Donate

Gender Equality Plan

The Full Gender Equality Plan for ALT-TEXT

1. Introduction & Commitment

ALT-TEXT is committed to fostering a diverse, inclusive, and equitable environment for its employees, volunteers, and beneficiaries. This Gender Equality Plan (GEP) formalises our commitment to promoting gender equality within our organisational structure, culture, and all our projects and activities. This document is a living strategy that will be regularly monitored and updated.

2. Dedicated Resources

ALT-TEXT commits the following resources to ensure the successful implementation of this GEP:

  • Human Resources: The GEP Working Group, comprised of [Number] staff members from different levels and departments, will be established. This group will meet quarterly to monitor progress. The Project Manager for [Relevant Project Name] will oversee the day-to-day implementation. [Optional: A specific percentage of FTE (e.g., 0.2 FTE) will be allocated to GEP coordination.]
  • Financial Resources: A dedicated annual budget of [e.g., €5,000] will be allocated for GEP activities, including external training, awareness campaigns, and participation in relevant workshops/conferences.
  • Expertise: We will partner with external gender equality experts from [e.g., Name of Local Gender Equality Institute or Consultant] to review our plan and provide specialised training.

3. Data Collection and Monitoring

To ensure evidence-based actions and monitor our progress, ALT-TEXT will:

  • Annually collect and analyse anonymised sex-disaggregated data on:
    • Staff and volunteers: recruitment, promotion, turnover, salary, participation in training, and representation in leadership and decision-making bodies.
    • Beneficiaries of our projects and programs.
  • Key Performance Indicators (KPIs) will be tracked, including:
    • KPI 1: Gender balance (aim for at least 40% of all genders) in speaking roles at ALT-TEXT organised events by [Year].
    • KPI 2: Increase the proportion of women in senior management roles to at least 50% by 2027.
    • KPI 3: 100% of staff and key volunteers complete unconscious bias training by 30/11/2026.
  • The GEP Working Group will produce an Annual GEP Monitoring Report to be shared with all staff and published on our website.

4. Training and Awareness Raising

ALT-TEXT will implement mandatory training for all staff and decision-makers:

  • Unconscious Bias Training: All staff and members of the hiring committee will undergo mandatory training on unconscious gender bias by [Q4, 2026].
  • Training for Decision-Makers: The Board of Directors and management team will receive advanced training on fostering an inclusive culture and mitigating gender bias in strategic decisions.
  • Awareness Campaigns: We will host annual events and internal communications campaigns (e.g., for International Women’s Day) to promote discussion on gender equality and inclusivity.

5. Thematic Areas & Concrete Measures

a) Work-Life Balance and Organisational Culture

  • Measure: Implement a Flexible Working Policy that includes options for remote work, flexible hours, and compressed workweeks.
  • Target: Have the policy formally adopted and available to all staff by 30/06/2026. Aim for a [e.g., 90%] positive rating on work-life balance in the annual staff survey.

b) Gender Balance in Leadership and Decision-Making

  • Measure: Introduce a mentoring program for staff from underrepresented genders to prepare them for leadership roles.
  • Target: Ensure a gender-balanced shortlist (at least 40% of all genders) for all open leadership and board positions.

c) Gender Equality in Recruitment and Career Progression

  • Measure: Revise all recruitment processes to use gender-neutral language in job advertisements and implement standardised interview questions for all candidates.
  • Target: Conduct a biennial pay equity audit to identify and address any gender-based pay gaps.

d) Integration of the Gender Dimension into Project Content

  • Measure: Integrate a gender perspective mandatory checklist in the design phase of all new projects and programs to ensure they address the needs of all genders.
  • Target: 100% of new project proposals from 2026 onwards will include a specific section on how they address gender equality.

e) Measures Against Gender-Based Violence

  • Measure: Develop and disseminate a clear Code of Conduct and Zero-Tolerance Policy against gender-based harassment and sexual harassment, with safe and confidential reporting mechanisms.
  • Target: Policy to be formally adopted by 30/06/2026. 100% of staff and volunteers to be trained on the policy and reporting procedures by 30/11/2026.

6. Review and Update

This GEP will be reviewed annually by the GEP Working Group and the management team. It will be formally updated every three years to reflect progress, challenges, and new priorities.