Gender Equality
Eurokleis Presents
The Gender Equality Plan (GEP) is a fundamental action of Gender Balance and Inclusion that Eurokleis aims to promote throughout the company such as Research, Innovation, and Training.
Eurokleis (EK) aims towards promoting the development of early-stage professionals both female and male. Particularly for women who are more likely to be driven to interrupt or abandon their careers. EK provides opportunities to support a woman with equal decision-making power, and parental leave and incorporate them into several positions inside the company.
Boosting life-work balance with time arrangements, motivating collaborators to incorporate any healthy habit into their agenda. Also, EK aims to incorporate the sex/gender dimension through all research and projects, being a diversity-based employer regardless of ethnicity or race and taking into account the different points of view as well as distinct pathways of work across activities. EK would build zero-tolerance workplace violence.
Eurokleis GEP includes actions to reach this objective across the forecast 2022-2027 period, monitoring annually the performance of EK and reinforcing the importance of the integration of GEP. The overall structure of GEP was built considering the Key Areas (KA) of the Horizon Europe GEP eligibility criterion.
Eurokleis embraces a transformative journey towards gender equality through its meticulously designed Sustainable Plan. This initiative reinforces our unwavering commitment to stakeholders, aligning with our shared vision for a more equitable and inclusive community. By integrating efforts across Environment, Governance, and Social realms, Eurokleis aims to spearhead positive change that resonates beyond its own sphere.
Key Areas, Objectives, and Actions:
Key Area 1: Work-Life Balance and Organizational Culture
Objective 1.1: Promoting Gender Equality Plan (GEP) Activities
- Action: Create an activities plan to support GEP objectives, fostering gender equality and motivation.
- Direct Target: Board of directors, administrative personnel, collaborators, and staff.
- Indirect Target: Stakeholders and consortium partners.
- Timeline: Ongoing
- Responsible: GEP Project Manager
- Key Indicator (KI): Publication of the Plan on the website
- GRI Connection: 405-1: Diversity in governing bodies and among employees
Objective 1.2: Flexible Time Arrangements
- Action: Offer flexible work schedules to enhance work-life balance, from part-time to remote work.
- Direct Target: Administrative personnel, collaborators, and staff.
- Indirect Target: Families of Eurokleis personnel.
- Timeline: Ongoing
- Responsible: Board of directors
- KI: Annual count of permissions given for flexible time arrangements
- GRI Connection: 401-2: Benefits for full-time employees, but not for part-time or fixed-term employees
Objective 1.3: Parental Leave Provisions
- Action: Enable both men and women to take parental leaves.
- Direct Target: Administrative personnel, collaborators, and staff.
- Indirect Target: Children of Eurokleis personnel.
- Timeline: Ongoing
- Responsible: Board of directors
- KI: Annual count of parental leaves
- GRI Connection: 401-3: Parental leave
Continue this pattern for each Key Area, Objective, and Action.
Conclusion:
Eurokleis embarks on a purpose-driven journey towards gender equality, meticulously outlined in our Sustainable Plan. This commitment serves as a testament to our dedication to fostering positive change, diversity, and inclusivity across every facet of our operations. By delineating our objectives, actions, and timelines, we reinforce accountability and transparency as we stride towards a more equitable future.