Gender Equality Plan

1. Analysis of the current situation

 * Diagnosis: Assessment of the gaps between women and men within the organization (distribution by position, salaries, promotions, representation in decision-making bodies, etc.).

 * Identification of obstacles: Analysis of obstacles to equality (stereotypes, unconscious bias, managerial practices, corporate culture).

2. Definition of objectives

 * Short-term objectives: Improvement of the representation of women in positions of responsibility, reduction of pay gaps, implementation of work/life balance measures.

 * Medium and long-term objectives: Modification of corporate culture to promote equality, development of a diversity and inclusion policy.

3. Implementation of concrete actions

 * Recruitment: Revision of recruitment criteria, implementation of a more inclusive selection process, promotion of equality in job offers.

 * Training: Raising awareness among managers and employees about gender equality issues, training on unconscious bias and stereotypes.

 * Performance evaluation: Establishment of a neutral and transparent performance evaluation system, based on objective criteria.

 * Professional/personal life balance: Flexibility of working hours, teleworking, flexible leave arrangements, parenting support.

 * Communication: Regular internal communication on the progress of the plan, promotion of initiatives in favor of equality.

4. Monitoring and evaluation

 * Key performance indicators (KPI): Definition of indicators to measure the evolution of the situation (male/female distribution by hierarchical level, pay gaps, number of women promoted, etc.).

 * Regular reporting: Presentation of results to teams and management.

 * Adaptation of the plan: Adjustment of actions according to the results obtained.

5. Anchoring in the corporate culture

 * Sharing values: Integration of gender equality into company values.

 * Involvement of employees: Creation of mixed working groups to co-construct the plan and monitor its implementation.

 * Leadership: Strong commitment from management to set an example and promote cultural change.

To go further, you can look into the following aspects:

 * Intersectionality: Take into account multiple discriminations (gender, race, sexual orientation, etc.).

 * Gender-based and sexual violence at work: Implement prevention and treatment protocols.

 * Partnerships: Collaborate with associations and experts in gender equality.