Gender Equality Plan (GEP)

1. Introduction & Commitment

GRABIT is committed to promoting gender equality, diversity, and inclusion throughout the organization at all levels. This Gender Equality Plan (GEP) sets out our objectives, actions, and monitoring mechanisms to ensure equal opportunities for all employees, regardless of gender.

This GEP is a public document and will be published on GRABIT’s website so it is accessible to employees, partners, and external stakeholders. It has been formally approved and endorsed by GRABIT’s top management to ensure organization-wide accountability.

2. Objectives and Actions

2.1. Ensure equal access to career opportunities, recruitment, and promotions

Our organization is committed to promoting fair and inclusive career development by implementing:

• gender-neutral job descriptions, ensuring diverse representation on hiring panels,

• applying transparent and merit-based promotion criteria, based on skills and performance,

• providing targeted training and mentorship opportunities for underrepresented genders.

2.2. Promote a healthy work–life balance for all employees

• We actively promote a healthy work–life balance by implementing flexible working hours and remote work arrangements.

• We ensure parental leave for all employees, regardless of gender.

• We foster a culture where family-related leave is normalized—led by example from leadership.

• Additionally, managers receive dedicated training to uphold and respect boundaries between work and personal life.

2.3. Reduce gender pay gaps and ensure transparent salary structures

• To ensure pay equity, our organization conducts annual pay gap audits;

• Publishes transparent salary bands, bases compensation on role and experience rather than negotiation;

• Establishes a compensation committee to oversee fairness, and promptly corrects any identified disparities;

• Corrects identified pay disparities with immediate adjustments.

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

We are committed to systematically integrating the gender dimension into research and teaching by:

• Ensuring that curricula, case studies, and teaching materials reflect diverse gender perspectives and avoid stereotypes.

• Promoting gender-balanced research teams and leadership roles in academic and project settings.

• Offering incentives, recognition, and support for projects and teaching practices that successfully embed gender perspectives.

• Sharing best practices and raising awareness through seminars, workshops, and internal communication platforms.

2.5. Prevent discrimination, harassment, and bias in the workplace

• Our organization upholds a zero-tolerance approach to harassment and discrimination by establishing and widely communicating a clear anti-harassment policy, providing mandatory gender equality and unconscious bias training for all employees, ensuring confidential reporting mechanisms, and protecting whistleblowers from retaliation.

2.6. Ensure equal representation of men and women in leadership and decisionmaking roles.

• Our organization is committed to achieving balanced representation of men and women in leadership and decision-making positions at all levels.

• We follow a Career ladder plan that is shared internally and provides equal opportunities for both men and women to advance and be promoted.

• We are committed to regularly collecting and reviewing workplace data to monitor progress, identify gaps, and make evidence-based decisions that drive continuous improvement and ensure equal opportunities for all genders.

3. Monitoring & Accountability

• To ensure accountability and informed decision-making, our organization appoints a dedicated Gender Equality Committee to oversee implementation and conducts annual analysis of gender-disaggregated data.

• GRABIT allocates dedicated resources, including HR staff time and an annual budget, to support GEP implementation, training, data collection, and reporting.

• We conduct annual reviews of our Gender Equality Plan (GEP) to evaluate its effectiveness, measure progress, and identify areas for further improvement.

4. Duration

• This Gender Equality Plan is valid for a period of 4 years (2025–2029) and will be reviewed annually to ensure effectiveness and relevance.

 

Valentin Gjorgjioski , CEO

GRABIT d.o.o.                                                                                                                                                                                             Date: 15.03.2025