(GEP)
Version: 1.1 | Date: 2025-08-15 | Period: 2025–2028
This Policy sets out IQMA’s commitments, governance, and measures to advance gender equality and inclusion across our organisation and activities. It applies to all staff, board members, fellows, contractors and volunteers. IQMA recognises gender as inclusive of women, men, and non‑binary/gender‑diverse people, and supports intersectional equity.
1. Publication & Governance
• Publication: This Policy is published on the IQMA website (https:// iqmaglobal.org/gender-equality-plan-gep).
• Approval & signature: Approved by the Executive Board; signed by the Chair/CEO. Reconfirmed annually.
• Oversight: A part‑time Gender Equality Officer (GEO) coordinates delivery and reports to the Executive Board. A small advisory taskforce (≥3 members, including one Board representative) supports implementation.
2. Roles & Resources
• Appointment: 0.2–0.3 FTE GEO (staff or contracted).
• Budget: Ring‑fenced annual budget for training, data, accessibility and independent advice/audits (target ≥1.5% of admin budget).
• Tools: Confidential reporting channel; public policy hub; KPI dashboard; template packs for recruitment and panels.
3. Sex/Gender‑Disaggregated Data & Monitoring
• Scope: Collect sex/gender‑disaggregated data (self‑identified, where appropriate) on staff, applicants, hires, promotions, contract types, board/committee composition, training, and pay bands.
• Frequency: Annual review with anonymised dashboard and narrative report; trend analysis and action plan updates.
• Privacy: Data processed under applicable privacy law (e.g., GDPR), with purpose limitation, minimisation and anonymisation/pseudonymisation as needed.
4. Training & Awareness
• Mandatory onboarding for staff and board covering: gender equality, unconscious bias, inclusive recruitment, respectful communication and bystander intervention.
• Role‑specific refreshers for panel chairs, interviewers, supervisors and mentors; annual completion tracking.
• Event guidance for inclusive language, imagery and accessibility.
5. Content Areas, Measures & Targets (2025–2028)
A) Work‑life balance & organisational culture
• Flexible work by default; hybrid/part‑time options where roles allow.
• “Right to disconnect” guidance; care‑friendly scheduling (avoid meetings before 09:00 and after 17:30 CET; ≥10 days’ notice for major events).
• Inclusive events code: diverse panels, accessibility checklist, inclusive communication.
B) Gender balance in leadership & decision‑making
• Targets: 40–60% representation of each gender on Board, committees, juries and panels by end‑2027.
• Publish composition of panels/committees in advance; maintain a diverse speakers/experts roster.
C) Recruitment & career progression
• Standardised job descriptions and grade criteria; structured, scored interviews.
• Diverse shortlists (aim to include candidates from under‑represented genders); mixed‑gender interview panels.
• Transparent pay bands; annual pay‑gap review with remediation plan.
D) Integration of gender dimension in programmes and outputs
• Require project leads to consider sex/gender analysis where relevant to content, audiences or outcomes.
• Review dissemination to avoid stereotyping; use inclusive language and visuals.
• For research‑adjacent activities, apply a proportionate checklist and document rationale where not applicable.
E) Measures against gender‑based violence & sexual harassment
• Zero‑tolerance policy; independent/confidential reporting; retaliation‑free procedures.
• Clear investigation workflow with response time limits and escalation paths; access to support services.
• Event safety plan with designated contacts and incident logs.
6. KPIs & Reporting
| Objective | Indicator | Baseline (2025) | Target (2027) |
| Leadership balance | Share of each gender on Board/committees/panels | 30-60% | 40-60% each |
| Recruitment fairness | Gender mix of applicants/shortlists/hires; pay gap | N/A | Shortlists track applicant pool; no unexplained pay gap |
| Training coverage | % staff/board completing modules annually | 0% | ≥95% completion |
| Content integration | % projects addressing gender dimension where relevant | TBD | ≥80% (where relevant) |
| Safe environment | Case response times; satisfaction with resolution | N/A | Ack <5 working days; close per SLA |
7. Timeline (Summary)
• Months 1–3: Publish policy; appoint GEO; baseline data; set up reporting channel and KPI dashboard.
• Months 4–6: Roll out training; adopt recruitment/panel templates; first dashboard update.
• Months 7–12: Panel balance policy in force; annual report published; adjustments from review.
• Years 2–3: Iterate measures; optional external audit/peer review; update targets.
8. Responsibilities
• Executive Board: accountability and resources; signs off annual report.
• Gender Equality Officer: coordinates actions, data and training; advises on cases.
• Managers & Panel Chairs: ensure compliance in recruitment, panels and events; track training.
• All Staff/Associates: complete training; uphold policy; report incidents promptly.
9. Standards & Legal Basis
• Compliant with applicable equality, labour and privacy laws (including GDPR where applicable).
• Aligned with widely recognised good‑practice standards for gender equality and inclusion in research‑performing and cultural organisations.