1. Introduction and Commitment
Bio Cycle Labs is committed to creating an equitable and inclusive environment where all individuals, regardless of gender, have equal opportunities. This Gender Equality Plan aligns with the requirements of Horizon Europe and with national and international frameworks promoting gender equality. It is signed by senior management and publicly available, affirming our transparent and accountable approach.

2. Objectives

• To ensure the fair representation of all genders across our workforce and leadership.
• To foster an organizational culture that supports work-life balance and is free from gender-based discrimination and violence.
• To integrate the gender dimension into our research and teaching.
• To establish data-driven monitoring and continuous improvement processes.

3. Scope
This GEP applies to all staff, researchers, educators, students, and partners at Bio Cycle Labs. Its measures extend across recruitment, career progression, research content, organizational culture, and policies.

Building Blocks
A. Public GEP

• The GEP is published on our official website and signed by top management.
• Responsibility: Communications Office, HR Department
• Timeline: Published as of 18.12.2024

B. Dedicated Resources

• A Gender Equality Officer and a working group are appointed to oversee implementation.
• A specific budget is allocated for training, data collection, and initiatives.
• Responsibility: Senior Management, HR Department, Finance Department
• Timeline: Within 6 months of GEP launch

C. Data Collection and Monitoring

• Collect and analyse sex/gender-disaggregated data on staffing, promotions, pay, leadership representation, research teams, and student enrolment.
• Annual reporting on progress using established indicators.
• Responsibility: HR Department, Data Analytics Team, Gender Equality Officer
• Timeline: Annual reporting starting 2025

D. Training and Awareness

• Mandatory annual training on gender equality and unconscious bias for decision-makers and staff.
• Optional training sessions for all employees and students.
• Responsibility: HR Department, External Training Providers, Gender Equality Officer
• Timeline: Initial launch within 12 months, annually thereafter

Thematic Areas
1. Work-Life Balance and Organizational Culture

• Implement flexible working arrangements and equal parental leave.
• Offer childcare support and caregiver leave.
• Indicators: Employee satisfaction surveys; usage rates of flexible arrangements.

2. Gender Balance in Leadership and Decision-Making

• Set targets for minimum gender representation (e.g., 40% of underrepresented gender) in leadership roles.
• Implement mentorship and sponsorship programs.
• Indicators: Annual increase in diversity of leadership and decision-making bodies.

3. Gender Equality in Recruitment and Career Progression

• Review recruitment materials for gender-neutral language.
• Employ gender-balanced recruitment panels and transparent promotion criteria.
• Offer professional development programs for underrepresented groups.
• Indicators: Balanced applicant pools, reduced gender pay gap, equitable promotion rates.

4. Integration of the Gender Dimension into Research and Teaching Content

• Require proposals to consider the gender dimension where relevant.
• Incorporate gender perspectives into curricula and research methodologies.
• Indicators: Percentage of research projects and courses integrating gender analysis.

5. Measures Against Gender-Based Violence Including Sexual Harassment

• Zero-tolerance policy on gender-based violence and harassment, with clear reporting procedures.
• Regular trainings on prevention, bystander intervention, and support services.
• Indicators: Number of reported cases, resolution times, and employee climate surveys.

Governance, Accountability, and Review

• The Gender Equality Officer and Working Group will oversee GEP implementation.
• Annual monitoring reports will be shared with stakeholders and published on the organization’s website.
• Regular evaluations and updates to the GEP based on data, feedback, and best practices.

Signed by:
Vadim Lazuko, Director
Date: 18.12.2024
Public URL: https://biocyclelabs.com/gep/plan