Gender Equality Plan (GEP)

1. PURPOSE AND SCOPE

1.1 Purpose

This Gender Equality Plan serves to:

• Establish Timbi's commitment to gender equality and diversity

• Set clear objectives and measurable targets for achieving gender balance

• Outline specific actions to promote equal opportunities in recruitment, career progression, and leadership

• Integrate gender dimension in research and innovation content

• Create a safe, inclusive workplace free from discrimination and harassment

• Ensure transparency and accountability through monitoring and reporting

1.2 Scope

This plan applies to:

• All employees, contractors, and collaborators of Timbi Ltd.

• All recruitment, promotion, and career development processes

• Organisational culture, policies, and workplace practices

• Research and innovation projects and client engagements

• Partnerships and collaborations across our European networks

• Operations in Dublin, Ireland, and all locations where Timbi conducts business

1.3 Legal and Policy Framework

This GEP is developed in accordance with:

• EU Gender Equality Strategy 2020-2025

• Horizon Europe requirements for Gender Equality Plans

• Irish Employment Equality Acts 1998-2015

• EU Directive 2006/54/EC on equal opportunities and equal treatment

• UN Sustainable Development Goal 5: Gender Equality

2. ORGANISATIONAL STRUCTURE AND GOVERNANCE

2.1 Responsibility for Implementation

Gender Equality Officer: Appointed senior management member responsible for overseeing GEP implementation, monitoring progress, and reporting outcomes.

Management Team: Collectively responsible for embedding gender equality principles in all organisational decisions and practices.

All Staff: Expected to uphold the principles of this plan and contribute to an inclusive workplace culture.

2.2 Monitoring and Review

This GEP will be reviewed annually, with progress reports prepared and made available to all stakeholders. The plan will be updated every three years or as needed to reflect organisational growth and changing contexts.

3. GENDER BALANCE IN DECISION-MAKING

3.1 Current Status

Timbi Ltd. demonstrates strong commitment to gender equality at the ownership level, with 50% women shareholders. As a growing organisation focused on EU research and innovation consulting, we commit to maintaining and extending this balance across:

• Management and leadership positions

• Project teams and research roles

• Advisory boards and expert panels

• Recruitment and selection committees

3.2 Objectives

• Maintain gender balance (30%-50%) in ownership and shareholding structure

• Achieve gender balance (40-60% representation of each gender) in leadership positions by 2027

• Ensure balanced representation in all recruitment panels

• Promote women's participation in technology and innovation leadership roles

• Monitor gender distribution in project teams and client-facing roles

3.3 Actions

Action 3.1: Ensure all recruitment and selection panels include diverse gender representation

Action 3.2: Actively encourage applications from underrepresented genders for leadership positions

Action 3.3: Provide leadership development opportunities with attention to gender balance

Action 3.4: Report annually on gender balance metrics to management and staff

4. GENDER EQUALITY IN RECRUITMENT AND CAREER PROGRESSION

4.1 Current Status

Timbi Ltd. operates in the research, innovation, and technology, where gender imbalances historically exist. We commit to transparent, bias-free recruitment and promotion processes.

4.2 Objectives

• Eliminate gender bias in job descriptions, advertisements, and selection criteria

• Achieve equal representation of candidates at interview stages

• Ensure transparent and equitable salary and benefits structures

• Support career development equally for all genders

4.3 Actions

Action 4.1: Review all job descriptions and advertisements to ensure gender-neutral language and remove unconscious bias

Action 4.2: Advertise positions through diverse channels to reach broader candidate pools

Action 4.3: Implement structured interview processes with standardised evaluation criteria

Action 4.4: Provide unconscious bias training for all staff involved in recruitment

Action 4.5: Establish transparent criteria for promotions and career advancement

5. WORK-LIFE BALANCE AND ORGANISATIONAL CULTURE

5.1 Current Status

Timbi Ltd. recognises that work-life balance is essential for employee wellbeing, productivity, and retention. We are committed to creating flexible working arrangements that support all employees.

5.2 Objectives

• Provide flexible working arrangements for all employees

• Support employees with caring responsibilities regardless of gender

• Foster a culture where taking parental leave is normalised and encouraged

• Ensure no career penalties for taking family-related leave

5.3 Actions

Action 5.1: Offer flexible working hours and remote work options as standard practice

Action 5.2: Provide parental leave beyond statutory requirements, encouraging uptake by all genders

Action 5.3: Implement a return-to-work support programme for employees after parental or extended leave

Action 5.4: Schedule meetings during core hours (10:00-16:00) to accommodate different schedules

Action 5.5: Establish a "right to disconnect" policy supporting healthy work boundaries

6. GENDER DIMENSION IN RESEARCH AND INNOVATION CONTENT

6.1 Current Status

As a consulting firm supporting EU-funded research and innovation projects, Timbi Ltd. recognises the importance of integrating gender analysis into research content, methodologies, and innovation outcomes.

6.2 Objectives

• Integrate gender dimension in all relevant research proposals and projects

• Provide expertise on gender-sensitive research design to clients

• Promote awareness of gender considerations in emerging technologies

• Contribute to research that addresses gender-related challenges and opportunities

6.3 Actions

Action 6.1: Train all staff on integrating gender dimension in research and innovation (Horizon Europe requirements)

Action 6.2: Review all project proposals for appropriate integration of sex and gender analysis

Action 6.3: Promote research topics that address gender equality in technology and innovation

Action 6.4: Encourage participation of diverse gender perspectives in project consortia

Action 6.5: Share best practices and case studies on gender-inclusive innovation

7. MEASURES AGAINST GENDER-BASED VIOLENCE AND HARASSMENT

7.1 Current Status

Timbi Ltd. has zero tolerance for gender-based violence, harassment, or discrimination. We are committed to providing a safe, respectful workplace for all.

7.2 Objectives

• Prevent and address all forms of harassment and discrimination

• Provide clear reporting mechanisms and support for affected individuals

• Ensure confidential, fair, and timely investigation of complaints

• Foster a culture of respect, dignity, and psychological safety

7.3 Actions

Action 7.1: Establish and communicate a comprehensive anti-harassment and anti-discrimination policy

Action 7.2: Provide mandatory training on preventing harassment and recognising inappropriate behaviour

Action 7.3: Implement clear, accessible procedures for reporting and investigating complaints

Action 7.4: Ensure protection from retaliation for individuals who report concerns

Action 7.5: Review and update policies annually based on best practices and legal requirements

8. MONITORING, EVALUATION, AND REPORTING

8.1 Data Collection

Timbi Ltd. will collect and analyse gender-disaggregated data on:

• Workforce composition by role, level, and contract type

• Recruitment: applications, interviews, offers, and acceptances

• Promotion and career progression rates

• Salary and compensation by role and experience level

• Parental leave uptake by gender

• Employee satisfaction and exit interviews

• Training and development participation

8.2 Key Performance Indicators

8.3 Reporting

An annual Gender Equality Report will be prepared by the Gender Equality Officer, including:

• Progress against objectives and KPIs

• Gender-disaggregated workforce data

• Actions completed and ongoing initiatives

• Challenges identified and lessons learned

• Updated action plan for the following year

The report will be shared with all staff and made publicly available on the Timbi Ltd.'s website.

9. RESOURCES AND CAPACITY BUILDING

9.1 Budget Allocation

Timbi Ltd. commits to allocating adequate resources for:

• Staff training and development on gender equality

• External expertise and consultation as needed

• Implementation of policy measures (e.g., enhanced parental leave)

• Monitoring and evaluation activities

9.2 Training and Awareness

For All Staff:

• Unconscious bias awareness training (annual)

• Gender equality and inclusive workplace culture (onboarding and annual refresher)

• Integrating gender dimension in research and innovation (role-specific)

For Management:

• Gender-sensitive leadership and decision-making

• Conducting equitable performance reviews and promotions

• Addressing harassment and creating psychologically safe environments

9.3 External Engagement

Timbi Ltd. will:

• Participate in gender equality networks and initiatives

• Share learnings and best practices with partners and clients

• Support gender equality in the broader research and innovation ecosystem

• Advocate for gender-inclusive policies in EU funding programmes

10. COMMUNICATION AND TRANSPARENCY

10.1 Internal Communication

This GEP will be:

• Made available to all staff and included in onboarding materials

• Discussed in team meetings and organisational updates

• Referenced in relevant policies and procedures

• Updated with staff input during review cycles

10.2 External Communication

Timbi Ltd. will:

• Publish this GEP on the company website

• Include gender equality commitments in client proposals and partnerships

• Report progress transparently in annual reports

• Share learnings through professional networks and conferences

11. CONCLUSION AND COMMITMENT

Gender equality is fundamental to Timbi Ltd.'s mission of supporting cutting-edge research and innovation. This Gender Equality Plan represents our commitment to creating an inclusive organisation where talent, creativity, and excellence thrive regardless of gender.

We recognise that achieving gender equality is an ongoing journey requiring continuous effort, learning, and adaptation. Through the actions outlined in this plan, we commit to making measurable progress toward a more equitable future for our organisation and the research ecosystem we serve.

CONTACT INFORMATION

For questions, suggestions, or concerns regarding this Gender Equality Plan, please contact:

Gender Equality Officer
Timbi Ltd.
Email: info@timbi.eu
Website: www.timbi.eu