Gender Equality Plan

1. Introduction and commitment

Global Health Connector is committed to promoting gender equality across all its activities, including organisational governance, operational activities, and workplace culture. This Gender Equality Plan (GEP) establishes a structured and measurable approach to ensure equal opportunities, inclusiveness, and diversity.

This document is publicly available on our website and is endorsed by senior leadership.

2. Dedicated resources

Global Health Connector commits to allocating adequate resources for the implementation of this GEP, including:

  • Appointment of a person responsible for monitoring progress.
  • Allocation of team’s time and operational budget for GEP activities.
  • Engagement of gender equality expertise, internally or externally, where needed.
  • Integration of gender equality responsibilities into relevant roles (management, events, project leads).

3. Data collection and monitoring

To ensure evidence-based actions, Global Health Connector will:

  • Collect and maintain sex- and gender-disaggregated data on:
    • team (e.g. recruitment, roles)
    • leadership positions
    • participation in projects and activities
    • speakers at events organised by GHC
  • Produce an annual internal report assessing progress and identifying gaps.
  • Review and update measures based on monitoring results.

4. Training and awareness

Global Health Connector will implement continuous awareness-raising and capacity-building actions:

  • Raise awareness among the team on gender equality and unconscious bias.
  • Integrate gender equality topics into onboarding processes.
  • Promote a culture of inclusiveness through internal communication and events.

5. Key areas, measures and targets

5.1 Work-life balance and organisational culture

Objectives:

  • Promote a supportive, inclusive and flexible working environment.

Measures:

  • Flexible working arrangements (remote work, flexible hours).
  • Support for parental leave and return-to-work processes.
  • Promotion of inclusive language and zero-tolerance for discrimination.

Indicative targets:

  • Maintain high employee satisfaction across genders.
  • Ensure equal uptake of flexible working measures.

5.2 Gender balance in leadership and decision-making
Objectives:

  • Improve gender balance in leadership and governance.

Measures:

  • Encourage gender-balanced candidate pools for leadership roles.
  • Ensure transparency in selection and decision-making processes.
  • Monitor gender composition of boards, committees and management.

Indicative targets:

  • Progressive improvement towards balanced representation.

5.3 Gender equality in recruitment and career progression

Objectives:

  • Ensure fair and unbiased recruitment and career development.

Measures:

  • Gender-neutral job descriptions and recruitment processes.
  • Diverse selection panels where possible.

Indicative targets:

  • Balanced shortlists in recruitment processes.
  • Equal access to career development opportunities.

5.4 Integration of the gender dimension into activities and projects

Objectives:

  • Ensure that gender considerations are integrated into organisational activities, projects, and events.
  • Promote gender balance and inclusiveness across stakeholder engagement and ecosystem work.

Measures:

  • Integrate gender considerations into the design and implementation of projects, particularly in R&I collaborations and EU-funded initiatives.
  • Promote gender-balanced panels, speakers, and moderators in events, workshops, and conferences.
  • Encourage diversity among participants and stakeholders engaged in activities and ecosystems.
  • Include gender perspectives where relevant in project outputs, communication materials, and policy dialogue.
  • Raise awareness among partners and stakeholders about the importance of gender balance in collaborative activities.

Indicative targets:

  • Aim for balanced representation among speakers and moderators in events.
  • Monitor gender balance across project participation and stakeholder engagement activities.
  • Increase the share of projects and activities where gender considerations are explicitly addressed.

5.5 Measures against gender-based violence and sexual harassment

Objectives:

  • Ensure a safe and respectful working environment.

Measures:

  • Establish and communicate a clear code of conduct.
  • Provide confidential reporting mechanisms.
  • Ensure fair and timely investigation procedures.
  • Offer support to affected individuals.

Indicative targets:

  • 100% team awareness of reporting procedures.
  • Timely handling of all reported cases.

6. Implementation, monitoring and review

The GEP will be implemented under the responsibility of COO, Heather Smith. Progress will be reviewed annually, and the plan will be updated periodically to reflect organisational changes and lessons learned.