Key2Core Gender Equality Plan (GEP)
1. Introduction & Purpose
Key2Core is committed to advancing gender equality and ensuring an inclusive workplace. This plan sets out clear objectives, measures, and accountability mechanisms to:
- Promote equal opportunities for all genders.
- Prevent discrimination, bias, or harassment.
- Support work–life balance and family-friendly policies.
2. Scope
3. Guiding Principles
- Non-discrimination: No employee or applicant will face discrimination based on gender, gender identity, or related factors.
- Equal pay for equal work: Commitment to monitoring and ensuring fair remuneration practices.
4. Objectives & Measures
A. Gender Balance in Recruitment & Career Development
- Ensure gender-balanced candidate shortlists in hiring.
- Apply transparent criteria for recruitment, promotions, and leadership opportunities.
- Track and report gender ratios annually.
B. Equal Pay & Employment Conditions
- Conduct annual gender pay gap analyses.
- Introduce corrective measures if inequalities are found.
- Ensure parental leave policies are accessible to all genders.
C. Work–Life Balance & Family Support
- Flexible work arrangements (remote work, adjusted hours).
- Clear parental leave and return-to-work support.
- Awareness programs on work–life balance.
D. Prevention of Harassment & Gender-Based Violence
- Zero-tolerance policy for sexual harassment and gender-based violence.
- Confidential reporting channels and support for victims.
- Mandatory training for all employees on respectful workplace conduct.
E. Leadership & Decision-Making
- Aim for gender balance in management boards, project leads, and decision-making committees.
- Mentoring and leadership development programs for underrepresented genders.
F. Integration in Research & Innovation (One Health Context)
- Gender-sensitive approaches in R&D, clinical and agricultural research.
- Data disaggregated by gender where relevant.
5. Governance & Accountability
- HR & Compliance Officer responsible for implementation and monitoring.
- Annual reporting of gender metrics to management.
6. Communication & Awareness
- Publish the GEP on the company website.
- Share key commitments in recruitment campaigns.
7. Monitoring & Evaluation
- KPIs: gender ratios at recruitment, pay gap %, leadership representation, harassment reports handled.
Key2Core is committed to advancing gender equality and ensuring an inclusive workplace. This plan sets out clear objectives, measures, and accountability mechanisms to:
- Promote equal opportunities for all genders.
- Prevent discrimination, bias, or harassment.
- Support work–life balance and family-friendly policies.
- Ensure gender mainstreaming in all company operations and research activities.
The GEP applies to all Key2Core employees, management, partners, and collaborators across all company locations.
- Non-discrimination: No employee or applicant will face discrimination based on gender, gender identity, or related factors.
- Equal pay for equal work: Commitment to monitoring and ensuring fair remuneration practices.
- Diversity as strength: Gender diversity is essential for creativity, innovation, and resilience in the One Health sector.
A. Gender Balance in Recruitment & Career Development
- Ensure gender-balanced candidate shortlists in hiring.
- Apply transparent criteria for recruitment, promotions, and leadership opportunities.
- Track and report gender ratios annually.
B. Equal Pay & Employment Conditions
- Conduct annual gender pay gap analyses.
- Introduce corrective measures if inequalities are found.
- Ensure parental leave policies are accessible to all genders.
C. Work–Life Balance & Family Support
- Flexible work arrangements (remote work, adjusted hours).
- Clear parental leave and return-to-work support.
- Awareness programs on work–life balance.
D. Prevention of Harassment & Gender-Based Violence
- Zero-tolerance policy for sexual harassment and gender-based violence.
- Confidential reporting channels and support for victims.
- Mandatory training for all employees on respectful workplace conduct.
E. Leadership & Decision-Making
- Aim for gender balance in management boards, project leads, and decision-making committees.
- Mentoring and leadership development programs for underrepresented genders.
F. Integration in Research & Innovation (One Health Context)
- Gender-sensitive approaches in R&D, clinical and agricultural research.
- Data disaggregated by gender where relevant.
- Consideration of gender impact in innovation, design, and product development.
- HR & Compliance Officer responsible for implementation and monitoring.
- Annual reporting of gender metrics to management.
- Review and revision of GEP every 2 years.
- Publish the GEP on the company website.
- Share key commitments in recruitment campaigns.
- Regular workshops and awareness sessions.
- KPIs: gender ratios at recruitment, pay gap %, leadership representation, harassment reports handled.
- Annual public report on gender equality actions and results.