Gender Equality Plan (GEP)

Building fairness, empowerment, and opportunity at the heart of climate foresight

Introduction & Legal Basis

AHEAD’s Gender Equality Plan (GEP) is a public commitment to equity, inclusivity, and structural fairness. It aligns with EU legal frameworks and Horizon Europe eligibility requirements, ensuring that our climate foresight mission is built on equal opportunity and mutual respect.

The GEP is approved by senior management and reviewed every two years.

In force since: July 2025

Challenges IdentifiedChallenges IdentifiedChallenges Identified

Following an internal audit, AHEAD identified the following structural challenges:

  • Unequal access to teleworking, especially for in-person trainer roles

  • Difficulty maintaining gender-balanced recruitment panels as the team grows

  • Lack of formal procedures for grievance handling and alternate interpretation

  • Need for deeper integration of gender-neutral language across internal and public documents

Strategic Objectives

ObjectiveTarget
Universal access to flexible work arrangements100% of eligible staff by mid‑2026
Gender balance on all panelsMaintain 50/50 gender representation
Inclusive hiring & development pathwaysAll interviewers trained by Q3 2025
Gender-neutral internal culturePronoun guidance fully implemented by Q4 2025
Formal redress and support pathwaysGrievance mechanism published by Q2 2026

Action Plan Table

AreaMeasureDeadlineResponsibility
Work–Life BalanceEnsure flexible working for all gendersMid‑2026HR & Equality Officer
RecruitmentBalanced panels + trainingQ3 2025Executive Director
CommunicationsUpdate templates & languageQ4 2025Communications Team
AwarenessDeliver bias & inclusion workshopsQ4 2025Equality Officer
RedressLaunch Equality Committee & policyQ2 2026Executive Board

Training & Awareness

  • Bias & Inclusion Training for all employees

  • Mandatory induction briefing on equality and non-discrimination

  • Quarterly updates via internal newsletter and stand-ups

Monitoring & Governance

AHEAD will publish an annual gender-disaggregated personnel report and conduct quarterly audits. The Equality Committee, chaired by the Gender Equality Officer, oversees compliance and suggests plan updates.

  • Progress will be reviewed every 2 years

  • Staff feedback channels will remain confidential and safe

  • GEP will be updated based on impact and data insights

Dissemination

  • Published on the AHEAD website (Public Access)

  • Included in new staff onboarding packs

  • Shared with Horizon Europe and Erasmus+ partners

  • Referenced in governance and reporting documents

“AHEAD is committed to structural fairness and continuous improvement. Gender equality strengthens our ability to innovate, simulate, and serve all of society — equally and effectively.”