Gender Equality Plan

Gender Equality Plan (GEP)

Brandware Media SRL
Effective Date: 03 February 2025
Next Review Date: February 2026

1. Dedicated Resources

Commitment:
We commit to promoting gender equality across our organization.

Implementation:

  • A staff member (female) will be assigned part-time responsibility as Gender Equality Focal Point (GEFP).

  • An external consultant or networked gender expert may be consulted annually for advice and plan review.

2. Data Collection and Monitoring

  • We will collect and review sex-disaggregated data annually on:

    • Staff composition (recruitment, roles, promotions, exits).

    • Salary levels (by gender, where applicable).

  • Indicators:

    • Gender balance ratios (overall, leadership).

    • Uptake of work-life balance measures by gender.

  • Data will be reviewed and included in a short annual internal report.

3. Training and Awareness

  • All staff will be offered annual online or in-person gender equality and unconscious bias training.

  • Management and hiring staff will complete additional modules on bias in recruitment and decision-making.

  • Awareness-raising materials will be shared internally.

4. Key Areas and Concrete Measures

a. Work-life Balance and Organisational Culture

  • Flexible working hours and remote work are available to all employees equally.

  • Encouraging a culture of openness, respect, and work-life integration.

  • Employees returning from parental leave will receive reintegration support.

b. Gender Balance in Leadership and Decision-Making

  • We will monitor and aim for a minimum of 40% representation of each gender in management or decision-making roles.

  • Rotation of team leads when applicable, to broaden participation.

c. Recruitment and Career Progression

  • Use of gender-neutral language in job ads.

  • Structured interviews with consistent criteria to reduce bias.

  • Ensure equal access to development and training opportunities for all.

d. Gender Dimension in Research and Teaching Content (if applicable)

  • When involved in research or education-related projects:

    • Ensure research design considers gender-specific impacts or needs.

    • Ensure teaching and content development reflects gender diversity and inclusivity.

e. Measures Against Gender-Based Violence and Harassment

  • Establish and communicate a zero-tolerance policy on sexual harassment.

  • Define a clear and confidential reporting process.

  • Provide annual training on respectful workplace behavior and harassment prevention.

5. Review and Update Process

  • The Gender Equality Focal Point will coordinate an annual review of the GEP.

  • Updates will reflect new legal requirements, staff feedback, and implementation outcomes.

6. Communication and Transparency

  • The GEP will be made publicly available on our website and shared internally.

  • New staff will receive it as part of onboarding.

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