{"id":12734,"date":"2022-02-18T12:54:49","date_gmt":"2022-02-18T11:54:49","guid":{"rendered":"https:\/\/inoq.de\/?page_id=12734"},"modified":"2023-10-10T14:58:26","modified_gmt":"2023-10-10T12:58:26","slug":"gender-equality-plan","status":"publish","type":"page","link":"https:\/\/inoq.de\/en\/gender-equality-plan\/","title":{"rendered":"Gender Equality Plan"},"content":{"rendered":"\t\t
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Gender Equality Plan INOQ<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Striving for gender equality generally means striving to attain the same possibilities, rights, and obligations for people regardless of their gender. In practice, it consists of redistributing resources and opportunities so that they are shared by all genders equally, preventing sexual harassment, creating conditions that allow for combining work and parenthood, and integrating a gender perspective into education and course literature. Achieving equality requires an active and continuous effort. This gender equality plan functions as a guide to action and also as a policy document for INOQ. The CEO is responsible for the equality issues at INOQ and will, together with the Equality Officer, monitor INOQ\u2019s activities and ensure that the gender equality plan is followed.\u00a0<\/p>

The plan was approved by INOQ\u2019s Group Management on 10.2.2022. The document sets out INOQ’s ambitions and goals related to promoting gender equality within the organization, as well as key initiatives to achieve these ambitions. The plan is based on INOQ’s current situation and circumstances as a biotech group.<\/p>

INOQ appreciates the EU\u2019s initiative to strengthen gender equality and diversity in the field of research. In order to maintain our key role in society, deliver the best results, and continue to address the major societal challenges, INOQ requires diversity among its employees\u2019 experience, attitudes and perspectives. INOQ has been working for many years to encourage diversity and promote gender equality within the organisation.\u00a0<\/p>

INOQ has zero tolerance towards any type of bullying, gender-based violence and sexual harassment. Incidents or matters worthy of criticism will be reported accordingly to our internal routines for whistleblowing. In addition, we monitor and map incidents regarding bullying and sexual harassment through our annual working environment survey. All reported cases are followed up in accordance with established procedures in INOQ\u2019s management system in order to resolve each\u00a0specific case, take care of the person concerned, and prevent inappropriate behavior from recurring.\u00a0<\/p>

Staff and decision-makers are sensitized and trained on the topic of equality and unconscious gender bias in annual staff appraisals.<\/p><\/address>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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The current situation<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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We actively seek to hire colleagues of all genders. For 25 years, the majority of employees have been female, including management, and the current percentage of women in the INOQ Group is 60 % (9\/2023).<\/p>

Objectives\u00a0<\/span><\/h4>

We wish to strengthen our efforts to achieve an organisation-wide gender equality by means of systematic and long-term work. As a foundation for this work, we have defined the number of employees as a development target. We believe that a ratio of 60 % women to 40 % men is an appropriate target for the entire organisation. The option of a 50\/50 ratio is considered to be unrealistic due to the inherent bias in INOQ\u2019s recruitment base in several fields.\u00a0<\/p>

Our starting point is to use the current status of a range of staff numbers as a benchmark for gender equity trends (see the table below). We assume that INOQ as a whole can maintain an equality ratio of at least 60\/40.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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INOQ gender equality targets<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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