Gender Equity Plan for GNOSIS Health

1. Public Documentation and Leadership Endorsement

GNOSIS Health commits to publishing the Gender Equity Plan (GEP) prominently on the official website, accessible to all stakeholders. This GEP has explicit endorsement from senior leadership, ensuring organisational commitment and accountability.

Responsible Party: Senior Leadership Team, Communications Department
Timeline: Immediate publication and annual review

2. Dedicated Resources

GNOSIS Health commits dedicated financial resources and personnel specifically assigned to gender equity implementation. This includes hiring or assigning a Gender Equity Officer who will provide gender expertise, lead initiatives, oversee implementation, and coordinate with senior management.

Responsible Party: HR Department, Senior Leadership Team

Timeline: Immediate appointment; annual budget allocation and review

3. Data Collection and Monitoring

GNOSIS Health will systematically collect, monitor, and report sex/gender-disaggregated data covering:

• Staff composition (academic, administrative, technical)
• Recruitment processes
• Career progression (promotions, role changes)
• Student demographics (if applicable)

Annual reports will be produced, analysed, published internally and externally, and used to guide future policies and initiatives.

Responsible Party: Gender Equity Officer, HR Department

Timeline: Annual review and reporting cycle

4. Training and Awareness Raising

Regular training sessions and workshops on gender equality and unconscious gender biases will be mandatory for all staff, especially decision-makers and leadership roles.

These training sessions will:
• Promote awareness and understanding of gender biases
• Equip staff to address biases proactively
• Foster inclusive behaviours within the organisation
• Build gender competence within the organisation through workshops and communication initiatives

Responsible Party: Gender Equity Officer, HR Department

Timeline: Biannual training sessions

5. Work-Life Balance and Organisational Culture

GNOSIS Health will actively promote work-life balance through:
• Flexible working arrangements (remote work, flexible hours)
• Support for carers and parents (parental leave, childcare provisions)
• Inclusive organisational policies and regular reviews of workplace culture to foster diversity and inclusion

Responsible Party: HR Department, Senior Management
Timeline: Ongoing with annual policy reviews

6. Gender Balance in Leadership and Decision-Making

GNOSIS Health commits to achieving gender balance in leadership roles and decision-making bodies.

This will include:
• Targeted recruitment practices to improve representation
• Succession planning and mentorship programmes specifically supporting women and gender-diverse individuals into leadership roles
• Setting clear targets for gender representation in senior positions

Responsible Party: Gender Equity Officer, Senior Leadership Team
Timeline: Annual assessment and target-setting

7. Gender Equality in Recruitment and Career Progression

• Ensure gender-neutral job advertisements and interview practices
• Include gender balance criteria in candidate selection panels
• Transparent career progression pathways with equal opportunities for all genders
• Address gender biases proactively in recruitment and promotion policies

Responsible Party: HR Department, Recruitment and Promotions Committee
Timeline: Immediate implementation, ongoing monitoring

8. Integration of Gender Dimension into Research and Teaching

GNOSIS Health will integrate gender dimensions explicitly into research and educational content, ensuring:

• Gender analysis is considered in all stages of research, particularly regarding health outcomes and healthcare innovations
• Training researchers on incorporating gender-sensitive methods
• Promoting research exploring gender-related health issues

Responsible Party: Research and Development Team, Gender Equity Officer
Timeline: Annual training and continuous integration

9. Measures Against Gender-Based Violence and Sexual Harassment

GNOSIS Health maintains zero-tolerance policies against gender-based violence and sexual harassment, including:

• Clear reporting mechanisms and confidential procedures
• Regular training for staff on prevention and response
• Active support systems and counselling services for victims
• Transparent enforcement of policies and annual reviews

Responsible Party: HR Department, Gender Equity Officer
Timeline: Immediate enforcement, biannual policy review and training

Accountability and Review

Progress towards these measures will be assessed annually, with results communicated transparently within GNOSIS Health. Adjustments and improvements will be actioned promptly based on monitoring outcomes.