GENDER EQUALITY PLAN
1. introduction
Plenty Nexus is committed to creating a work environment where gender equality, diversity and inclusion are fundamental. As an organisation engaged across European research, policy and innovation, we recognise that equitable participation strengthens the quality and impact of our work.
This Gender Equality Plan formalises our commitment. It outlines the concrete steps we are taking to ensure fairness and inclusiveness in every part of our organisation — from how we recruit and develop talent, to how we lead and collaborate.
Our approach is grounded in transparency and continuous learning. We believe that fostering equality is not only the right thing to do but essential for long-term success and social progress.
2. Scope and Applicability
This Gender Equality Plan applies to all team members at Plenty Nexus. We also aim to extend its principles to collaborators and contractors where relevant, particularly in the context of shared projects and partnerships. The Plan covers our internal operations, recruitment, decision-making, project delivery and the way we approach collaboration. While we may not control every context, we act intentionally to uphold gender equality wherever we have influence.
3. key building blocks
Our approach to gender equality is anchored in a set of core practices that guide both our day-to-day operations and long-term commitments.
3.1. Public Availability
This plan is formally endorsed by senior leadership and is available on our website. It is reviewed annually to ensure it remains relevant and responsive.
3.2. Dedicated Resources
Responsibility for implementation is shared across leadership and designated staff. Where specific expertise is needed, we engage external advisors with a focus on gender equality.
3.3. Data Collection and Monitoring
We collect and analyse gender-disaggregated data across areas such as recruitment, staffing and participation. This informs our internal reporting and helps us track progress against our commitments.
3.4. Training and Awareness
We encourage all staff to take part in ongoing learning — including sessions on gender equality, unconscious bias and inclusive leadership — as part of a wider culture of reflection and growth.
4. focus areas and measures
Our commitment to gender equality is reflected in five key areas, each supported by practical steps. These measures are part of how we build a fairer, more inclusive organisation — and how we stay accountable.
4.1. Work–Life Balance and Organisational Culture
We promote flexible working arrangements that support a healthy work–life balance.
We foster a culture built on mutual respect, collaboration and inclusion.
We support wellbeing by encouraging reasonable workloads, regular check-ins and open dialogue.
4.2. Gender Balance in Leadership and Decision-Making
We work toward balanced gender representation in leadership roles and strategic processes.
We monitor participation in key decisions to ensure diverse voices are heard.
4.3. Gender Equality in Recruitment and Career Progression
We use inclusive language in recruitment materials and outreach.
We apply gender balance as a principle when forming shortlists and evaluation panels.
We ensure equal access to learning, growth and career development opportunities.
4.4. Integrating the Gender Dimension in Projects
We consider gender-related impacts in the design, delivery and evaluation of our work.
We apply a gender lens, particularly in areas such as policy, health and regional development.
4.5. Preventing Gender-Based Violence and Harassment
We uphold a zero-tolerance approach to harassment, discrimination or violence.
We provide clear, confidential procedures for reporting and resolution.
We ensure all team members understand their rights and responsibilities.
5. monitoring and evaluation
This plan is reviewed annually and updated when needed.
Progress is assessed through a set of practical indicators, including:
– Gender-disaggregated staffing data
– Representation in leadership roles
– Participation in training and learning activities
– Integration of gender dimensions in project proposals and reports
These measures help us track what’s working, identify gaps and guide continuous improvement.
6. accountability
Responsibility for implementing this Gender Equality Plan rests with the appointed GEP Coordinator, with oversight from the Board of Directors. But creating an inclusive, equitable workplace is a shared effort. All team members contribute to upholding these values in how we work, lead and collaborate.
For questions or feedback related to this Gender Equality Plan, please contact us at info@plentynexus.com. To help us respond efficiently, include “GEP” in your email subject.
Last Revised: August 2025