Gender Equality Plan

The equality officer will oversee, monitor and promote the implementation of the gender equality strategy and action plan

Promote the organisation’s image and reputation as an inclusive organisation that supports and values diversity

Integrate gender inclusion into planning and strategy across the organisation

Undertake a regular review of flexible work and other relevant policies

Diagnosis of the needs of persons coming back to work after parental leave, with respect to support from the organisation

Ensure all staff are aware of the gender equality and related equality policies

Incorporate gender equality objectives in SiriusXT planning and strategy

External communication and statements of support for gender equality

Annual surveys of all staff (including in-house consultants and interns) with a satisfaction score of a minimum of 80% on gender experiences in the workplace: harassment, discrimination, workplace culture and management styles, the results of which are shared with the executive committee

Carry out consultations and surveys, and publish the results as part of the activities related to the next gender equality plan for SiriusXT

Create family-friendly policies. Provide options and implement flexible working hours and methods

Representation of gender diverse individuals in senior positions and in leadership domains

Review the workforce planning process to ensure gender equality objectives are included

Promote key stakeholders’, SiriusXT members’ and decision-makers’ engagement with gender equality

Promote gender inclusive and bias- free recruitment, career progression, and evaluation policy

Balanced gender representation at events arranged at and by SiriusXT

Representation of gender diverse individuals on projects and research activities implemented by SiriusXT

Having a human resources policy to promote equal career opportunities for all genders

Training and mentorship programmes that help employees to accommodate work demands on their return from parental, maternity, or family-related leave

Include gender awareness in all job specifications

Formulate recommendations with respect to increasing balanced gender representation at events

Use social media and a range of other media outlets to create a positive image of successful practices and/or key stakeholders in the social economy engaged in gender equality

Promote the inclusion of the sex and gender dimension in research content

Promote diversity in research management

Promoting the integration of a sex and gender perspective in training, education/ teaching curricula

Disaggregating research data (articles, reports etc.) by sex and/or gender where relevant

Considering all genders for language and images in research material and production

Requiring all applicants for funding to consider sex and gender in their research and application design where relevant

Providing staff with guides and workshops on the integration of equality and diversity in training programme design, and learning activities as a teaching and learning support

Providing staff with specific training courses and materials on gender equality

Communications about training must not be gender-specific “unless the training is specifically designed for a specific gender”

Educating staff about different forms of bias and strategies to combat sexual and gender-based harassment

Working collectively to combat bias and stereotypes

Providing staff and decision-makers with specific training courses and materials on combating sexual and gender-based violence, gender equality and unconscious gender biases, i.e. 4 hrs of training per SiriusXT staff member per year

Measuring performance by how well staff address these issues

Create reporting mechanisms that allow staff to raise concerns, document, and act on gender balance issues they identify