Gender Equality Plan (GEP)

2024

1. Introduction

At Artificial Tracking, we are committed to promoting gender equality and fostering an inclusive environment for all employees and stakeholders. This Gender Equality Plan (GEP) outlines our commitment to gender equality, identifies key areas for improvement, and sets out specific actions and objectives to address gender imbalances and ensure equal opportunities for all genders. This document has been endorsed by our top management and is publicly available on our website.

2. Objectives

The objectives of this Gender Equality Plan are:

  • To promote gender equality and diversity within our organization.
  • To address gender imbalances and support equal opportunities in all aspects of employment, career progression, and decision-making processes.
  • To integrate the gender dimension into research, teaching, and administrative practices.
  • To prevent gender-based violence and harassment, fostering a safe and respectful work environment.

3. Key Areas of Action

Our Gender Equality Plan focuses on the following key areas:

3.1. Work-Life Balance and Organizational Culture
  • Objective: To create a supportive work environment that promotes a healthy work-life balance for all employees.
  • Actions:
    • Implement flexible working arrangements (e.g., remote work, flexible hours) to accommodate diverse needs.
    • Provide resources and support for employees with caregiving responsibilities.
    • Promote awareness and understanding of work-life balance through training and workshops.
3.2. Gender Balance in Leadership and Decision-Making
  • Objective: To ensure gender-balanced representation in leadership roles and decision-making bodies.
  • Actions:
    • Set targets for gender representation in leadership positions and decision-making committees.
    • Implement mentorship and leadership development programs targeted at underrepresented genders.
    • Regularly review and monitor gender representation in decision-making roles.
3.3. Gender Equality in Recruitment and Career Progression
  • Objective: To promote fair and transparent recruitment, retention, and promotion processes.
  • Actions:
    • Ensure job advertisements and descriptions are gender-neutral and inclusive.
    • Implement unbiased recruitment and selection processes, including diverse hiring panels.
    • Provide equal opportunities for professional development and career advancement for all employees.
3.4. Integration of the Gender Dimension into Research and Teaching Content
  • Objective: To incorporate a gender perspective into our research activities and teaching content.
  • Actions:
    • Encourage and support research projects that integrate gender analysis and address gender-related issues.
    • Include gender-related topics in the curriculum and promote inclusive teaching practices.
    • Provide training on the importance of integrating gender perspectives in research and teaching.
3.5. Measures Against Gender-Based Violence, Including Sexual Harassment
  • Objective: To prevent and address gender-based violence and harassment within the organization.
  • Actions:
    • Develop and implement a comprehensive policy against gender-based violence and harassment.
    • Provide training and awareness programs on preventing and responding to harassment.
    • Establish clear reporting mechanisms and support services for victims of harassment.

4. Implementation and Resources

  • Dedicated Resources: We have allocated dedicated resources, including financial and human resources, to support the implementation of this Gender Equality Plan. A Gender Equality Officer and a dedicated committee have been appointed to oversee the execution of this plan and ensure its objectives are met.
  • Monitoring and Evaluation: Progress on the Gender Equality Plan will be monitored regularly through data collection and analysis, including gender-disaggregated data on staff composition, recruitment, promotions, and retention. Annual reports on the progress of the GEP will be published on our website.

5. Training and Capacity Building

To achieve the objectives set out in this GEP, we will provide regular training and capacity-building activities, including:

  • Unconscious bias training for all staff and decision-makers.
  • Gender equality workshops and seminars.
  • Specialized training for HR personnel and managers on inclusive recruitment and promotion practices.

6. Communication and Awareness

We are committed to promoting awareness of gender equality issues across our organization. This Gender Equality Plan will be communicated widely through:

  • Regular updates and information sessions.
  • Inclusion in induction and training programs for new staff.
  • Dissemination through our internal communication channels and website.

7. Conclusion

Artificial Tracking is dedicated to fostering a culture of gender equality and inclusivity. We believe that diversity is a strength that drives innovation and excellence. By implementing this Gender Equality Plan, we aim to create a more inclusive, supportive, and equitable environment for all our employees and stakeholders.

8. Contact Information

For more information about our Gender Equality Plan or to provide feedback, please contact:

  • Gender Equality Officer: Jarmo Kõster
  • Email: jarmo@artificialtracking.com
  • Phone: +372 526 7397

Artificial Tracking OÜ
01.01.2024