Octa Insight – Gender Equality Plan (GEP)

Version 3.0 – 2024

1. Introduction and Policy Statement

Octa Insight is committed to building an inclusive, fair, and equitable working environment for all employees, partners, and collaborators. This Gender Equality Plan aligns with:

  • EU Gender Equality Strategy

  • Horizon Europe requirements

  • EU Charter of Fundamental Rights

  • Standards on equality, non-discrimination, and accessibility

At Octa Insight, gender equality is understood broadly. It includes:

  • Women and men

  • Under-represented groups

  • Persons with disabilities

  • Ethnic, cultural, and linguistic minorities

  • Indigenous peoples and local communities

  • Individuals facing socio-economic disadvantage

We recognise that equal opportunities strengthen innovation, talent attraction, research quality, and organisational culture.

2. Objectives

2.1 Promote gender balance and diversity

  • Encourage fair representation of women and men across all teams.

  • Increase diversity in leadership and decision-making roles.

  • Address barriers faced by minority and under-represented groups.

2.2 Ensure a respectful and inclusive work environment

  • Maintain a zero-tolerance policy for discrimination or harassment.

  • Build a culture of respect, fairness, and inclusion for all backgrounds.

2.3 Guarantee equal opportunities in hiring, promotion, and compensation

  • Use transparent and unbiased recruitment processes.

  • Provide fair opportunities for professional development.

2.4 Integrate gender and inclusion considerations in research & innovation

  • Ensure projects consider gender realities where relevant.

  • Promote inclusive and unbiased data practices.

  • Reflect the needs of diverse communities, including Indigenous and minority groups.

2.5 Strengthen capacity-building in gender equality and inclusion

  • Offer regular training for staff and management.

  • Raise awareness of inclusive practices in research and business.

3. Governance and Responsibility Structure

3.1 GEP Coordinator

A designated Gender & Inclusion Officer leads implementation, monitoring, and reporting.

3.2 Internal Working Group

Includes:

  • Management

  • HR

  • DEI representative

  • Employee representatives

3.3 Annual Review

The GEP is reviewed annually and updated every two years.

4. Key Action Areas

4.1 Work–Life Balance and Flexible Working

  • Hybrid and remote work options.

  • Flexible working hours.

  • Measures to support staff returning from long leave.

4.2 Balanced Leadership & Decision-Making

  • Aim for 40% representation of women in leadership, when possible.

  • Encourage participation of minority and under-represented groups.

  • Use clear criteria for leadership positions.

4.3 Inclusive Recruitment & Career Development

  • Gender-neutral job descriptions.

  • Diverse recruitment panels.

  • Outreach to minority and disadvantaged groups.

  • Mentorship programs, especially for early-career staff.

4.4 Inclusion in Research & Innovation

  • Consider gender differences where relevant in research design.

  • Avoid bias in data collection and AI/ML modelling.

  • Include perspectives of:

    • Minority communities

    • Persons with disabilities

    • Indigenous/local knowledge systems (when relevant)

4.5 Training & Awareness

Training provided annually on:

  • Gender equality and anti-discrimination

  • Cultural awareness and inclusion

  • Bias-free decision-making

  • Accessible communication

  • Ethical data practices

4.6 Safe Workplace Measures

  • Zero-tolerance harassment policy.

  • Confidential reporting channel (with anonymous option).

  • Clear procedures for addressing violations.

5. Monitoring and Indicators

Octa Insight collects anonymized, voluntary data to monitor fairness while ensuring privacy.

KPIs include:

  • Gender balance across job roles

  • Representation of minority and under-represented groups

  • Leadership diversity levels

  • Recruitment outcomes

  • Participation in training programs

  • Harassment or discrimination case statistics (confidential)

  • Gender/inclusion considerations in research outputs

Reports are published annually on the company website.

6. Transparency

This Gender Equality Plan is:

  • Publicly available on the Octa Insight website

  • Shared with employees and project partners

  • Updated periodically

7. Intersectional Approach

Octa Insight acknowledges that individuals may experience overlapping disadvantages related to:

  • Gender

  • Ethnic or cultural background

  • Disability

  • Socio-economic status

  • Religion or belief

  • Age

  • Migrant or Indigenous status

Policies are designed to reduce these inequalities and support equal participation.

8. Accessibility & Disability Inclusion

Octa Insight commits to:

  • Accessible digital tools

  • Workplace adjustments where needed

  • Accessibility-compliant documents

  • Support for neurodiversity

  • Inclusion of people with physical, sensory, or cognitive disabilities

9. Indigenous and Local Community Inclusion (when relevant)

For projects involving Indigenous knowledge or community-based research:

  • Ensure Free, Prior, and Informed Consent (FPIC)

  • Protect sensitive knowledge

  • Engage respectfully with local traditions

  • Promote fair benefit sharing

10. Continuous Improvement

Octa Insight will:

  • Review the GEP annually

  • Consult staff and partners

  • Align with evolving EU guidelines

  • Implement improvements through structured action plans