Documents

Gender Equality Plan (GEP)

FIDCHEM S.L.

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1. Introduction

FIDCHEM S.L. is committed to fostering an inclusive, diverse, and equitable working environment. As a deep-tech company operating in environmental technologies, we recognize that diversity of perspectives enhances innovation, decision-making, and long-term impact.

This Gender Equality Plan (GEP) establishes the principles, governance, and concrete actions ensuring equal opportunities regardless of gender, in line with Horizon Europe requirements.

2. Scope

This plan applies to all employees, collaborators, management, and decision-makers of FIDCHEM S.L.

3. Governance and Publication (Public GEP)

  • This GEP is a formal document approved and signed by top management.
  • It is published on the company website and available to partners and funding bodies.
  • Link: https://www.fidchem.com/gep
  • Approval evidence: internal management decision / signed version archived.

4. Dedicated Resources and Expertise

  • Responsibility for implementation is assigned to company management.
  • A designated internal contact person is responsible for gender equality monitoring.
  • The company commits proportional internal resources (time and management oversight) to implement this plan.
  • External expertise may be engaged if needed (e.g., consultants, advisors).

5. Key Objectives

  • Ensure equal access to recruitment, training, and career progression
  • Promote gender balance across all roles and levels
  • Prevent discrimination, harassment, and bias
  • Support work-life balance for all employees

6. Measures and Actions

6.1 Work-Life Balance and Organisational Culture

  • Flexible working arrangements where possible
  • Respect for work-life balance in scheduling and workload
  • Inclusive internal communication culture

6.2 Gender Balance in Leadership and Decision-Making

  • Consider gender balance in leadership roles where possible
  • Transparent decision-making processes

6.3 Gender Equality in Recruitment and Career Progression

  • Use gender-neutral language in job descriptions
  • Evaluate candidates based on skills and competencies only
  • Monitor gender balance in hiring and promotions

6.4 Integration of Gender Dimension into R&D Activities

  • Consider gender aspects where relevant in research and innovation activities
  • Ensure inclusive perspective in technology development where applicable

6.5 Prevention of Gender-Based Violence and Harassment

  • Zero-tolerance policy toward harassment and discrimination
  • Clear internal reporting mechanisms
  • Confidential handling of complaints

7. Data Collection and Monitoring

FIDCHEM commits to collecting gender-disaggregated data including:

  • Workforce composition
  • Recruitment and promotion outcomes
  • Internal review conducted at least every two years
  • Indicators monitored: hiring ratios, role distribution, retention

8. Training and Awareness

  • Awareness activities on gender equality for staff and decision-makers
  • Inclusion of unconscious bias awareness in internal discussions or training
  • Training may be conducted internally or with external experts

9. Accountability and Review

  • Annual internal review of implementation progress
  • Continuous improvement of measures
  • Updates to the GEP as the organisation grows

10. Entry into Force

This plan enters into force upon approval by company management and is subject to periodic updates.

FIDCHEM S.L.