Gender and Equality Plan

Gender Equality Plan (GEP)

Document

This document is applicable to following organisations: Alexandra Bodea (DE370425128), Luminita Ratiu (DE449553451), and New Patrons Kunstverein (VR42400 B).

1. Institutional Commitment

The organisation is firmly committed to promoting gender equality as a fundamental principle across all activities, including research, innovation, governance, and human resources management. Gender equality is integrated into the organisation’s strategic objectives in alignment with the requirements of Horizon Europe eligibility criteria for Gender Equality Plans.

This commitment ensures equal opportunities, non-discrimination, and inclusive participation for all individuals, regardless of gender.

2. Dedicated Resources

The organisation ensures the implementation and monitoring of the Gender Equality Plan through clearly assigned responsibilities and allocated resources.

• A designated Gender Equality Officer / Equality Coordinator is appointed to oversee implementation.
• Adequate human and operational resources are allocated for GEP execution.
• Gender equality responsibilities are integrated into organisational governance structures.

3. Data Collection and Monitoring

The organisation systematically collects and analyses gender-disaggregated data to support evidence-based decision-making.

Data covers, where applicable:

• Recruitment, selection, and retention
• Career progression and promotions
• Participation in research and innovation activities
• Representation in leadership and decision-making roles
• Pay equity indicators (where legally and operationally feasible)

An annual internal review is conducted to assess progress and identify areas for improvement.

4. Training and Awareness Raising

The organisation implements structured awareness and training activities to support gender equality objectives.

• Mandatory training on gender equality and unconscious bias for staff and management.
• Awareness-raising initiatives promoting diversity, inclusion, and equal opportunity.
• Integration of gender equality principles into organisational development and leadership training programmes

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5. Work-Life Balance and Organisational Culture

The organisation promotes a supportive and inclusive working environment through balanced work-life policies.

• Flexible working arrangements, including remote and hybrid work options where applicable.
• Support for parental leave and caregiving responsibilities in accordance with applicable legislation.
• A workplace culture that actively prevents discrimination, harassment, and gender-based exclusion.

6. Recruitment and Career Progression

The organisation ensures transparent, fair, and merit-based recruitment and career development processes.

• Gender-neutral and inclusive language in job descriptions and recruitment materials.
• Standardised and objective selection procedures to minimise bias.
• Equal access to career development, training, and promotion opportunities.
• Monitoring of gender balance across organisational levels and functions.

7. Prevention of Gender-Based Violence and Harassment

The organisation enforces a zero-tolerance policy towards all forms of harassment, discrimination, and gender-based violence.

• Clear reporting and escalation procedures are in place.
• Confidential handling of complaints is ensured.
• Appropriate disciplinary measures are applied in cases of misconduct.
• Preventive measures and awareness actions are regularly implemented

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8. Implementation, Monitoring, and Review

The Gender Equality Plan is subject to continuous monitoring and periodic review.

• Annual assessment of key gender equality indicators.
• Regular reporting to organisational leadership.
• Updates and improvements to the GEP based on monitoring outcomes and evolving best practices.
• Alignment with Horizon Europe guidelines and updated policy frameworks.

Compliance Statement This Gender Equality Plan fulfils the minimum requirements of the European Commission for Horizon Europe participation, namely:

Publication of a formal GEP document Dedicated resources for implementation Collection and monitoring of sex/gender-disaggregated data Training and awareness-raising activities