ITD.AI Gender Equality Plan (GEP)

Version: 2025-2027
Published on: [January 6th, 2025]
Approved by: [Roumen Nikolov, CEO]

  1. Introduction

ITD.AI is committed to fostering an inclusive and gender-equitable workplace that aligns with Horizon Europe’s Gender Equality Plan (GEP) requirements. This plan aims to address gender imbalances, eliminate biases, and promote equal opportunities across all levels of the organization.

  1. Key Principles & Objectives
  • Promote equal opportunities in recruitment, promotion, and career progression.
  • Ensure a gender-balanced leadership and decision-making process.
  • Support work-life balance and create a gender-inclusive workplace culture.
  • Prevent gender-based violence and harassment in the workplace.
  • Integrate the gender dimension into research, development, and innovation (RDI) content.
  1. Mandatory Process-Related Requirements

3.1 Public Document & Leadership Endorsement

  • The GEP is a formally approved document published on ITD.AI’s website.
  • Signed by the CEO & top management to demonstrate commitment.
  • Disseminated internally & externally to ensure transparency.

3.2 Dedicated Resources

  • Appoint a Gender Equality Officer (GEO) to oversee implementation.
  • Establish a Gender Equity Taskforce to support initiatives and monitor progress.
  • Allocate financial resources for training, policy improvements, and gender audits.

3.3 Data Collection & Monitoring

  • Annual reporting on gender-disaggregated data (e.g., recruitment, promotions, salaries).
  • Track key gender indicators (pay gaps, career development, leadership roles).
  • Implement a gender impact assessment for company policies and projects.

3.4 Training & Awareness Programs

  • Conduct unconscious bias training for HR, hiring managers, and executives.
  • Introduce gender-sensitive leadership workshops to promote inclusive decision-making.
  • Provide mentorship programs for underrepresented genders in tech and R&D.
  1. Recommended Content-Related Measures

4.1 Work-Life Balance & Organizational Culture

  • Implement flexible work arrangements (hybrid work, parental leave, caregiving support).
  • Promote equal parental leave policies for all employees.
  • Establish a gender-neutral workplace policy for promotions and evaluations.

4.2 Gender Balance in Leadership & Decision-Making

  • Set a target of 40% women in leadership positions by 2027.
  • Ensure gender-balanced hiring panels and selection committees.
  • Introduce leadership development programs for women and underrepresented groups.

4.3 Gender Equality in Recruitment & Career Progression

  • Implement blind recruitment to eliminate unconscious bias.
  • Develop gender-sensitive job descriptions and hiring criteria.
  • Offer career advancement programs for women in STEM fields.

4.4 Integrating Gender into Research & Innovation (RDI)

  • Require all RDI projects to assess gender impact in research outcomes.
  • Promote gender-sensitive innovation policies in product and software development.
  • Encourage diverse research teams for inclusive and unbiased results.

4.5 Preventing Gender-Based Violence & Harassment

  • Establish a zero-tolerance policy for sexual harassment and discrimination.
  • Provide confidential reporting mechanisms for gender-based violence cases.
  • Conduct regular training on workplace ethics and anti-harassment policies.
  1. Implementation & Accountability
  • Quarterly progress reviews led by the Gender Equality Taskforce.
  • Annual GEP audits with updates published publicly.
  • Incorporate feedback mechanisms to adapt and improve initiatives.
  1. Conclusion & Next Steps

ITD.AI is dedicated to creating a gender-equitable workplace. This GEP will be reviewed annually to ensure alignment with EU regulations and best practices. By implementing these measures, we aim to drive long-term cultural change and gender balance in technology and innovation.