Gender equality plan of MoTeRe Mobility Technology Research Nonprofit Kft.
1. Introduction and commitment
MoTeRe Mobility Technology Research Nonprofit Kft. is committed to promoting a diverse and inclusive work environment. This Gender Equality Plan (GEP) outlines our commitment to gender equality and diversity, aligned with the requirements of the Horizon Europe programme.
2. Objectives
- Promoting gender equality in recruitment, career advancement and management positions.
- Eliminating gender prejudices and stereotypes in our workplace culture.
- Supporting work-life balance and family-friendly policies.
- Ensuring gender equality in terms of research content and funding opportunities.
3. Management and implementation
- GEP Committee: Establish a Gender Equality Committee consisting of the CEO, COO and CENG, responsible for the development, implementation and monitoring of the GEP.
- Management commitment: Ensuring the commitment of senior management to gender equality policies.
- Resource allocation: Sufficient resources must be provided to implement the GEP, including training and awareness-raising programs.
4. Data Collection and Tracking
- Gender-disaggregated data: Collect and analyse gender-disaggregated data at all levels of the organization, including recruitment, promotions and pay.
- Regular reporting: Introduce regular reporting mechanisms to monitor progress and identify areas for improvement.
5. Recruitment and career development
- Inclusive job advertisements: Ensure that all job advertisements are free of gender bias and encourage applications from underrepresented genders.
- Transparent recruitment process: Implementing a transparent recruitment process with gender-balanced selection committees.
- Career development programs: Development of career development programs targeting underrepresented genders, including mentoring and leadership training.
6. Work-life balance and organizational culture
- Flexible work arrangements: Promoting flexible work sharing, including teleworking, part-time work and job sharing.
- Parental leave: Provide a fair and equal parental leave policy for all employees, regardless of gender.
- Anti-discrimination policies: Implementing robust anti-discrimination policies and procedures to address all forms of gender-based discrimination or harassment.
7. Gender in research and innovation
- Gender dimension in research: Incorporating the analysis of gender equality into research design, methodology and dissemination of results.
- Funding opportunities: Ensuring equal access to research funding opportunities for all genders.
8. Training and awareness
- Gender sensitivity training: Provide regular gender sensitivity and conscious bias training to all employees, especially those involved in recruitment and decision-making.
- Awareness raising campaigns: Organizing awareness raising campaigns to promote understanding of gender equality issues within the company.
9. Evaluation and continuous development
- Annual review: Annual review of the implementation and impact of the GEP, adjustment of strategies as necessary.
- Stakeholder involvement: Collaboration with employees, stakeholders and external experts to continuously improve gender equality initiatives.
10. Legal Compliance
- Legal compliance: Ensuring compliance with national and EU legislation on gender equality, including equal pay and anti-discrimination laws.
11. Communication and Distribution
- Internal communication: Regular communication about gender equality policies, initiatives and achievements with all employees.
- External communication: Publishing our commitment to gender equality on the company’s website and in external communication.
This GEP is a living document that is regularly updated to reflect changes in the organization and the external environment. We are committed to creating a workplace where everyone, regardless of gender, can thrive and succeed.
For more information or feedback on the plan, please contact …
Budapest, 26th July 2024 ________________________________
András Csepinszky, CEO