Gender Equality Plan (GEP)

2026–2029

1. Introduction

EdiDev, UAB is committed to fostering an inclusive, diverse, and equitable working environment in which all employees, partners, contractors, and stakeholders are treated fairly regardless of gender, gender identity, age, nationality, disability, ethnicity, religion, sexual orientation, or other protected characteristics.

This Gender Equality Plan (GEP) aligns with the requirements of Horizon Europe and reflects EdiDev’s commitment to equal opportunities, diversity, and responsible innovation.

Approved by:
Edis Galvonas
Director, EdiDev, UAB

Effective Date: 01 January 2026

2. Objectives

The company commits to:

  • Preventing discrimination and unequal treatment.
  • Promoting equal opportunities in recruitment and career development.
  • Supporting work-life balance.
  • Ensuring fair representation in decision-making.
  • Maintaining a safe workplace free from harassment and violence.
  • Integrating gender considerations into innovation, AI, research, and digital transformation projects where relevant.

3. Governance and Resources

Responsible Person

Gender Equality Officer:
Director of EdiDev, UAB or delegated HR/administrative representative.

Resources

EdiDev allocates:

  • Management time for implementation and monitoring.
  • Internal training resources.
  • External expertise where required.
  • Annual budget allocation for awareness and training activities.

4. Data Collection and Monitoring

Every two years EdiDev will review:

  • Gender distribution of employees.
  • Gender distribution of management positions.
  • Recruitment statistics.
  • Promotion statistics.
  • Participation in training.
  • Reported discrimination or harassment incidents.

Results are reviewed by management and used to improve policies and procedures.

5. Work-Life Balance and Organizational Culture

Measures include:

  • Flexible working arrangements.
  • Remote and hybrid work opportunities.
  • Family-friendly scheduling.
  • Respect for parental and caregiving responsibilities.
  • Equal access to company benefits.

Target:
Maintain employee satisfaction regarding work-life balance above 80%.

6. Gender Balance in Leadership and Decision-Making

EdiDev promotes equal opportunities for participation in:

  • Management positions.
  • Project leadership roles.
  • Strategic decision-making processes.

Target:
Ensure recruitment and appointment decisions are based solely on competence, qualifications, and experience.

7. Gender Equality in Recruitment and Career Progression

Measures:

  • Gender-neutral job descriptions.
  • Equal pay for equal work.
  • Objective recruitment criteria.
  • Equal access to training and promotion opportunities.

Target:
Zero confirmed cases of gender-based discrimination in recruitment or promotion.

8. Gender Dimension in Research, Innovation and AI Development

Where relevant, EdiDev will:

  • Consider gender impacts in research projects.
  • Evaluate possible algorithmic bias in AI systems.
  • Promote inclusive datasets and testing methodologies.
  • Encourage diverse stakeholder participation.

Particularly relevant for:

  • AI solutions.
  • Emotional intelligence platforms.
  • Digital transformation systems.
  • Human behavior analytics projects.

9. Prevention of Gender-Based Violence and Harassment

EdiDev maintains zero tolerance toward:

  • Sexual harassment.
  • Gender-based violence.
  • Bullying.
  • Discrimination.

Reporting channels:

  • Direct reporting to management.
  • Confidential reporting procedures.
  • Investigation and corrective action process.

Target:
100% investigation of reported incidents.

10. Training and Awareness

Training topics:

  • Gender equality principles.
  • Inclusive communication.
  • Unconscious bias awareness.
  • Respectful workplace behavior.
  • Responsible AI and diversity considerations.

Frequency:

  • New employee onboarding.
  • Refresher training every two years.

Target:
100% staff participation.

11. Monitoring and Review

The GEP will be reviewed every two years.

Review indicators:

  • Gender representation.
  • Recruitment outcomes.
  • Training participation.
  • Workplace climate feedback.
  • Harassment reports.

Next Review:
January 2028.