Gender Equality Plan (GEP) for SAYGE 2024

Executive Summary

• Purpose: To foster an inclusive and equitable work environment that supports and celebrates gender diversity.
• Scope: Applicable to all current and future employees, interns, and stakeholders of Sayge.
• Duration: This plan covers a period of three years, after which it will be reviewed and updated.

Current Situation Analysis

• Team Composition: A dynamic, young team of 30 members, all fresh graduates in their early 20s.
• Existing Measures: Sayge already has implemented fundamental gender equality practices.

Strategic Objectives

1. Promote Gender Diversity in Leadership and Decision-Making Roles: Achieve at least 40% representation of any gender in leadership positions.
2. Inclusive Organizational Culture: Cultivate an environment where gender diversity is celebrated and all genders feel equally included and respected.
3. Enhance Awareness and Education: Regular training and workshops to address unconscious biases and promote gender sensitivity.

Action Plan

1. Leadership Development and Mentorship Program
   • Establish a mentorship program targeting gender minorities.
   • Create opportunities for leadership roles through rotational assignments.
2. Inclusive Recruitment and Career Advancement
   • Implement blind recruitment processes to minimize unconscious bias.
   • Ensure equitable access to professional development and promotions.
3. Workplace Flexibility and Support
   • Introduce policies that support different life stages and circumstances, such as flexible working hours and remote work options.
4. Awareness and Training Initiatives
   • Conduct quarterly workshops on gender sensitivity and unconscious bias.
   • Invite external experts for seminars on gender equality and inclusiveness.
5. Community Engagement and Social Responsibility
   • Participate in events and initiatives that support gender equality.
   • Collaborate with organizations that promote gender diversity in technology and business.

Monitoring and Evaluation

• Quarterly Reviews: Assess progress against the objectives and make necessary adjustments.
• Annual Surveys: Conduct anonymous surveys to gather feedback on workplace gender dynamics.
• Reporting: Annual report detailing GEP progress, challenges, and future plans.

Accountability and Governance

• GEP Committee: Form a committee with diverse representation to oversee the implementation.
• Management Commitment: Ensure leadership commitment and involvement in promoting gender equality.

Communication and Engagement

• Internal Communication: Regular updates through internal channels about GEP initiatives and progress.
• Employee Involvement: Encourage employee feedback and suggestions for improving gender equality practices.

The GEP for SAYGE is a living document, open to modifications as the company grows and evolves. Its successful implementation will require the collective effort and commitment of the entire organization, from leadership to interns. This plan not only aligns with Erasmus+ requirements but also reinforces Sayge’s dedication to being a forward-thinking, inclusive, and socially responsible company.

Gautam Labhane (CEO)