Gender Equality Plan (GEP)

1. Executive Summary

Dare2Care Lda is committed to achieving gender equality across all levels of our organization. As a people-centered company, we recognize that gender equity is not only a legal and ethical imperative but also a driver of innovation, performance, and social impact. This Gender Equality Plan outlines a structured and measurable approach to identifying gender-based gaps, addressing institutional biases, and creating a culture of respect and inclusion. This GEP is a living document that will be reviewed annually and updated every two years.

2. Legal and Policy Context

This GEP aligns with:

EU Gender Equality Strategy 2020–2025
Horizon Europe eligibility criteria
Portuguese Labour Code (Lei n.º 7/2009, art. 24-A)
ILO Conventions 100 & 111
UN Sustainable Development Goal 5: Achieve gender equality and empower all women and girls

3. Vision and Strategic Objectives

Our Vision: A gender-inclusive Dare2Care where everyone has equitable opportunities to thrive and lead.

Strategic Objectives:

Promote balanced representation in leadership, governance, and teams.
Ensure inclusive recruitment, retention, and progression policies.
Mainstream gender into our innovation and R&D content.
Eliminate structural and unconscious bias.
Prevent and respond to harassment and discrimination.

4. Institutional Assessment (2024 Baseline)

A self-assessment conducted in Q4 2024 revealed:

Gender imbalance at senior levels.
Limited awareness of unconscious bias.
No formal anti-harassment procedure in place.
Informal work-life balance measures, but no formal flexibility policy.
Gender not considered in research/project design.

5. Key Priority Areas & Actions (2025–2027)

A. Work-Life Balance and Organisational Culture

Action Deadline Owner Implement a formal Flexibility & Remote Work Policy Q2 2025 HR Promote shared parental leave for all genders Q3 2025 HR Launch annual Diversity & Inclusion Week Q4 each year Comms B. Gender Balance in Leadership and Decision-Making

Action Deadline Owner Set a minimum 40% gender target for management roles Q4 2026 Board Ensure gender-balanced panels for hiring and promotion Ongoing All Units Include gender KPIs in leadership appraisals Q2 2027 HR C. Recruitment and Career Progression

Action Deadline Owner Use gender-neutral language in all job postings Immediate HR Ensure diverse shortlists for all hiring Q1 2025 HR Create a mentoring program for underrepresented genders Q3 2025 L&D D. Integration of the Gender Dimension into Research & Innovation

Action Deadline Owner Provide gender-sensitive R&I training Q2 2025 R&D Include gender as a criterion in project design templates Q3 2025 Innovation Lead Track gender-disaggregated research data Starting Q4 2025 R&D Admin E. Measures Against Gender-Based Violence & Harassment

6. Monitoring, Indicators, and Accountability

KPI 2025 Baseline 2027 Target Gender pay gap 12% <5% % of women in leadership 33% ≥40% % of job ads reviewed for gendered language 0% 100% % of staff completing GEP training 0% 100% % of projects with gender analysis 10% ≥60% Monitoring Body: GEP Implementation Committee
Reporting Frequency: Biannually to the Board and via public transparency reports.

7. Communication and Public Commitment

This GEP will be:
Published on Dare2Care’s public website
Shared via internal communications channels
Highlighted in onboarding materials for new staff
Staff will be regularly updated via newsletters, town halls, and the annual Equality Day.

8. Budget and Resources

Dedicated annual budget for gender training and workshops
External facilitator for unconscious bias & harassment training
Paid time allocated for GEP committee members

9. Governance and Review

Responsible Lead: [Insert Name], Gender Equality Officer
GEP Committee: Cross-functional, including HR, R&D, Comms, and Senior Management
Review Cycle: Annually (with major updates every two years)

10. Annexes

Annex A: GEP Baseline Data Report
Annex B: Harassment and Complaint Policy (drafted, under review)
Annex C: Gender-Sensitive Language Guide
Annex D: Training Materials Outline (2025–2026)