1. Purpose

ProxyLab ry is committed to promoting equality, diversity and inclusion in all its activities. The organisation aims to provide a working and collaboration environment where all individuals are treated fairly and respectfully, regardless of gender, gender, age, ethnic origin, religion or other personal characteristics.

This Gender Equality Plan (GEP) outlines the principles and measures through which ProxyLab ry promotes gender equality in its organisational activities, projects and partnerships.

2. Scope

This plan applies to all employees, board members, experts, volunteers, trainees and external collaborators involved in the activities of ProxyLab ry.

3. Core Principles

ProxyLab ry is guided by the following principles:

• Equal opportunities in recruitment and participation.
• Equal treatment in working conditions and professional development.
• Respectful and inclusive communication.
• Prevention of discrimination, harassment and inappropriate behaviour.
• Support for work-life balance and flexible working arrangements.
• Promotion of diversity and inclusion in projects and stakeholder engagement.

4. Objectives

ProxyLab ry aims to:

1. Ensure equal opportunities in recruitment and project participation.
2. Promote balanced representation in decision-making and project teams whenever possible.
3. Maintain a safe and respectful working environment.
4. Increase awareness of equality and inclusion among staff and collaborators.
5. Integrate gender and inclusion considerations into research, innovation and educational activities where relevant.

5. Measures

Recruitment and Participation

• Recruitment processes shall be based on competence, experience and suitability for the role.
• Job advertisements and calls for participation shall use inclusive language.
• Selection decisions shall be documented and based on transparent criteria.

Working Environment

• ProxyLab ry maintains a zero-tolerance approach to discrimination, harassment and bullying.
• Concerns related to equality or inappropriate behaviour may be reported to the Executive Director or Chairperson of the Board.
• All reports shall be handled confidentially and appropriately.

Work-Life Balance

• Flexible working arrangements may be used whenever operationally feasible.
• The organisation supports the reconciliation of professional and personal responsibilities.

Capacity Building

• Equality, diversity and inclusion topics may be included in staff meetings, project discussions or training activities.
• Staff and collaborators are encouraged to consider equality aspects in project planning and implementation.

Research and Project Activities

• Where relevant, projects shall consider gender and diversity perspectives in research design, stakeholder engagement and dissemination activities.
• Project teams shall seek inclusive participation of different stakeholder groups.

6. Responsibilities

The Executive Director is responsible for the implementation and monitoring of this Gender Equality Plan.

The Board of ProxyLab ry reviews progress and supports continuous improvement of equality practices within the organisation.

All staff members, experts and collaborators share responsibility for maintaining an inclusive and respectful working environment.

7. Monitoring and Review

ProxyLab ry will review this plan annually.

The review may include:

• Gender distribution among staff and board members.
• Gender distribution in project teams where relevant.
• Reported equality-related concerns or incidents.
• Progress in implementing planned measures.

The findings of the review will be discussed by the management and board, and improvements will be introduced when necessary.

8. Approval

This Gender Equality Plan was approved by the Board of ProxyLab ry and enters into force on 1 January 2026.

The plan will remain valid until replaced or updated by a new version.