Gender Equality Plan (GEP) of NET-Automation GmbH
- Introduction and Commitment
NET-Automation GmbH is committed to promoting gender equality and diversity across all levels of the organization. We recognize that equality of opportunity and inclusion are essential for innovation, long-term business success, and our role as a high-tech SME in the European market. This GEP has been formally adopted by top management and published on the company’s website.
- Process-related building blocks
2.1 Publication
– This GEP is a formal, public document approved by the management board.
– It will be accessible on the company’s website and updated at least every two years.
2.2 Dedicated resources
– Appointment of a Gender Equality Officer (GEO) responsible for monitoring and coordinating gender-related actions (Mag.Sylvia Theuermann).
– Allocation of management support and HR resources to implement the plan.
– Access to external gender expertise when needed.
2.3 Data collection and monitoring
– Annual collection of sex/gender-disaggregated data on employees (recruitment, career progression, training, salaries, leadership positions).
– Annual reporting to management, including indicators and progress toward targets.
– Use of KPIs to measure improvements (e.g., gender balance in recruitment, training participation, promotion rates).
2.4 Training and awareness
– Regular awareness-raising workshops on gender equality and unconscious bias for staff and management.
– Inclusion of gender equality modules in onboarding processes.
– Training for recruiters and team leads on fair recruitment and promotion procedures.
- Content-related priority areas and measures
3.1 Work-life balance and organizational culture
– Flexible working hours and remote work arrangements where possible.
– Support for parental leave (both women and men) and reintegration after leave.
– Zero-tolerance policy on discrimination and harassment, clearly communicated to staff.
3.2 Gender balance in leadership and decision-making
– Commitment to gradually increase female representation in leadership positions.
– Establishment of transparent criteria for promotions and leadership appointments.
– Gender balance considered in project teams and decision-making boards.
3.3 Gender equality in recruitment and career progression
– Gender-neutral job postings and active outreach to female candidates in engineering and IT.
– Ensuring gender-balanced shortlists where feasible.
– Transparent salary schemes and career paths to avoid gender pay gaps.
3.4 Integration of the gender dimension into research and innovation
– Consideration of gender aspects in R&D projects where relevant (e.g., user acceptance studies, ergonomics, AI bias mitigation).
– Inclusion of gender as a cross-cutting element in publicly funded research projects.
3.5 Measures against gender-based violence and harassment
– Clear code of conduct, signed by all employees.
– Anonymous reporting channel for incidents.
– Designated Gender Equality Officer and external contacts for confidential support.
– Mandatory anti-harassment training for all employees.
4. Content-related priority areas and measures
– Annual GEP progress report prepared by the Gender Equality Officer and reviewed by management.
– KPIs tracked annually (e.g., % of women in technical roles, % of women in leadership, training participation rates).
– Adjustments made to targets and measures based on monitoring results.
5. Duration and Review– This GEP is valid from 2025–2028.
– Annual progress reports will be submitted to management and made publicly available.
The plan will be comprehensively reviewed and updated every two years.
Gender Equality Plan (GEP) DOWNLOAD PDF
Contact GDO Mag. Sylvia Theuermann
sylvia.theuermann@net-automation.at