Gender Equality Plan (GEP)

Institution: AI Systems Consulting Ltd
Effective Date: 1 August 2025
Approved by: Yuliia Habriie, founder and CEO
Publication: This document is publicly available 

1. Commitment and Publication

Our institution is committed to advancing gender equality across all activities. This Gender Equality Plan (GEP) has been formally endorsed by the company director. It reflects our responsibility to foster an inclusive, respectful, and safe environment for all staff, students, and stakeholders.

2. Dedicated Resources

We appoint a Gender Equality Officer supported by a cross-departmental committee. Adequate resources (time, staff, and budget) are allocated to implement, monitor, and evaluate gender equality initiatives. External expertise may be consulted to strengthen implementation capacity.

3. Data Collection and Monitoring

• We will collect sex/gender-disaggregated data annually for staff (and students, where relevant).

• Indicators include recruitment, promotions, leadership positions, pay gaps, and participation in training.

• Results will be compiled in an annual gender equality report and used to evaluate progress.

4. Training and Awareness

• Mandatory gender equality and unconscious bias training for all staff and leadership.

• Tailored training for HR, hiring committees, and decision-makers.

• Annual awareness campaigns highlighting gender equality and inclusion.

5. Focus Areas and Actions

a) Work-Life Balance and Organisational Culture

• Promote flexible working arrangements and parental leave for all genders.

• Support return-to-work schemes after career breaks.

• Ensure equal access to professional development opportunities.

b) Gender Balance in Leadership and Decision-Making

• Set measurable targets to increase women’s representation in leadership and boards.

• Apply transparent selection procedures and ensure gender-diverse committees.

c) Gender Equality in Recruitment and Career Progression

• Introduce gender-sensitive job descriptions and neutral language.

• Implement structured recruitment guidelines to avoid bias.

• Monitor and report gender distribution across career levels annually.

d) Integration of Gender Dimension into Research and Teaching

• Encourage inclusion of sex and gender analysis in research design and funding proposals.

• Develop teaching materials that reflect gender diversity and inclusivity.

• Offer workshops for researchers on integrating gender perspectives.

e) Measures Against Gender-Based Violence and Sexual Harassment

• Establish a zero-tolerance policy with clear reporting channels.

• Provide confidential support services to victims.

• Offer regular training to prevent harassment and raise awareness.

• Appoint trained contact persons in each department for advice and reporting.

6. Accountability and Evaluation

• The Gender Equality Officer and committee will oversee implementation.

• Annual progress reports will be published online.

• GEP will be reviewed and updated every three years based on evaluation outcomes.