Introduction
The MELiSSA Foundation is committed to promoting gender equality at all levels of the organisation. Our Gender Equality Plan (GEP) outlines the strategies, actions, and resources dedicated to creating an inclusive, safe, and balanced environment where all individuals—regardless of gender—can thrive. This document is publicly available, reviewed annually, and endorsed by the MELiSSA Foundation’s top management.
- Dedicated Resources
To ensure the effective implementation and monitoring of our GEP, the MELiSSA Foundation has appointed a Gender Equality Officer and established a Gender Equality Working Group. These resources are responsible for:
- Coordinating gender-related initiatives;
- Advising leadership on gender issues;
- Supporting data collection and policy development;
- Ensuring gender expertise in strategic decisions.
- Data Collection and Monitoring
The Foundation commits to the systematic collection and analysis of sex/gender-disaggregated data on:
- Staff and collaborators by function, role, and contract type;
- Participation in decision-making and leadership bodies;
- Participation in research, education, and training activities.
Annual reports based on predefined gender equality indicators will be compiled to:
- Track progress;
- Identify gaps;
- Inform targeted action.
- Training and Awareness Raising
All staff, management, and collaborators will have access to regular training sessions on:
- Gender equality in the workplace;
- Recognising and addressing unconscious bias;
- Inclusive communication and leadership.
Training is mandatory for decision-makers and those involved in recruitment or evaluation processes.
- Work-Life Balance and Organisational Culture
The Foundation promotes a culture that supports work-life balance for all genders, including:
- Flexible working hours and remote work arrangements;
- Parental and family leave policies inclusive of all genders;
- A respectful and inclusive workplace culture.
Organisational norms will be regularly reviewed to reduce structural barriers and promote equity.
- Gender Balance in Leadership and Decision-Making
We aim to achieve gender-balanced representation in all leadership and decision-making bodies. Measures include:
- Proactive consideration of gender in leadership appointments;
- Transparent procedures for participation in governance structures;
- Mentoring and leadership development for underrepresented genders.
- Gender Equality in Recruitment and Career Progression
The MELiSSA Foundation commits to equal opportunities in hiring and promotion by:
- Ensuring diverse shortlists for recruitment and selection panels;
- Using gender-neutral language in job descriptions;
- Providing bias training to recruiters;
- Monitoring gender balance in career progression and promotion outcomes.
- Gender Dimension in Research and Education
In line with our scientific mission, we integrate the gender dimension into research content by:
- Encouraging researchers to consider sex and gender analysis where relevant;
- Supporting training and awareness on gender-sensitive research design;
- Promoting diversity in teams and research topics.
- Measures Against Gender-Based Violence and Harassment
The MELiSSA Foundation maintains a zero-tolerance policy towards any form of gender-based violence or harassment. Measures include:
- A formal procedure for reporting and handling complaints;
- Confidential support services for victims;
- Regular awareness campaigns and bystander training;
- Clear sanctions for misconduct.
- Public Commitment and Accountability
This Gender Equality Plan is:
- A formally adopted policy of the MELiSSA Foundation;
- Signed by the Foundation’s top management;
- Publicly accessible on our website;
- Reviewed and updated annually, based on monitoring data and stakeholder input.
Robertus Suters
Director, MELiSSA Foundation
Date: 01-08-2025