commitment to building a diverse, equitable, and inclusive workplace. By actively working toward gender balance and equality, BrnoLogic aims to lead by example in creating a more innovative, collaborative, and successful company culture.