This policy sets out our commitment to gender equality within our workplace, with a particular focus on ensuring fair and transparent processes for career development and promotion. We believe that equal opportunity to grow, advance, and lead is fundamental to a healthy, productive, and ethical workplace.

This policy applies to all employees, contractors, and project leads within our organisation, regardless of gender, gender identity, or gender expression.

We are committed to ensuring that all employees have equal access to career development opportunities, that promotion decisions are made based on merit and transparent criteria, and that gender plays no role — direct or indirect — in determining who progresses within our company.

We recognise that gender gaps can arise not only from deliberate bias, but from structural habits, unconscious assumptions, and informal networks. This policy addresses both.

• All employees will have equal access to training, mentoring, stretch assignments, and professional development resources.
• Project leads are responsible for actively identifying development opportunities for all team members, which are offered equitably across genders.
• Opportunities communicated informally (e.g., in passing conversation) must also be communicated formally to ensure no employee is inadvertently excluded.

• Promotion criteria will be clearly defined, documented, and communicated to all employees at each level of the organisation.
• Criteria will focus on demonstrated skills, performance outcomes, and potential — not on personality traits, visibility, or subjective impressions that may disadvantage employees of any gender.
• All open roles and advancement opportunities will be posted internally before or alongside any external search.

• Promotion decisions will be made by at least two people wherever possible, to reduce the risk of individual bias.
• Decision-makers will be asked to document their reasoning against agreed criteria before discussing candidates as a group, to avoid groupthink and anchoring bias.
• Any employee who has recently returned from parental leave, caring responsibilities, or other protected absences must be considered on equal footing with colleagues who have not taken such leave.

• All employees will have a formal career development conversation with their manager at least once per year.
• Managers should proactively raise the topic of progression, rather than waiting for employees to initiate — research consistently shows that women are less likely to self-nominate, and relying on self-advocacy alone can perpetuate inequality.
• Notes from career conversations will be retained to allow for consistency and accountability over time.

• We encourage senior leaders to actively sponsor colleagues who may have less natural visibility — particularly those who are quieter, newer, or from groups historically underrepresented in leadership.
• Sponsorship (actively advocating for someone's advancement) is distinct from mentorship (advising them), and both are valued.

• We will review promotion and development data at least annually, broken down by gender, to identify any patterns of disparity.
• If disparities are identified, leadership will investigate the causes and take corrective action.
• Employees may raise concerns about the fairness of any career or promotion-related decision through our standard grievance process, without fear of retaliation.

All Employees are responsible for treating colleagues fairly, engaging with development opportunities, and raising concerns if they witness or experience inequitable treatment.

Project Leads are responsible for implementing this policy in their day-to-day decisions, conducting fair and documented career conversations, and challenging their own assumptions.

The Core Team is responsible for modelling inclusive behaviour, reviewing diversity data, and ensuring this policy is resourced and enforced. It is responsible for maintaining this policy, supporting leads in its application, and reporting on outcomes annually.

• Equal Opportunities Policy
• Anti-Harassment & Dignity at Work Policy
• Grievance Procedure

This policy will be reviewed annually or sooner if there is a significant change in legislation or organisational structure. It has been informed by the EU Gender Equality Strategy 2020–2025 and the European Commission's 2025 Roadmap for Women's Rights.