Fe/male Switch
Need a Gender equality plan?
GEP for Horizon Europe
For calls with deadlines in 2022 and onwards, having a Gender Equality Plan (GEP) is an eligibility criterion for all public bodies, higher education institutions and research organisations from EU Member States and associated countries wishing to participate in Horizon Europe.
A GEP is a set of commitments and actions that aim to promote Gender equality in an organisation through a process of structural change
It doesn't matter if you are a public body, a he institution or a research organization...
We will help you
to comply with the eligibility criterion of Horizon Europe calls by creating a GEP for your specific needs that meets 4 mandatory process-related requirements or ‘building blocks’:
Be a public document
The GEP should be a formal document signed by the top management, and disseminated within the institution. It should demonstrate a commitment to gender equality, set clear goals and detailed actions and measures to achieve them
01
Have dedicated resources
Resources for the design, implementation, and monitoring of GEPs may include funding for specific positions such as Equality Officers or Gender Equality Teams as well as earmarked working time for academic, management and administrative staff
02
Data collection / monitoring
GEPs must be evidence-based and founded on sex or gender-disaggregated baseline data collected across all staff categories. This data should inform the GEP’s objectives and targets, indicators, and ongoing evaluation of progress
03
Training & capacity building
Actions may include developing gender competence and tackling unconscious gender bias among staff, leaders and decision-makers, establishing working groups dedicated to specific topics, and raising awareness through workshops and communication activities
04
In addition to
Mandatory Requirement the following five areas are
Recommended:



Work-life balance and organizational culture
GEPs aim to promote gender equality through the sustainable transformation of organisational culture. Organisations should implement necessary policies to ensure an open and inclusive working environment, the visibility of women in the organisation and externally, and that the contribution of women is properly valued. Inclusive work-life balance policies and practices can also be considered in a GEP, including parental leave policies, flexible working time arrangements and support for caring responsibilities.
1
Gender balance in leadership and decision - making
Increasing the number and share of women in leadership and decision-making positions touches upon all aspects in the GEP. Measures to ensure that women can take on and stay in leadership positions can include providing decision-makers with targeted gender training, adapting processes for selection and appointment of staff on committees, ensuring gender balance through gender quotas, and making committee membership more transparent.
2
Gender equality in recruitment and career progress
Critically reviewing selection procedures and remedying any biases can ensure that women and men get equal chances to develop and advance their careers. Establishing recruitment codes of conduct, involving gender equality officers in recruitment and promotion committees, proactively identifying women in underrepresented fields and considering organisation-wide workload planning models can be important measures to consider in a GEP.
3
Gender dimension in research and teaching content
The GEP should consider how sex and gender analysis will be included in the research or educational outputs of an organisation. It can set out the organisation’s commitment to incorporating sex and gender in its research priorities, the processes for ensuring that the gender dimension is considered in research and teaching, and the support and capacity provided for researchers to develop methodologies that incorporate sex and gender analysis. Research funding and research performing organisations both have a role to play in ensuring this.
4
Measures against gender-based violence
Organisations should consider taking steps to ensure they have clear institutional policies on sexual harassment and other forms of gender-based violence. Policies should establish and codify the expected behaviour of employees, outline how members of the organisation can report instances of gender-based violence and how any such instances will be investigated and sanctions applied. They should also consider how information and support is provided to victims or witnesses and how the whole organisation can be mobilised to establish a culture of zero tolerance toward sexual harassment and violence.
5
How to develop a GEP
An effective GEP should support an ongoing process for improving gender equality to the benefit of the entire organisation. Typical steps in the lifecycle of a GEP include:
Audit phase
Collection of sex/gender-disaggregated data and a review of practices to identify gender inequalities and their causes. ThIS stage should also include review of relevant national and regional laws, regulations, or funding requirements.
01
Planning phase
Set up of the objectives and targets for the GEP alongside a roadmap of actions and measures. This phase also includes allocating resources and responsibilities for the delivery of the GEP and agreeing timelines for implementation.
02
Implementation phase
The roadmap of activities is implemented, i.e., setting up working groups to develop/implement new policies/ procedures. It also includes awareness raising and training to achieve build capacity and support for the GEP across the organisation, as well as externally.
03
Monitoring and evaluation
The delivery of the plan and progress against its aims and objectives are regularly assessed. Ongoing review of findings and progress will also provide space for learning and feedback to enable adjustments and improvements to interventions.
04
What we can do
Our experts in law, EU Funding, software development, projects management, data analytics, etc. will make sure that gender equality is introduced and integrated into your organization in the most cost-effective and impactful manner.
Gender equality plan for your organization
An assessment, audit and impact assessment of your gender equality policies and a step-by-step plan on integrating all the necessary requirements.

Preparation of a public document with all mandatory process-based elements: standard minimum components of action plans to promote gender equality. Possibility to outsource data collection/monitoring in a GDPR-compliant manner to us.

Usage of our trainings for capacity building (unconscious bias, Gender Intelligence) with certification, software (gamified LMS, Bias Score for textual data) and experts (design, development, data analytics)

If you want to do more than the bare minimum: we can help with key gender equality issues that a GEP should seek to address.

book a consultation today
READY?
It's time to reach gender equality Together!