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Gender Equality Plan (GEP)

The Gender Equality Plan was approved by Decision 7 of EVO Human Performance Board on the 4th of February 2022
 
Athens, 04.02.2022
 
Table of content
 
Introduction Regulatory framework Operational regime Objectives
The Digital Gender Divide
Methodology
Key Area 1:  Governance and decision making;
Key Area 2:  Recruitment, Selection procedures, and Career Progression
Key Area 3:  Flexible and Agile Working; 
Key Area 4:  Gender Strategy in Workplace
Key Area 5:  Gender in events, courses and activities 
Key Area 6:  Gender in Company Culture Definitions References
 
 
Introduction
 
This action plan sets out company priorities for addressing gender equality, and identifies activities and monitoring plans. Equality of opportunity is core to EVO Human Performance mission and gender balance is a critical component for the Company to ensure fair access and equity for our employees. EVO Human Performance following international, community and internal standards, commits to the promotion of equality of opportunities between women and men in its principles and priorities.
 
Regulatory framework
This GEP legitimates and protects every strategy aiming to achieve gender equality at EVO Human Performance. GEP is devised according to national and European laws and aligns with national initiatives and actions focusing on:   equality of women and men, rights, discrimination banning, equality treatment, harassment in workplace, social responsibility of organisations etc. Specific articles, policies and directives can be found below:
 
European Union Law
 
TFEU
 Article 157 TFEU states:
“1. Each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied.
 
2.  For the purpose of this Article, ‘pay’ means the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly, in respect of his employment, from his employer.
 
Equal pay without discrimination based on sex means:
 
(a) That pay for the same work at piece rates shall be calculated on the basis of the same unit of measurement; (b) that pay for work at time rates shall be the same for the same job.
3.  The European Parliament and the Council, acting in accordance with the ordinary legislative procedure, and after consulting the Economic
and Social Committee, shall adopt measures to ensure the application of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation, including the principle of equal pay for equal work or work of equal value.
 
 
4.  With a view to ensuring full equality in practice between men and women in working life, the principle of equal treatment sha ll not prevent any  Member  State  from  maintaining  or  adopting  measures  providing  for  specific  advantages  in  order  to  make  it  easier  for  the underrepresented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers.”
 
Chapter of Fundamental Rights of the EU
 
- Article 21(1) states: “Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language e, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or se xual orientation shall be prohibited”.
- Article 23 states: “Equality between women and men must be ensured in all areas, including employment, work and pay. The principle of equality shall not prevent the maintenance or adoption of measures providing for specific advantages in favour of the under-represented sex”.
 
Directives
- Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and careers and repealing Council Directive 2010/18/EU
-        Council  Directive  2010/18/EU  of  8  March  2010  implementing  the  revised  Framework  Agreement  on  parental  leave  concluded  by
BUSINESSEUROPE, UEAPME, CEEP and ETUC and repealing Directive 96/34/EC (Text with EEA relevance)
- Directive 2010/41/EU of the European Parliament and of the Council of 7 July 2010 on the application of the principle of equal treatment between men and women engaged in an activity in a self-employed capacity and repealing Council Directive 86/613/EEC
- Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast)
-        Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation
- Council Directive 2000/43/EC of 29 June 2000 implementing the principle of equal treatment between persons irrespective of racial or ethnic origin
-        Council Directive 96/34/EC of 3 June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETUC
- Council Directive 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding (tenth individual Directive within the meaning of Article 16 (1) of Directive 89/391/EEC)
 
 
- Council Directive 79/7/EEC of 19 December 1978 on the progressive implementation of the principle of equal treatment for men and women in matters of social security
- Council Directive 76/207/EEC of 9 February 1976 on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions
- Council Directive 75/117/EEC of 10 February 1975 on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women Greek Law
 
Greek Law
 
Constitution
-        Article 4(2) provides: ‘Greek men and women have equal rights and obligations’
-        Article 22(1)(b) states: ‘All workers, irrespective of sex or other distinctions, have a right to equal pay for work of equal value’
-        Article 116(2) states that: ‘Positive measures aiming at promoting equality between men and women do not constitute discrimination on
grounds of sex. The State shall take measures to eliminate inequalities existing in practice, in particular those detrimental to women’
 
Laws
- Act 4808/2021, ‘On the protection of the work - Establishment of the Independent Authority “Labour Inspectorate”- Ratification of International Labor Organization Convention 190 on the Elimination of Violence and Harassment in the world of work - Ratification of International Labor Organization Convention 187 on the Framework for the Promotion of Safety and Health at Work- Implementation of Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on the balance between work and private life, other provisions of the Ministry of Labor and Social Affairs and other urgent arrangements’, OJ A 101/19.6.2021,
-        Act 4604/2019, ‘On the promotion of substantive gender equality etc.’, OJ A 50/26.3.2019,
- Act 4443/2016, ‘1) Transposition of Directive 2000/43/ΕC on the implementation of the principle of equal treatment between persons irrespective of racial or ethnic origin, of Directive 2000/78/ΕC establishing a general framework for equal treatment in employment and occupation and of Directive 2014/54/ΕU on measures facilitating the exercise of rights conferred on workers in the context of freedom of movement for workers (…)’, OJ A 232/9.12.2016 [replacing Act 3304/2005 which had initially transposed Directives 2000/43/EC and
2000/78/EC], OJ A 16/27.1.2005].
- Act 4097/2012, ‘Implementation of the Principle of Equal Treatment of Men and Women Engaged in an Activity in a Self -Employed Capacity – Harmonisation of the legislation with Directive 2010/41/EU of the European Parliament and the Council’, OJ A 235/3.12.2012 (Directive 86/613/EEC had not been transposed).
 
 
- Act 4075/2012, Articles 48-54, ‘Incorporation into Greek Law of Directive 2010/18/EU of the Council of the EU Implementing the Revised Framework Agreement on Parental Leave Concluded by BUSINESSEUROPE, UEAPME, CEEP and ETUC and Repealing Directive 96/34/EC’, OJ A 89/11.4.2012.
-        Presidential Decree 80/2012, ‘Granting of Parental Leave and Leave of Absence to Workers under a Contract of Maritime Work on Vessels
Bearing the Greek Flag, in accordance with Directive 2010/18/EU’, OJ 138/14.6.2012.
-        Act 1756/1988, Code on the Status of Judges, OJ A 35/2.2.1988.
-        Act 3896/2010, ‘Implementation of the Principle of Equal Treatment of Men and Women in Matters of Employment and Occupation.
Harmonisation of Existing Legislation with Directive 2006/54/EC of the European Parliament and the Council’, OJ A 207/8.12.2010.
- Act 3769/2009, ‘Implementation of the Principle of Equal Treatment of Men and Women Regarding Access to Goods and Services and Their Supply’, transposing Directive 2004/113/EC, OJ A 105/1.7.2009, as amended by Article 162 of Act 4099/2012 implementing the CJEU Test-Achats judgment, OJ A 250/20.11.2012.
-        Act 3488/2006, ‘Implementation of the Principle of Equal Treatment of Men and Women Regarding Access to Employment, Professional
Training and Evolution and Terms and Conditions of Work’, transposing Directive 2002/73/EC, OJ A 191/11.2006.
-        Presidential Decree 105/2003, ‘Adaptation of Domestic Law to Directive 97/80/EC on the Burden of Proof in Cases of Sex Discrimination,’
OJ A 96/23.4.2003; repealed by Article 30(5) of Act 3896/2010 transposing Directive 2006/54/EC.
-        Presidential Decree 87/2002, ‘Implementation of the Principle of Equal Treatment of Men and Women in Occupational Social Security
Schemes in Compliance with Directives 96/97/ΕC and 86/378/ΕEC’; repealed by Article 30(5) of Act 3896/2010 transposing Directive
2006/54/EC.
-        Presidential Decree 176/1997, ‘Measures for the Improvement of the Safety and Health at Work of Pregnant Workers and Workers Who
Have Recently Given Birth or are Breastfeeding in Compliance with Directive 92/85/EEC’, OJ A 150/15.7.1997, as amended by Decree
41/2003, OJ A 44/21.2.2003.
-        Act 1483/1984, ‘Protection and Facilitation of Workers with Family Responsibilities’, as amended by Αrticle 25 οf Act 2639/1998, OJ Α
205/2.9.1998 implementing Directive 96/34/EC and by Article 46 of Act 4488/2017,7 and Article 54(1) of Act 4075/2012 transposing
Directive 2010/18/EU.
-        Act 1414/1984, ‘Implementation of the Principle of Εqual+ Treatment of the Sexes in Employment Relationships’, transposing Directives
75/117/EEC and 76/207/EEC, OJ Α 10/2.1984.
-        Presidential Decree 1362/1981, ‘Replacement of Paragraph 1 of Article 33 of Act 1846/1951 “on Social Security” in compliance with
Directive 79/7/EEC’, OJ A 339/30.12.1981.
-        National General Collective Agreements (NGCAs).
 
 
Relevant national legislation
• Act 4531/2018 (OJ A 62/5.4.2018) ratifying the Istanbul Convention on preventing and combating violence against women and domestic violence of the Council of Europe (IC), signed by Greece on May 2011.
• Act 4491/2017, ‘Legal recognition of gender identity… etc.’, OJ A 152/13.10.2017.
• Act 927/1979, OJ A 139/28.6.1979, implementing the CERD, as amended by Act 4285/2014, OJ A 191/10.9.2014 and Act 4491/2017, OJ A
152/13.10.2017.
 
 
 
Operational regime
The Gender Action Plan is embedded within the work of the Company and is monitored by the Gender Equality Board (GEB) with the support of a) the HR department, b) the Legal department and c) the Accounting office. The approval of the plan has been made by the Board of the Company.
 
 
 
Objectives
The EVO Human Performance GEP has eight tangible objectives towards gender equality, namely:
1.   Embedding a gender aware culture in the Company by shifting traditional perceptions
2.   Improving the research quality of the Company by having heterogeneous research groups
3.   Practicing excellence through female staff (researchers, managers and support) career development and training
4.   Making decision-making more inclusive by inviting women in the process thus ensuring diversification of views
5.   Strengthening links with industry by encouraging females to cooperate with other partners and translate their experience into tangible products
6.   Becoming an attractive company for female digital experts and talents from Greece and abroad
7.   Contributing to the national and European needs for female digital experts
8.   Assisting in reversing brain – drain by attracting highly skilled females from abroad
 
To achieve those objectives EVO Human Performance will focus on six key areas, following the guidelines of the European Company for Gender Equality (EIGE) aiming to “identify and implement innovative strategies to promote cultural change and equal opportunities in the workplace” (EIGE, http://eige.europa.eu). These areas are:
 
 
Key Area 1:   Governance and decision making;
Key Area 2:   Recruitment, Selection procedures, and Career Progression
Key Area 3:   Flexible and Agile Working; 
Key Area 4:   Gender Strategy in Workplace
Key Area 5:   Gender in events and activities
Key Area 6:   Gender in Company Culture
 
The selected Key Areas, comprise sets of objectives, measures, targets and KPIs, where the gender dimension will be studied and monitored, the respective timeline, the personnel responsible for each action, as well as the relevance of the Key Areas to Sustainable Development Goals (SDGs).
Through these Key Areas EVO Human Performance will aim to contribute to reducing the Digital Gender Divide at institutional and national levels.
 
 
The Digital Gender Divide
Both men and women use digital technologies and need to be involved in building our digital future.  53% of European companies trying to recruit ICT specialists report difficulties in finding qualified people. This translates into a lack of around 1 million digital specialists. Considering that this field is male dominated we can see that by recruiting more women will help meet Europe’s increasing demand for digital experts. Women’s active participation is crucial in order to shape a sustainable, fair and equitable digital economy and society. Unfortunately, women are underrepresented in the digital economy and as EU statistics reveal, only 1 in 6 ICT specialists is a woman, while only 1 in 5 becomes an ICT entrepreneur.
EVO Human Performance is privileged to be a company dedicated to ICT as it recruits employees and developers with a genuine interest in digital technologies. It is a mandate for us to stimulate them to evolve their skills, expand their professional potential, broaden their horizons and enrich their knowledge without any gender or other form of discrimination.
With the gender oriented measures and interventions it proposes, EVO Human Performance will aim to contribute to reducing the Digital Gender Divide observed. It will empower female employees and provide them with the necessary resources to advance their careers.
 
EVO Human Performance will:
Provide women with career advancement pipelines, continued professional development and leadership training
-    Offer welcoming work environments, including providing pay equity; flexibility; parental policies; and inclusion
-    Develop schemes for mentorship for female employees.
-    Make women more active in decision making by including them into boards and processes thus changing power dynamics.
-    Assist employees affected by career breaks and leaves in regaining momentum as quickly as possible on return.
 
 
-    Protect them through anti-discrimination and anti-harassment policies.
 
 
 
Methodology
 
Despite the fact that the plan has been formally established in 2021 work towards monitoring gender aspects within the organisation started a few years ago. Therefore in the tables below where the Key areas are presented, we have included actions that have been matur ing since
2019.
 
Following the methodological steps of Understanding -- Planning -- Implementing -- Monitoring [EIGE] for each Key Area, we have begun to undertake initial work to understand and analyse the current situation with the aim to address imbalances.
 
NOTE: EVO Human Performance recognizes that its community may include people who do not identify with the binary construct of being either male or female, and who may be gender diverse, including those who affirm their gender as being different to the sex assigned at birth; who were born intersex or whose sex is indeterminate; or who identify as transgender or no gender.
 
 
 
Key areas of study
 
Key area 1 : Governance and Decision Making
Objectives
Measures
2020
2021
2022
I. Gender balance in all key decision-making bodies
II. Creation of structures to support gender equality
III. Oversight of organizational
processes in relation to gender
1.   Seek equality expertise for managerial positions
 
-
-
 
2.   Establishment of Gender
Equality Βoard
 
 
-
 
-
 
3.   Monitor the application of the
Gender plan
 
 
 
 
-
 
4.   Equality, diversity and inclusion principles embedded into to governance and Strategic Planning
 
 
-
Who:
1.   HR and Gender Equality
Board (GEB)
2.   Board of Company (BoC)
3.   GEB
4.   BoC
KPIS and Targets:
1.   To the maximum extend possible
2.   Completed in 2022
3.   In progress
4.   In progress
SDG
 
 
 
 
 
 
 
 
 
 
10
 
 
 
Key area 2 : Recruitment, Selection procedures and Career Progression
Objectives
Measures
2020
2021
2022
I. Career advancement interventions for female employees
II. To gender proof recruitment selection
III. Monitor pay gaps
IV. Attract female applicants in senior posts
V. Amend Company policies with a view to gender
1.   Analysis of applications vs admissions data to assess gender balance ratio
 
-
-
 
2.   Sharing career good practices and training female role models
 
 
 
-
 
3.   Offering attractive packages for highly skilled females
 
-
 
-
 
-
 
4.   Monitoring retention rate (RR) of female staff, substitution practices and career progression
 
 
-
 
-
 
5.   Existence of a person in charge of implementing the equality policies
 
 
-
 
-
 
6.   Annual review of pay gaps. Raising awareness to staff and directors
 
-
-
Who:
1.   GEB and HR
2.   GEB and employees
3.   BoC
4.   GEB and HR
5.   GEB
6.   GEB and Accounting
KPIS and Targets:
1. Variable ratios for professional, management and support staff
2.   1 event per year
3.   Increase offerings (quality/quantity)
4.  Average RR/Substituting a F by a F/Career progression M vs W (and years to get there)
5.   Over a certain amount to have
equal number of applicants
6.   1 article/announcement per year
 
SDG
 
 
 
 
11
 
 
 
Key area 3 : Flexible and Agile Working
Objectives
Measures
2020
2021
2022
I. Structures for supporting staff members with caring responsibilities
II. Promote integration of work with family and personal life (+ on site)
III. Creation of guidelines for work life balance
1. Flexible working models (part time/remote working etc.)
 
-
 
-
 
-
 
2. Encouragement of men to take parental leaves
-
-
-
 
3. ICT based systems for improving staff member connectivity when on leave
 
 
-
-
-
Who:
1.   BoC and GEB
2.   GEB and HR
3.   GEB
KPIS and Targets:
1.   In place since 2020
2.   In compliance with all applicable EU and national laws and Directives
3.   In place since 2020
SDG
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
12
 
 
 
Key area 4 : Gender Strategy in Workplace
Objectives
Measures
2020
2021
2022
I. Gender monitoring in professional processes
IΙ. Women hired in research positions
III. Women career development
IV. Connection with industry
/women practice
V. Better access to resources
1. Monitoring applications' gender balance received in research positions
 
 
-
 
-
 
2. Applying for funding in national/European calls targeting female employees
 
-
-
 
3. Promoting women in open posts for research / research projects
 
 
-
-
 
4. Facilitating access to funding, computer time, enabling research group set up
-
-
-
 
5. Supporting women returning from maternity leave
 
-
-
Who:
1.   GEB
2.   GEB
3.   GEB
4.   GEB
5.   HR and GEB
KPIS and Targets:
1.   In progress
2.   In progress
3.   To the maximum extend possible
4.   Offering extra resources (- esp. on new mothers)
5.   Sessions with the HR
SDG
 
 
 
 
 
 
 
 
 
 
13
 
 
 
 
 
 
Key area 5 : Gender in events and activities
Objectives
Measures
2020
2021
2022
I. Participation of balanced number of men/women in events/business days etc.
II. Visibility of women in the activities of the Company
III. Exposure of women in media and social media.
1. Monitoring participation M/F in the
Company's events/campaigns/info days
 
-
-
 
2. Appoint women in leading positions of
research and communication activities
 
 
 
-
 
3. Assign women to manage research projects
 
 
 
-
 
4. Make visible women and their contribution to the results and success of the company in the website/ center screens/ local press.
 
-
-
 
5. Participation of women in events targeting female access to R & I
 
-
-
Who:
1.   GEB + Marketing and Communication Associate (MCA)
2.   GEB and MCA
3.   GEB and BoC
4.   GEB and MCA
5.   GEB
 
KPIS and Targets:
1.   To the maximum extend possible
2.   To the maximum extend possible
3.   To the maximum extend possible
4.   Biannual newsletter flagging the contribution of outstanding research of woman in the Company
5.   To the maximum extend possible
 
SDG
 
 
 
 
 
14
 
 
 
 
Key area 6 : Gender in Organisation Culture
Objectives
Measures
2020
2021
2022
I. Diffusing /publishing current plan
II. Create event on sensitive topics
III. Encourage women
report incidents
IV. Designated area for women and child care
1. Publication of current plan and future versions on website
 
-
-
 
2. Organisation of events on diversity and gender for raising awareness
 
 
 
-
 
3. Offering a support service for the prevention, detection and report of discrimination and behaviors of harassment or violence based on gender
 
-
-
Who:
1.   GEB and MCA
2.   GEB and MCA
3.   HR and GEB
KPIS and Targets:
1.   1 update per year
2.   1 per year
3.   Board of 3 members (Gender Equality Board) and yearly evaluation of services by the Company
SDG
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
15
Definitions
 
 
Binary construct (relating to gender) is a social construct that identifies an individual as either male/man or female/woman, and does not take account of other sex or gender identities or presentations.
Gender is part of a person’s social and personal identity. It is typically used with reference to social and cultural differences rather than biological, referring to the characteristics that a culture delineates as masculine/male or feminine/female (see definition f or ‘gender diverse’). Gender diverse is a term used to recognise people who do not fall within the gender binary construct of male and female.
Intersex refers to people who have genetic, hormonal or physical characteristics that are not exclusively ‘male’ or ‘female’. A person who is
intersex may identify as male, female, intersex or as being of indeterminate sex.
Pay equity means individuals receiving equal pay for work of equal or comparable value and there is no gender bias at any point in the remuneration process (for example at commencement, base salary, out-of-cycle pay reviews, discretionary loadings and bonuses, and movement within the total remuneration range).
Sex means the characteristics associated with biological sex, generally assigned at birth usually described as being male or female. A person’s
sex and gender identity or presentation may not necessarily be the same.
Transgender is a general term for a person whose gender identity is different from their sex assigned at birth. A transgender person may take steps to live permanently in their nominated sex, with or without medical treatment.
Unconscious bias is a form of discrimination also known as implicit bias or implicit social cognition. It arises from the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.
 
References