Gens OÜ Gender Equality Plan (2024-2027)
1. Statement of Commitment
Gens OÜ is founded on the principle that excellence is achieved through diversity, inclusion, and equality. We are unequivocally committed to fostering a workplace where all individuals, regardless of gender or other personal characteristics, are empowered to thrive, contribute, and lead. This Gender Equality Plan (GEP) is not merely a compliance document; it is a declaration of our core values and a strategic roadmap for building an innovative, resilient, and equitable company. We understand that this commitment is a continuous journey, and the entire leadership of Gens OÜ is engaged and accountable for its success.
Olivier de Schaetzen, CEO, Gens OÜ
Date of Adoption: 01.03.2024
2. Our Vision for Gender Equality
Our vision is to create and sustain an internationally attractive, diverse, and inclusive working culture with a special focus on achieving and maintaining gender balance at all levels. We will be a company where a diversity of perspectives is our greatest asset, where all talent is utilized to its fullest potential, and where every team member can participate on an equal footing.
3. Foundational Pillars
Gens OÜ meets the mandatory requirements for a GEP through the following actions :
Publication: This GEP is a formal, signed document, publicly available on the Gens OÜ website.
Dedicated Resources: The CEO is formally responsible for the implementation and monitoring of this GEP, with dedicated time allocated quarterly for this purpose.
Data Collection & Monitoring: We maintain a secure, confidential record of sex-disaggregated employee data to track progress and inform actions.
Training: All current and future employees are required to have completed a training on gender equality and unconscious bias.
4. Work-Life Balance & Organisational Culture
Objective 1: To foster a culture of trust and flexibility that supports the well-being and productivity of all team members.
Actions & Target:
Action 1.1: Formalize, a company-wide Flexible Work and Remote Work Policy.
Action 1.2: Establish and communicate a “Right to Disconnect” norm as part of the official company culture, effective immediately.
Action 1.3: Implement a gender-neutral parental leave policy that exceeds statutory minimums as soon as the company hires its 5th employee. Target: Upon team growth.
5. Gender Balance in Leadership & Decision-Making
Objective 2: To build a foundation for gender-balanced leadership as the company grows.
Actions & Targets:
Action 2.1: Set a formal target to achieve and maintain at least 40% representation of women in all future management and leadership roles. Target: Ongoing from first management hire.
Action 2.2: Ensure major strategic decisions and their rationale are documented and made accessible to the team to foster transparency and inclusion. Target: Effective Immediately.
6. Gender Equality in Recruitment & Career Progression
Objective 3: To implement fair, transparent, and unbiased hiring and promotion processes from the very first hire.
Actions & Targets:
Action 3.1: Ensure 100% of all external job postings use gender-neutral language and include a transparent salary range. Target: Effective Immediately.
Action 3.2: Develop and utilize a structured interview template with standardized questions for every open role to ensure fair candidate comparison. Target: Upon team growth
Action 3.3: Conduct an annual pay equity audit to ensure equal pay for work of equal value and correct any identified disparities. Target: Annually, effective immediately
7. Integration of the Gender Dimension
Objective 4: To integrate a gender perspective into our core business activities to enhance innovation, quality, and market relevance.
Actions & Targets:
Action 4.1: Develop and implement a “Gender Dimension Checklist” as a step in new product, service, and major project development cycles. Target: Upon growth.
Action 4.2: Actively seek gender-diverse perspectives in all user feedback and market research initiatives. Target: Ongoing.
8. Measures Against Gender-Based Violence & Harassment
Objective 5: To maintain a zero-tolerance environment for harassment and ensure a safe, respectful workplace for all.
Actions & Targets:
Action 5.1: Have a clear Anti-Harassment Policy that defines prohibited behaviors and outlines a confidential reporting procedure, including an external reporting option. Target: Upon growth
Action 5.2: Ensure all current and future employees complete mandatory anti-harassment and unconscious bias training and sign the Anti-Harassment Policy. Target: Within 3 months of hire/adoption of policy.
9. Monitoring and Review
This Gender Equality Plan is a living document. Progress against the actions and targets outlined herein will be monitored yearly by the designated GEP lead. A comprehensive review of the plan’s effectiveness and an update of its objectives will be conducted bi-annually with the entire team. This ensures our commitment to gender equality evolves and strengthens as Gens OÜ grows.