ConsiliumXcel Limited – Gender Equality Plan (GEP)
Effective Date: 6 January 2025
Approved by: Board of Directors, ConsiliumXcel Limited
Review Cycle: Annual
1. Introduction and Commitment
ConsiliumXcel Limited is committed to promoting equality, diversity, and inclusion across all areas of its operations. The company recognises gender equality as both a fundamental human right and a strategic advantage that drives innovation, creativity, and performance.
This Gender Equality Plan (GEP) formalises our approach to integrating gender equality principles within the organisation and fulfils the eligibility requirements of the EU Horizon Europe Framework Programme.
2. Legal and Policy Framework
This plan is developed in line with:
The Equality Act 2010 (UK)
The EU Gender Equality Strategy 2020–2025
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
The Horizon Europe Gender Equality Plan Requirements (2021 onwards)
3. Objectives
Ensure equal opportunities for all employees, regardless of gender.
Promote gender balance in leadership and decision-making roles.
Integrate gender perspective into research and innovation activities.
Prevent and address gender-based discrimination and harassment.
Foster an inclusive workplace culture supporting work–life balance.
4. Governance and Responsibilities
Managing Director: Oversees implementation of the GEP and reports annually to the Board.
HR & Compliance Officer: Monitors equality indicators, training, and recruitment data.
Department Leads: Ensure gender-sensitive practices in recruitment, project participation, and evaluation.
All Employees: Responsible for upholding the principles of respect, fairness, and non-discrimination.
5. Key Areas of Action
5.1. Work–Life Balance and Organisational Culture
Flexible working hours and hybrid work options are available to all staff.
Parental and family leave are accessible to all genders without bias.
Meetings are scheduled during core working hours to accommodate caring responsibilities.
Annual surveys assess employee satisfaction and inclusion.
5.2. Gender Balance in Leadership and Decision-Making
The company aims for at least 40% representation of each gender in management and decision-making roles by 2027.
Leadership development programmes and mentoring opportunities are provided equally.
Recruitment for senior positions must include gender-balanced shortlists.
5.3. Gender Equality in Recruitment and Career Progression
All job descriptions and adverts use gender-neutral language.
Recruitment panels are trained in unconscious bias awareness.
Annual audits assess pay equity, promotion rates, and role distribution by gender.
Training and career development opportunities are offered equally.
5.4. Integration of Gender Dimension in Research and Innovation
All R&D activities under Horizon Europe projects will include gender analysis where relevant.
Project proposals and reports explicitly address sex and gender considerations in research design and impact.
Teams are encouraged to include diverse perspectives to strengthen research quality and innovation outcomes.
5.5. Measures Against Gender-Based Violence and Harassment
The company enforces a zero-tolerance policy toward sexual harassment, discrimination, or victimisation.
Confidential reporting channels are available through the HR & Compliance Office.
Disciplinary procedures are in place and applied consistently.
Regular awareness workshops ensure staff understand acceptable workplace behaviour.
6. Data Collection, Monitoring, and Reporting
Annual collection of gender-disaggregated data on recruitment, pay, promotion, and training.
Key indicators are reviewed yearly and published in the company’s Equality & Diversity Report.
The GEP is reviewed annually to measure progress and identify areas for improvement.
7. Training and Capacity Building
Mandatory Equality, Diversity, and Inclusion (EDI) training for all employees.
Annual workshops on gender bias, inclusive communication, and leadership.
Support for staff participating in EU-level equality networks or Horizon Europe ELSA activities.
8. Transparency and Accessibility
This Gender Equality Plan is:
Publicly available on the ConsiliumXcel Limited website.
I’ve shared this with all staff after onboarding and annually thereafter.
Integrated into internal policy handbooks and compliance documentation.
9. Review and Continuous Improvement
ConsiliumXcel Limited will continuously evaluate and improve this plan in consultation with employees and stakeholders. The next review is scheduled for November 2026. Updates will be documented and published transparently.
Signed:
_________________________
Dr. Fatih Vursavas
Managing Director, ConsiliumXcel Limited
Date: 6 January 2025
