Gender Equality Plan (GEP) – Nextworks
Version: 1.0
Date: 03/09/2025
Approved by: Chief Operating Officer
Company Location: Pisa, Italia
1. Introduction
Nextworks is committed to promoting gender equality and fostering an inclusive and diverse workplace. As an SME operating in the Information and Communication Technology (ICT) sector in Italy, we recognize the importance of leveraging the full potential of all employees, irrespective of gender, and supporting equal opportunities at all levels of our organization.
This Gender Equality Plan (GEP) outlines our strategic objectives and practical measures to advance gender equality in compliance with the European Commission's Horizon Europe framework and Italian national legislation (e.g., Legislative Decree 198/2006 "Codice delle pari opportunità").
2. Objectives of the GEP
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Foster a diverse and inclusive work environment
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Prevent gender-based discrimination and bias.
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Promote gender balance in leadership and decision-making.
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Ensure equal opportunities in recruitment, pay, training, and career development.
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Support work-life balance and caregiving responsibilities.
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Prevent and respond to gender-based violence and harassment.
3. Key Areas and Actions
3.1. Work-Life Balance and Organizational Culture
Objective: Support all employees in balancing professional and personal responsibilities.
Actions:
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Promote flexible working arrangements, e.g., SmartWorking Policy and flexible hours.
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Encourage uptake of parental leave by both men and women.
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Share internal communication on work-life balance initiatives.
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Appoint the HR Administration Specialist Barbara Pierini as GEP contact person.
3.2. Gender Balance in Leadership and Decision-Making
Objective: Increase gender diversity in leadership roles and decision-making bodies.
Actions:
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Monitor gender distribution across all levels annually
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Guarantee at least 1 board of directors female member. ..
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Set internal targets to improve representation of underrepresented gender
3.3. Gender Equality in Recruitment and Career Progression
Objective: Ensure equal opportunities and eliminate bias in hiring and advancement.
Actions:
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Use gender-neutral language in job postings
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Encourage gender-balanced candidate shortlists with recruitment agency
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Coaching hiring managers on unconscious bias and inclusive recruitment practices.
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Track gender data on recruitment and retention
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Establish transparent and merit-based criteria for career progression
3.4. Integration of the Gender Dimension in R&D Content
Objective: Where relevant, integrate sex and gender analysis into R&D activities.
Actions:
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Train technical staff and project leaders on the relevance of sex/gender in research.
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Include gender-sensitive approaches in proposal writing when applicable
3.5. Measures Against Gender-Based Violence, Harassment, and Discrimination
Objective: Provide a safe and respectful work environment.
Actions:
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Establish clear reporting mechanisms for harassment and discrimination, through the Whistleblowing channel also. canale di Whistleblowing.
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Designate a trusted person to handle confidential complaints, as required for Whistleblowing rules.
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Organize periodic awareness training on respectful workplace behaviour
4. Implementation and Monitoring
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Responsible Unit/Person: Chief Operating Officer.
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Monitoring Tools: Annual report with indicators such as gender ratio per department, parental leave statistics, promotion data, etc.
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Review Cycle: GEP reviewed and updated annually
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Budget: Provisions included in HR and training budgets
5. Communication and Transparency
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This GEP will be made publicly available on the company website
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All employees will be informed of the plan via internal communication channels
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Progress updates will be shared annually.
6. Commitment
Nextworks affirms its commitment to advancing gender equality as a fundamental value,essential for innovation, social justice, and organizational success.
Through this plan, we
aim to build a work culture where everyone,regardless of gender, can thrive..
