Gender Plan

RegioGro Gender Equity Plan 2022-2025

RegioGro supports gender equity though its internal operations, training plans, and external communications. Among these efforts RegioGro has a developed, signed, and implemented, Gender Equality Plan that outlines our commitments and actions to foster gender equality and ensure equal opportunities for all employees, regardless of gender.

1. Objectives

The objectives of the gender equity plan are to:

• Promote gender balance in leadership, decision-making, and career progression.
• Foster a work culture that supports work-life balance and equal opportunities.
• Prevent gender-based violence, including sexual harassment, and establish a zero-tolerance policy.
• Ensure fair recruitment practices and gender-sensitive professional development opportunities.
• Integrate gender perspectives into all company practices.

2. Publication and Endorsement

This GEP has been published on our company website and has been actively communicated to all employees. It has been formally endorsed by senior management to ensure commitment at the highest level.

3. Dedicated Resources

RegioGro has a designated part-time Gender Equality Officer responsible for overseeing the implementation of the plan. Furthermore, the gender equality plan has been embedded into the responsibilities of managers, and our network of experts, with clear roles to address any gender-related issues within their teams.

4. Data Collection and Monitoring
collect and monitor sex-disaggregated data annually on:

To enable the implementation and monitoring of the GEP, RegioGro collects and monitors sex-disaggregated data bi-annually on employee recruitment and promotions, gender composition in leadership and decision-making roles, and pay gaps between genders, among other factors. This data is evaluated internally to ensure it is aligned with the mission of the GEP.

5. Training and Awareness

An important aspect of the GEP at RegioGro are regular sessions on gender equality and bias awareness. These training sessions focus on awareness-raising activities, workshops, techniques, and new research on gender equality and unconscious gender biases and are provided to all staff. Decision-makes within RegioGro in particular have additional training sessions focusing on these issues and the importance of their roles in implementing the GEP. Furthermore, workshops and training on work-life balance and inclusive leadership are held for employees at all levels.

6. Prevention of Gender-Based Violence

RegioGro enforces a zero-tolerance policy on gender-based violence and harassment. A confidential reporting system is available, along with training on recognising and preventing harassment.

7. Ledership and Work-Life Balance

Other important aspects of the GEP at RegioGro which are implemented throughout the year are ensuring fair hiring and promotion, promoting work-life balance through flex time wherever possible and respecting maternity and paternity leave regulations within the country.

8. Ongoing Evaluation

Annual reviews of the GEP are conducted to assess progress, with feedback from employees to improve and update our approach continuously.