+49 8772 8296 info@es-geht.gmbh

In short, a gender equality plan represents an active commitment to the realisation of the right to equality for women, men and non-binary persons within a company.
It serves to put gender equality into practice and is therefore an essential steering and control instrument for gender-equal personnel planning and development.

Gender equality plans contain an analysis of the current situation and define measures aimed at achieving equal treatment and equal opportunities in organisations across all genders and eliminating or preventing discrimination or disadvantage in this regard.

An gender equality plan is a public, formal document that can be viewed on the website of the respective institution and has been signed by the top management of the organisation.

The topic of gender equality is of interest to Es-geht! as we see ourselves as a company that has its finger on the pulse of the times. Sustainable issues are close to our hearts and diversity and gender equality are an important part of social sustainability for us.

In addition, Es-geht! works on research projects as part of its services for companies in the energy sector and the funding bodies at European level now require some institutions (e.g. public and municipal organisations) to draw up a gender equality plan in order to receive funding. It is to be expected that this requirement will be extended in future to all other organisations or companies wishing to benefit from funding.

Content of a Gender Equality Plan

The gender equality plan is based on a description of the situation of women, men and non-binary persons, as well as an evaluation of the measures taken to date to achieve equality in the individual areas.

Based on this assessment, measures and specific targets must be defined to reduce underrepresentation and improve the compatibility of family, care work and work. These measures are to be implemented after publication of the plan within a self-selected period of generally two years.

According to HORIZON 2020, one of the main funding organisations at European level, the minimum areas that must be covered and addressed by specific measures and targets in order to receive funding are:

  • Work-life balance and organisation culture
  • Gender balance in leadership and decision-making
  • Gender equality in recruitment and career development
  • Integration of the gender dimension in research and teaching content
  • Measures against gender-based violence, including sexual harassment

Goals of a Gender Equality Plan

By creating a gender equality plan, the company is actively committed to realising the right to equality for women, men and non-binary or diverse people. The aim is to create an inclusive and pleasant working environment for everyone and to position itself as an attractive employer of the future. Structural change is to be initiated in order to ensure the company’s continued existence and to set an example.

In addition, there are many other benefits that can go hand in hand with this:

  • Reduced absenteeism due to less stress or pressure in connection with issues such as work-life balance.
  • Increased creativity and innovation, as all genders are seen and heard.
  • Fairness within the company and society and therefore a better working atmosphere.
  • Increased motivation, performance and productivity thanks to inclusivity, fairness and better time management.
  • Stimulation of economic growth through increased motivation, performance and productivity.

Therefore, by creating a gender equality plan, a company not only enables gender equality, but also fulfils the requirement for the continued receipt of funding and ultimately supports the overall business objectives.

We hope that we have been able to give you a basic understanding of what an equality plan is and why we are concerned with equality plans and gender equality.

If you have any questions on the topic or are interested in an equality plan or counselling, please feel free to browse our website or contact one of our experts.