{"id":423,"date":"2026-02-25T16:30:04","date_gmt":"2026-02-25T16:30:04","guid":{"rendered":"https:\/\/www.roboticwork.tech\/?page_id=423"},"modified":"2026-02-25T16:38:32","modified_gmt":"2026-02-25T16:38:32","slug":"gender-equality-plan","status":"publish","type":"page","link":"https:\/\/www.roboticwork.tech\/index.php\/gender-equality-plan\/","title":{"rendered":"Gender Equality Plan"},"content":{"rendered":"\r\n<h2 class=\"wp-block-heading\">WNT Gender Equality Plan (GEP) 2026\u20132028<\/h2>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">1. Management Commitment<\/h3>\r\n\r\n\r\n\r\n<p>WNT is committed to ensuring equal opportunities and a safe, inclusive working environment free from discrimination, harassment, and retaliation. Gender equality is integrated into our governance, HR processes, workplace culture, and (where relevant) R&amp;D and training\/knowledge-sharing activities.<\/p>\r\n\r\n\r\n\r\n<p>Top management takes responsibility for implementation, provides resources, and ensures that progress is measured, reported, and continuously improved.<\/p>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">2. Governance and Resources<\/h2>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">2.1 Roles and Responsibilities<\/h3>\r\n\r\n\r\n\r\n<p>WNT establishes the following governance structure:<\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li><strong>GEP Sponsor (Top Management):<\/strong>\u00a0ultimate accountability; approves targets, resources, and annual reports.<\/li>\r\n\r\n\r\n\r\n<li><strong>GEP Lead (HR\/Operations or appointed manager):<\/strong>\u00a0coordinates implementation; collects data; prepares annual report.<\/li>\r\n\r\n\r\n\r\n<li><strong>Gender Equality Officer (GEO) \/ Gender Expertise:<\/strong>\u00a0internal trained person or external expert contracted at least annually to support policy design, training, and assessment.<\/li>\r\n\r\n\r\n\r\n<li><strong>GEP Working Group:<\/strong>\u00a0cross-functional team (management + staff representatives) meeting at least quarterly to review actions and propose improvements.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">2.2 Time and Budget Allocation<\/h3>\r\n\r\n\r\n\r\n<p>WNT commits to allocate:<\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li><strong>Human resources:<\/strong>\u00a0at least 0.1 FTE equivalent for GEP coordination (combined across roles) plus time for working group participation.<\/li>\r\n\r\n\r\n\r\n<li><strong>Budget:<\/strong>\u00a0annual line covering training, expert support, and communication materials (minimum EUR 1,500\/year; scaled with headcount and needs).<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">3. Data Collection, Monitoring and Reporting<\/h2>\r\n\r\n\r\n\r\n<p>WNT collects and monitors sex\/gender-disaggregated data (in line with applicable data protection rules) for staff and, where relevant, students\/interns hosted by WNT.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Indicators (minimum set)<\/h3>\r\n\r\n\r\n\r\n<ol class=\"wp-block-list\">\r\n<li>Headcount by gender and contract type (permanent\/temporary, full-time\/part-time).<\/li>\r\n\r\n\r\n\r\n<li>Recruitment pipeline by gender (applicants, shortlisted, hired).<\/li>\r\n\r\n\r\n\r\n<li>Pay: gender pay gap (base salary and total compensation where applicable).<\/li>\r\n\r\n\r\n\r\n<li>Career progression: promotions and role changes by gender.<\/li>\r\n\r\n\r\n\r\n<li>Leadership\/decision-making: share of women in management, project leadership, boards\/committees.<\/li>\r\n\r\n\r\n\r\n<li>Training participation: by gender and role (including decision-makers).<\/li>\r\n\r\n\r\n\r\n<li>Work-life balance usage: flexible work arrangements, parental leave uptake by gender (aggregated).<\/li>\r\n\r\n\r\n\r\n<li>Workplace safety &amp; dignity: number of reported harassment\/discrimination incidents (aggregated), resolution time, outcomes (confidentially handled).<\/li>\r\n<\/ol>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Reporting<\/h3>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>An annual GEP Report will be prepared by the GEP Lead and approved by the GEP Sponsor.<\/li>\r\n\r\n\r\n\r\n<li>The report will include progress against targets, actions delivered, indicator trends, and next-year priorities.<\/li>\r\n\r\n\r\n\r\n<li>A public summary (non-sensitive, aggregated) will be published on the website.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">4. Training: Awareness and Unconscious Bias<\/h2>\r\n\r\n\r\n\r\n<p>WNT provides regular training to build awareness and reduce unconscious bias in daily work and decision-making.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Training Programme (minimum)<\/h3>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li><strong>All staff:<\/strong>\u00a0introductory training on gender equality, respectful workplace behaviour, and unconscious bias (online or in-person).<\/li>\r\n\r\n\r\n\r\n<li><strong>Decision-makers (management, hiring managers, team leads):<\/strong>\u00a0advanced training focused on unbiased recruitment, performance evaluation, leadership behaviours, and inclusive team management.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<p><strong>Frequency:<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>Minimum once every 24 months for all staff; annually for decision-makers.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Training Targets<\/h3>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>\u2265 90% of staff complete basic training within 12 months of publication.<\/li>\r\n\r\n\r\n\r\n<li>\u2265 100% of decision-makers complete advanced training annually.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">5. Concrete Measures and Targets<\/h2>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Area A: Work-Life Balance and Organisational Culture<\/h3>\r\n\r\n\r\n\r\n<p><strong>Objective A1:<\/strong>\u00a0Support work-life balance without career penalties.<\/p>\r\n\r\n\r\n\r\n<p><strong>Measures:<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>Provide flexible working arrangements (flexible hours, hybrid work where feasible, part-time options).<\/li>\r\n\r\n\r\n\r\n<li>Ensure meeting culture supports inclusivity (core hours, avoid recurring late meetings).<\/li>\r\n\r\n\r\n\r\n<li>Transparent parental leave and return-to-work support.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<p><strong>Targets (by end of 2028):<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>\u2265 80% of roles assessed for hybrid\/flexible feasibility; documented rationale where not feasible.<\/li>\r\n\r\n\r\n\r\n<li>\u2265 75% staff satisfaction score on inclusion\/work-life balance (annual survey).<\/li>\r\n\r\n\r\n\r\n<li>Return-to-work check-in conducted for 100% of employees after parental leave &gt; 3 months.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<p><strong>Objective A2:<\/strong>\u00a0Zero tolerance for harassment and discrimination.<\/p>\r\n\r\n\r\n\r\n<p><strong>Measures:<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>Maintain a Code of Conduct and clear reporting channels (confidential, non-retaliation).<\/li>\r\n\r\n\r\n\r\n<li>Appoint trained contact persons and define investigation procedures and timelines.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<p><strong>Targets:<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>Reporting channels communicated to 100% staff annually.<\/li>\r\n\r\n\r\n\r\n<li>Initial response within 5 working days and resolution plan within 30 working days (where feasible and lawful).<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Area B: Gender Balance in Leadership and Decision-Making<\/h3>\r\n\r\n\r\n\r\n<p><strong>Objective B1:<\/strong>\u00a0Improve gender balance in leadership and key decision roles.<\/p>\r\n\r\n\r\n\r\n<p><strong>Measures:<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>Ensure diverse shortlists for leadership positions where possible.<\/li>\r\n\r\n\r\n\r\n<li>Implement mentorship\/sponsorship opportunities for underrepresented genders in technical and leadership paths.<\/li>\r\n\r\n\r\n\r\n<li>Review role descriptions to avoid gender-coded language.<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<p><strong>Targets (by end of 2028):<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>Achieve at least 30% representation of the underrepresented gender in management\/team-lead roles or show year-on-year improvement with documented actions if company size makes statistical targets difficult.<\/li>\r\n\r\n\r\n\r\n<li>At least 40% of internal leadership development opportunities offered to the underrepresented gender (where participation is feasible and voluntary).<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\">Area C: Gender Equality in Recruitment and Career Progression<\/h3>\r\n\r\n\r\n\r\n<p><strong>Objective C1:<\/strong>\u00a0Fair and unbiased recruitment.<\/p>\r\n\r\n\r\n\r\n<p><strong>Measures:<\/strong><\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>Standardised job ads with inclusive language; salary ranges published where possible.<\/li>\r\n\r\n\r\n\r\n<li>Structured interviews with scoring criteria and at least two interviewers for key roles.<\/li>\r\n\r\n\r\n\r\n<li>Track applicant-to-hire ratios by gender.<\/li>\r\n<\/ul>\r\n<p><a href=\"https:\/\/www.roboticwork.tech\/wp-content\/uploads\/2026\/02\/Robotic_Horizon_nonbios_suhlas_2026.pdf\">Robotic_Horizon_nonbios_suhlas_2026<\/a><\/p>\r\n","protected":false},"excerpt":{"rendered":"<p>WNT Gender Equality Plan (GEP) 2026\u20132028 1. Management Commitment WNT is committed to ensuring equal opportunities and a safe, inclusive working environment free from discrimination, harassment, and retaliation. Gender equality&#8230;<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"inline_featured_image":false,"footnotes":""},"class_list":["post-423","page","type-page","status-publish"],"_links":{"self":[{"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/pages\/423","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/comments?post=423"}],"version-history":[{"count":2,"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/pages\/423\/revisions"}],"predecessor-version":[{"id":428,"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/pages\/423\/revisions\/428"}],"wp:attachment":[{"href":"https:\/\/www.roboticwork.tech\/index.php\/wp-json\/wp\/v2\/media?parent=423"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}