Rinicom Ltd Gender Equality Plan (GEP)
Effective Date: 1 June 2025
Review Date: 1 June 2026
Version: 1.4
Approved by: Senior Management Team
1. Introduction
Rinicom Ltd is committed to fostering an inclusive workplace where individuals are treated with dignity and respect, regardless of gender. As a technology SME specialising in secure communications and wireless systems, we recognise the value of diverse perspectives in driving innovation and excellence.
This Gender Equality Plan outlines our strategy to promote gender equality across all areas of our organisation, in line with best practices and the expectations of the Horizon Europe programme.
2. Organisational Commitment
We endorse gender equality as a core company value.
Senior management is responsible for overseeing the implementation and monitoring of this plan.
We integrate gender equality into our internal policies, recruitment processes, training, and working culture.
3. Key Objectives and Actions
3.1. Work-Life Balance and Organisational Culture
Objective: Support a flexible, inclusive working environment.
Actions:
Promote flexible and hybrid working arrangements.
Encourage uptake of parental leave for all genders.
Ensure no negative career impact from part-time or flexible work.
3.2. Gender Balance in Leadership and Decision-Making
Objective: Encourage balanced gender representation in leadership roles.
Actions:
Review promotion processes to ensure transparency and fairness.
Proactively identify development opportunities for underrepresented genders.
Ensure diverse representation on recruitment and promotion panels where possible.
3.3. Gender Equality in Recruitment and Career Progression
Objective: Ensure recruitment and career development are free from gender bias.
Actions:
Use gender-neutral language in job descriptions and advertisements.
Shortlist and interview candidates based on objective, role-specific criteria.
Provide training to staff involved in recruitment on unconscious bias.
3.4. Integration of the Gender Dimension in R&D
Objective: Where relevant, consider gender dimensions in the design, implementation, and impact of research and innovation.
Actions:
Evaluate whether gender considerations are relevant to new R&D projects.
Include gender-sensitive design principles where applicable.
3.5. Measures Against Gender-Based Violence and Harassment
Objective: Maintain a safe and respectful workplace.
Actions:
Uphold a zero-tolerance policy on harassment, bullying, or discrimination.
Provide clear procedures for reporting and addressing complaints.
Offer staff guidance on respectful workplace behaviour.
4. Monitoring and Accountability
A designated member of the management team will act as the Equality and Inclusion Lead.
Progress will be reviewed annually and reported to the leadership team.
Metrics such as gender representation, training uptake, and complaints data will inform future actions.
5. Transparency and Accessibility
This Gender Equality Plan is published on Rinicom’s internal communication channels and made available externally upon request.
Updates and progress will be shared annually with staff and partners.
Contact
For queries regarding this plan, please contact:
Equality and Inclusion Lead
Email: office@rinicom.com