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Gender Equality Plan

Note: This document is reproduced as provided, including unfilled template placeholders (e.g. "[Insert Timeframe]", "[Insert %]"). These have not been completed with assumed figures and remain open pending input from PS Resins GmbH.

1. Publication

This Gender Equality Plan is a formal document that outlines our institution's commitment to promoting gender equality. It is publicly available on our institution's website and has been officially endorsed by our top management.

2. Data Collection and Monitoring

Regular collection and analysis of sex/gender-disaggregated data will be conducted to monitor the progress of gender equality within the institution. This includes data on both personnel and students (if applicable).

Data Collection Strategy

Personnel Data: Collection of sex/gender-disaggregated data across all levels of staff.
Student Data: Collection of sex/gender-disaggregated data on enrollment, performance, and graduation (for educational institutions).
Annual Reporting: Annual reports will be generated to evaluate progress based on key performance indicators.

Key Indicators

Gender distribution across departments and levels.
Gender balance in promotions and career progression.
Participation in decision-making bodies.

3. Training

To foster a culture of gender equality, we will conduct regular awareness-raising sessions and training programs on gender equality and unconscious bias for all staff and decision-makers.

Training Programs

Unconscious Bias Training: Mandatory for all hiring managers and decision-makers.
Gender Equality Workshops: Open to all staff, with a focus on promoting an inclusive culture.
Leadership Training: Focused sessions for leaders to promote gender-sensitive leadership.

Frequency

Initial Training: Upon the launch of the GEP.
Ongoing Training: At least annually or as needed.

Content Areas and Specific Measures

1. Work-Life Balance and Organisational Culture

We are committed to promoting a work-life balance that supports all staff and creates an inclusive organizational culture.

Measures:

Flexible Working Hours: Implementation of flexible working hours and remote working policies.
Parental Leave: Equal parental leave policies for all genders.

Targets:

Increase the uptake of flexible working arrangements
Achieve gender parity in the uptake of parental leave.

2. Gender Balance in Leadership and Decision-Making

We aim to achieve gender balance in leadership roles and ensure that decision-making bodies are representative of our diverse workforce.

Measures:

Gender Quotas: Implementation of gender quotas for leadership roles.
Mentorship Programs: Establishment of mentorship programs to support underrepresented genders in leadership.
Diverse Hiring Panels: Ensuring gender-diverse hiring and promotion panels.

Targets:

Achieve 33 % gender balance in leadership roles.
Ensure all decision-making bodies have at least 20 % representation of each gender.

3. Gender Equality in Recruitment and Career Progression

We will implement policies and practices that promote gender equality in recruitment, career progression, and retention.

Measures:

Bias-Free Recruitment: Adoption of blind recruitment processes where possible.
Promotion Transparency: Clear criteria for promotions with a focus on gender equality.

Targets:

Achieve gender parity in recruitment across all levels within [Insert Timeframe].
Reduce the gender gap in promotions by [Insert %] within [Insert Timeframe].
for gender-sensitive research by [Insert %] within [Insert Timeframe].

4. Measures Against Gender-Based Violence Including Sexual Harassment

Our institution has zero tolerance for gender-based violence and sexual harassment. We will implement robust measures to prevent and address such behaviors.

Measures:

Clear Policies: Establishment of clear policies and procedures for reporting and addressing gender-based violence and sexual harassment.
Support Services: Provision of confidential support services for victims.
Awareness Campaigns: Regular awareness campaigns to prevent gender-based violence.

Targets:

Ensure 100% of staff are trained in policies and procedures related to gender-based violence.

Review and Accountability

This Gender Equality Plan will be reviewed annually, with progress monitored against the established targets. Adjustments will be made as necessary to ensure continuous improvement.

Review Date: 01-08-2025