Neurapses Technologies : Gender Equality Plan (GEP)

1. Introduction

Neurapses, a London-based company, is committed to fostering a diverse and inclusive workplace where all employees are treated with respect and dignity, regardless of gender. We recognize that gender equality is not only a fundamental human right but also essential for achieving our business objectives and creating a positive and productive work environment. This Gender Equality Plan (GEP) outlines our commitment to promoting gender equality in all aspects of our operations.

2. Policy Statement

Neurapses is dedicated to:

• Eliminating gender-based discrimination in all its forms.
• Promoting equal opportunities for all employees in recruitment, career development, and promotion.
• Creating a work environment that supports work-life balance and respects individual needs.
• Ensuring gender balance in leadership and decision-making roles.
• Integrating the gender dimension into our products and services where applicable.
• Preventing and addressing gender-based violence, including sexual harassment.

3. Minimum Process-Related Building Blocks

• Public GEP:Yes: This GEP will be a formal document published on Neurapses website and signed by the Managing Director/CEO.
• Dedicated Resources:Yes: Neurapses will allocate resources, including designated personnel and budget, to implement and monitor the GEP. A designated Gender Equality Officer will be appointed.
• Data Collection and Monitoring:Yes: Neurapses will collect and analyze sex/gender-disaggregated data on personnel, including recruitment, promotion, and retention rates. Annual reports will be generated based on key performance indicators (KPIs).
• Training:Yes: Neurapses will provide mandatory awareness-raising and training programs on gender equality and unconscious gender biases for all staff and decision-makers.

4. Recommended Thematic Areas and Concrete Measures

• Work-life Balance and Organisational Culture:Yes:Flexible working arrangements (e.g., remote work, flexible hours).
• Support for employees with caregiving responsibilities.
• Promotion of a culture that values work-life balance and discourages excessive working hours.
• Regular surveys to gauge employee satisfaction regarding work life balance.
• Gender Balance in Leadership and Decision-Making:Yes:Targets for increasing the representation of women in leadership positions.
• Transparent and objective selection processes for leadership roles.
• Mentoring and sponsorship programs for women.
• Gender Equality in Recruitment and Career Progression:Yes: Gender-neutral job descriptions and recruitment materials.
• Training for hiring managers on unconscious bias.
• Transparent and equitable performance evaluation and promotion processes.
• Career developement plans offered to all employees.
• Integration of the Gender Dimension into Research and/or Teaching Content:Yes: Where applicable, Neurapses will review its product/service content to ensure it is inclusive and addresses gender-related issues.
• If Neurapses develops educational content, it will ensure that it is free from gender stereotypes and promotes gender equality.
• Measures Against Gender-Based Violence Including Sexual Harassment:Yes: A clear and comprehensive policy against gender-based violence and sexual harassment.
• Confidential reporting mechanisms.
• Prompt and impartial investigations of all complaints.
• Training for all employees on preventing and addressing gender-based violence.
• Clear disciplinary actions for those who violate the policy.

5. Implementation and Monitoring

• The Gender Equality Officer will be responsible for overseeing the implementation and monitoring of the GEP.
• Regular progress reports will be submitted to the senior management team.
• The GEP will be reviewed and updated annually to ensure its effectiveness.
• KPI's will include, but are not limited to, the gender pay gap, the amount of women in leadership positions, and the amount of reported cases of discrimination/harassment.

6. Communication and Transparency

• This GEP will be published on Neurapses website and communicated to all employees.
• Regular updates on progress will be provided to employees through internal communication channels.

7. Senior Management Commitment

• The senior management team of Neurapses fully supports this GEP and is committed to its implementation.

Answering the Questions:

• Does your GEP fulfil the following four minimum process-related building blocks?Public GEP: Yes
• Dedicated resources: Yes
• Data collection and monitoring: Yes
• Training: Yes
• Content-wise, which of the following recommended thematic areas does your Gender Equality Plan address, using concrete measures and targets? Work-life balance and organizational culture: Yes
• Gender balance in leadership and decision-making: Yes
• Gender equality in recruitment and career progression: Yes
• Integration of the gender dimension into research and/or teaching content: Yes
• Measures against gender-based violence including sexual harassment: Yes