Gender Equality Plan
Wirelessinfo declares that it fully respects and applies the principle of equal opportunities for all positions within the organization. The Association fully respects the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers in all areas of its activities, including research freedom, ethical principles, professional responsibility and access, accountability, research best practices, dissemination, public participation, non-discrimination, gender balance, co-authorship, working conditions, job stability, career development, mobility, evaluation and recruitment.
To fulfill these principles, the association’s management supports the development of all new measures that strengthen gender equality and social justice.
Within the Gender Equality Plan, Wirelessinfo introduces activities to address gender equality – training, gender awareness and policy measures to ensure equal opportunities in recruitment and career advancement. The global aim of the association is equal gender representation in the employment of employees, while the association strictly ensures that any gender is not disadvantaged in any activity. The cornerstones of established rules include equality of conditions when filling new positions, gender balance of offers for specialized positions, including positions in management, equality in salaries in similar positions, equality in the content of work in a given position.
Wirelessinfo makes efforts to cultivate the entire work team and the surrounding community, which operates on the basis of mutual respect between all its members. As a result, any signs of undesirable behavior or gender-based violence are not tolerated in the association.
The chairman of the board of directors is responsible for equality issues in the association; for certain actions, he may delegate operational responsibility on the basis of an internal regulation to another trained person.
Dedicated resources
Wirelessinfo claims to have human resources and gender expertise to implement GEP
Data collection and monitoring
Wirelessinfo analyzes gender-disaggregated data on employees in various positions, evaluates the data and compares the results with international standards.
Training
To raise awareness of gender equality and unconscious gender prejudices, Wirelessinfo conducts training for employees and decision-makers.
GEP implementation
Since its establishment, Wirelessinfo has applied the principle of equal opportunities for all positions in the organization and carries out other activities to support work-live balance and organizational culture. Below is a list of existing and planned activities to further promote equal opportunities in the near future.
Work-life balance and organizational culture.
To improve organizational culture and work-life balance, Wirelessinfo creates an environment where everyone, regardless of gender, can optimally fulfill their work and non-work activities and have equal opportunities in building a fulfilling career.
| Significant activities: | Applied from: |
| Part-time work | 2003 |
| Home office possibilities | 2003 |
Gender balance in leadership and decision making.
| Significant activities: | Applied from: |
| Decision-making on any issue must be gender balanced and neutral | 2003 |
| When filling senior positions, a gender-balanced list of candidates for these positions is always addressed | 2020 |
Gender equality in recruitment and career advancement.
| Significant activities: | Applied from: |
| Definition of transparent, meaningful job position with correspondent salary scales. | 2003 |
| Collection and monitoring the gender of applicants for jobs in a digitalized, anonymous manner. | 2022 |
| Gender equal pay within the job position | 2003 |
Integrating the gender dimension into research content
| Significant activities: | Applied from: |
| Offers for participation in research to a gender-balanced list of candidates from its team. | 2021 |
| Make available and support internationally recognized guidelines for improving gender diversity in research projects across disciplines. | 2022 |
| Work with volunteer members of society to improve the gender dimension in research. | 2023 |
Measures against gender-based violence, including sexual harassment
| Significant activities: | Applied from: |
| Incorporation of info-sessions on CEU Harassment policy in all on-boarding processes. | 2021 |
| Development of a new institutional system with another informal complaints procedure to complement the formal one. | 2022 |
| Establishment of an Internal Code setting out informal and formal complaint procedures . | 2022 |