Our Principles

We commit to:

• Treat all people with dignity and respect, regardless of gender, gender identity or expression, sexual orientation, age, origin, disability, religion or any other characteristic.
  
  
• Ensure equal opportunities in recruitment, pay, career progression, training and leadership roles.
  
  
• Promote a safe, healthy and harassment-free work environment.
  
  
• Integrate gender and diversity perspectives into our projects, research and innovation activities.
  
  

1. Recruitment, Pay & Career Progression

• Job descriptions use gender-neutral and inclusive language.
  
  
• Selection is based only on skills, experience and potential, with diverse shortlists whenever possible.
  
  
• We monitor gender balance in applications, hiring and promotions and act when imbalances appear.
  
  
• We are committed to equal pay for equal work and review salaries regularly to avoid unjustified gaps.
  
  
• Access to training, mentoring and leadership roles is offered fairly to all genders.
  
  

2. Work–Life Balance & Flexible Work

• We support flexible working arrangements (e.g. flexible hours, remote work when possible), especially for people with care responsibilities.
  
  
• Parental and family-related leave is encouraged and does not penalise careers.
  
  
• Meetings and events are scheduled, as far as possible, within core working hours.
  
  

3. Safe and Respectful Workplace

• Any form of harassment, discrimination or violence is not tolerated.
  
  
• We provide clear internal procedures to report concerns safely and, where needed, anonymously.
  
  
• All reports are handled confidentially, with appropriate follow-up and support to the people affected.
  
  
• Managers receive guidance on how to recognise and address inappropriate behaviour.
  
  

4. Gender & Diversity in Our Projects

In our research and innovation projects (such as circular economy, bio-based solutions and digital tools):

• We consider how women, men and non-binary people may be differently affected as users, workers, farmers, citizens or decision-makers.
  
  
• When organising workshops, pilots or advisory groups, we actively seek gender-balanced participation and include under-represented voices.
  
  
• Data are, where relevant and lawful, disaggregated by gender and other diversity aspects to identify different needs, risks or benefits.
  
  
• Communication materials (texts, images, examples) are reviewed to avoid stereotypes and to reflect diverse people in realistic roles.
  
  

5. Governance, Monitoring & Accountability

• A Gender & Inclusion Contact Person is appointed inside [Organisation Name] to coordinate actions, collect feedback and propose improvements.
  
  
• Once per year we review:
  
  
  • Gender balance in staff and leadership positions
    
    
  • Recruitment and promotion data
    
    
  • Participation in projects and events
    
    
  • Reported incidents and follow-up
    
    
• Based on this review, we update our action plan and share a short summary internally (and externally when relevant).