Gender Equality Plan

    1. Introduction

    AENAON EYZHN Gender Equality Plan (GEP) is a comprehensive framework that outlines our commitment to creating a workplace that promotes gender equality on multiple levels. Our GEP is consistent with Horizon Europe’s recommended content-related requirements and the minimal obligatory process-related requirements, demonstrating our commitment to fostering an inclusive and equitable work environment.

    2. Regulatory Framework

    Our GEP legitimates and protects every strategy aiming to achieve gender equality at AENAON EYZHN and within the framework of our Strategic Design and Project Management operations. Our GEP abides by the Hellenic and European legislation and aligns its actions with initiatives and steps towards fostering equality of women and men rights in the workplace, prevention of discrimination, employment of personnel with special needs, gender equality training, prevention of gender-related harassment in workplace and corporate social responsibility.

    3. Objectives

    The AENAON EYZHN GEP operates on eight objectives:

      1. Shift of traditional perceptions to promote a gender aware culture in AENAON EYZHN
      2. Introduction of new female researchers to upgrade the research quality of our projects
      3. Career Development and Training for Excellence of female researchers, managers and support staff
      4. Invitation of both men and women in decision-making process to ensure diversification of ideas
      5. Encouragement of women to enter in business to translate their research into tangible products
      6. Contribution to the national and European needs for female research experts
      7. Reversion of brain – drain by attracting highly skilled women professionals from abroad
      8. Sustainability for the gender equality framework

    To achieve these objectives AENAON EYZHN follows the guidelines of the European Institute for Gender Equality (EIGE). The key areas are: Governance and decision making; Recruitment, Selection procedures, and Career Progression; Flexible and Agile Working; Gender Strategy in Research; Gender in events, courses and activities; Gender in Organization Culture. Through these Key Areas, AENAON EYZHN aims to contribute to reducing the “Leaky Pipeline” effect in research and business environment.

    4. Content-related Actions 

    -Work-Life Balance and Organizational Culture: AENAON EYZHN actively supports work-life balance, by providing flexible work schedules for persons with disabilities and all-encompassing assistance for staff members who are responsible for caregiving responsibilities.

    –Gender Balance in Leadership and Decision-Making: AENAON EYZHN is founded and operates as an all-female leadership company of scientists and business professionals, offering training in gender balance in leadership positions. We provide a varied representation in decision-making processes by putting mentorship programs into place and offering equal possibilities for professional development.

    -Gender Equality in Recruitment and Career Progression: All personnel enjoy equal opportunities because our hiring procedures are impartial and merit-based, since transparent and equitable procedures that eradicate gender-based inequalities serve as a guidance for career advancement.

    -Integration of the Gender Dimension into Research and Teaching Content: In order to promote gender-balanced viewpoints in our research projects, AENAON EYZHN actively supports programs that inspire women to seek professions in STEM and other under-represented fields.

    -Measures to Prevent Gender-Based Violence, Including Sexual Harassment: AENAON EYZHN has zero tolerance for verbal, visual and physical gender-based violence. We offer a secure and encouraging atmosphere with strong mechanisms in place to deal with and prevent such occurrences. Personnel are urged to voice any issues promptly.

    5. Procedure-related Actions

    -Public Document: Our GEP is signed by AENAON EYZHN CEO and it is published on our official website, demonstrating our commitment to transparency and responsibility. We actively promote the GEP inside our company to raise gender equality awareness and encourage active participation.

    -Dedicated Resources: AENAON EYZHN has committed to provide sufficient resources and expertise to successfully implement our GEP. We understand the need of engaging in gender equality programs to have a long-term impact on our organizational culture.

    -Data Collection and Monitoring: We gather and analyze sex-disaggregated personnel data to ensure transparency and accountability, while tracking and improving our gender equality initiatives.

    -Training: AENAON EYZHN GEP involves thorough awareness-raising and gender equality training programs for the entire company and its partners. We offer specific training on unconscious gender biases to employees and decision-makers, establishing a culture of continual learning and growth.

    For our personnel training schemes, AENAON EYZHN uses the proprietary personalized mentorship tool Leap Forward Initiative, developed by AENAON EYZHN CEO, as a method to drive cognitive and stress management. AENAON EYZHN CEO has the expertise for Women in Science Training as a SET-Routes University Ambassador (EU) and an Honored member of the Worldwide Women’s Association (WWW, New York, USA).

    6. Operational Regime

    In AENAON EYZHN, we are committed to creating an inclusive workplace, where everyone, irrespective of gender, thrives and contributes effectively to the success of our projects. Our GEP aims to empower female researchers with the necessary resources to advance their careers and inspire positive dynamics within our company and the community.

    AENAON EYZHN :  

    1. Provides women with career advancement pipelines, continued professional development and leadership training
    2. Offers welcoming work environments, including pay equity, flexibility, parental policies and inclusion
    3. Develops schemes for mentorship for female researchers.
    4. Involve women in the decision-making processes thus changing power dynamics.
    5. Assists researchers affected by career breaks and leaves in regaining research momentum as quickly as possible on return.
    6. Protects women through anti-discrimination and anti-harassment policies.

    AEANON EYZHN GEP is embedded into the framework of our company and it is monitored by the CEO with the assistance of our Legal and Accounting consultants. The AENAON GEP is approved by AENAON EYZHN CEO.

    7. Legal Framework

    European Union Legislation

    Treaty of the Functioning of the European Union (TFEU)

    • Article 157 TFEU states:

    “1. Each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied.

    2. For the purpose of this Article, pay’ means the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly, in respect of his employment, from his employer.

    Equal pay without discrimination based on sex means:

    (a) that pay for the same work at piece rates shall be calculated on the basis of the same unit of measurement.

    (b) that pay for work at time rates shall be the same for the same job.

    3. The European Parliament and the Council, acting in accordance with the ordinary legislative procedure, and after consulting the Economic and Social Committee, shall adopt measures to ensure the application of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation, including the principle of equal pay for equal work or work of equal value.

    4. With a view to ensuring full equality in practice between men and women in working life, the principle of equal treatment shall not prevent any Member State from maintaining or adopting measures providing for specific advantages in order to make it easier for the underrepresented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers.”

    Chapter of Fundamental Rights of the EU

    • Article 21(1) states: “Any discrimination based on any ground such as sex, race, color, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation shall be prohibited”.
    • Article 23 states: “Equality between women and men must be ensured in all areas, including employment, work and pay. The principle of equality shall not prevent the maintenance or adoption of measures providing for specific advantages in favors of the under-represented sex”.

    Directives

    • Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU
    • Council Directive 2010/18/EU of 8 March 2010 implementing the revised Framework Agreement on parental leave concluded by BUSINESSEUROPE, UEAPME, CEEP and ETUC and repealing Directive 96/34/EC (Text with EEA relevance)
    • Directive 2010/41/EU of the European Parliament and of the Council of 7 July 2010 on the application of the principle of equal treatment between men and women engaged in an activity in a self-employed capacity and repealing Council Directive 86/613/EEC
    • Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast)
    • Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation
    • Council Directive 2000/43/EC of 29 June 2000 implementing the principle of equal treatment between persons irrespective of racial or ethnic origin
    • Council Directive 96/34/EC of 3 June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETUC
    • Council Directive 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding (tenth individual Directive within the meaning of Article 16 (1) of Directive 89/391/EEC)

    Directive (97/81/EC) of December 1997 concerning the Framework Agreement on part-time work and provides equal opportunities for women and men.

    • Council Directive 79/7/EEC of 19 December 1978 on the progressive implementation of the principle of equal treatment for men and women in matters of social security
    • Council Directive 76/207/EEC of 9 February 1976 on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions
    • Council Directive 75/117/EEC of 10 February 1975 on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women Greek Law

    Hellenic Legislation

     Constitution

    • Article 4(2) provides: ‘Greek men and women have equal rights and obligations’
    • Article 22(1)(b) states: ‘All workers, irrespective of sex or other distinctions, have a right to equal pay for work of equal value’
    • Article 116(2) states that: ‘Positive measures aiming at promoting equality between men and women do not constitute discrimination on grounds of sex. The State shall take measures to eliminate inequalities existing in practice, in particular those detrimental to women’

    Legislation 

    • Act 4808/2021, ‘On the protection of the work – Establishment of the Independent Authority “Labour Inspectorate”- Ratification of International Labor Organization Convention 190 on the Elimination of Violence and Harassment in the world of work – Ratification of International Labor Organization Convention 187 on the Framework for the Promotion of Safety and Health at Work- Implementation of Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on the balance between work and private life, other provisions of the Ministry of Labor and Social Affairs and other urgent arrangements’, OJ A 101/19.6.2021,
    • Act 4604/2019, ‘On the promotion of substantive gender equality etc.’, OJ A 50/26.3.2019,
    • Act 4589/2019 – Article 33 provides the establishment of Gender Equality Committees (GECs) at all Greek universities. The GECs act as consultative bodies to the university senate, schools, and departments. They are composed of unpaid members who participate voluntarily in different activities, including the development of Gender Equality Action Plans (GAPs). The GAPs aim to promote gender equality and combat sexism; enhance awareness and gender equality in research communities; promote gender studies and research at Greek

    universities and research institutions; mediate cases of gender-based violence, discrimination and harassment; and support victims who report gender discrimination and gender-based violation. Most Greek universities and some research centers have established GECs, taking up an active role in 2021 in initiatives against gender-based violence, discrimination, and harassment in research institutions.

    • Act 4386/2016 – Article 25 ‘Regulations for research and other provisions’ provides that numbers of candidates for the National Committee of Research and Innovation, the Sectoral Research Councils, the Regional Councils of Research and Innovation, and the Scientific Committees of Research Institutes will be determined on the basis of scientific excellence. At least one-third representation of the minority sex will be guaranteed, provided that candidates have adequate qualifications.
    • Act 4443/2016, 1) Transposition of Directive 2000/43/ΕC on the implementation of the principle of equal treatment between persons irrespective of racial or ethnic origin, of Directive 2000/78/ΕC establishing a general framework for equal treatment in employment and occupation and of Directive 2014/54/ΕU on measures facilitating the exercise of rights conferred on workers in the context of freedom of movement for workers (…)’, OJ A 232/9.12.2016 [replacing Act 3304/2005 which had initially transposed Directives 2000/43/EC and 2000/78/EC], OJ A 16/27.1.2005].
    • Act 4097/2012, ‘Implementation of the Principle of Equal Treatment of Men and Women Engaged in an Activity in a Self-Employed Capacity – Harmonization of the legislation with Directive 2010/41/EU of the European Parliament and the Council’, OJ A 235/3.12.2012 (Directive 86/613/EEC had not been transposed).
    • Act 4075/2012, Articles 48-54, ‘Incorporation into Greek Law of Directive 2010/18/EU of the Council of the EU Implementing the Revised Framework Agreement on Parental Leave Concluded by BUSINESSEUROPE, UEAPME, CEEP and ETUC and Repealing Directive 96/34/EC’, OJ A 89/11.4.2012.
    • Presidential Decree 80/2012, ‘Granting of Parental Leave and Leave of Absence to Workers under a Contract of Maritime Work on Vessels Bearing the Greek Flag, in accordance with Directive 2010/18/EU’, OJ 138/14.6.2012.
    • Act 3896/2010, ‘Implementation of the Principle of Equal Treatment of Men and Women in Matters of Employment and Occupation. Harmonization of Existing Legislation with Directive 2006/54/EC of the European Parliament and the Council’, OJ A 207/8.12.2010.
    • Act 3769/2009, ‘Implementation of the Principle of Equal Treatment of Men and Women Regarding Access to Goods and Services and Their Supply’, transposing Directive 2004/113/EC, OJ A 105/1.7.2009, as amended by Article 162 of Act 4099/2012 implementing the CJEU Test-Achats judgment, OJ A 250/20.11.2012.
    • Act 3653/2008 ‘Institutional framework of research and technology’, requires the establishment of gender-balanced procedures and decision-making processes in the research sector. More specifically, article 57 regulates the participation rate of Scientists in the Staffing of National Bodies and Research and Technology Committees. This is particularly relevant in recruitment and selection of personnel in national bodies and research and technology committees, provided candidates have adequate qualifications.
    • Act 3488/2006, ‘Implementation of the Principle of Equal Treatment of Men and Women Regarding Access to Employment, Professional Training and Evolution and Terms and Conditions of Work’, transposing Directive 2002/73/EC, OJ A 191/11.2006.
    • Act 2839/2000 ‘Regulations related to the Ministry of Interior, Public Administration and Decentralization and other provisions’ in article 6 requires one-third gender representation in all decision-making public body committees, including those of universities and research institutions. More specifically, one-third representation of the minority sex is needed for all decision-making public body committees, provided that potential members have the same level of qualifications.
    • Presidential Decree 105/2003, ‘Adaptation of Domestic Law to Directive 97/80/EC on the Burden of Proof in Cases of Sex Discrimination,’ OJ A 96/23.4.2003; repealed by Article 30(5) of Act 3896/2010 transposing Directive 2006/54/EC.
    • Presidential Decree 87/2002, ‘Implementation of the Principle of Equal Treatment of Men and Women in Occupational Social Security Schemes in Compliance with Directives 96/97/ΕC and 86/378/ΕEC’; repealed by Article 30(5) of Act 3896/2010 transposing Directive 2006/54/EC.
    • Presidential Decree 176/1997, ‘Measures for the Improvement of the Safety and Health at Work of Pregnant Workers and Workers Who Have Recently Given Birth or are Breastfeeding in Compliance with Directive 92/85/EEC’, OJ A 150/15.7.1997, as amended by Decree41/2003, OJ A 44/21.2.2003.
    • Act 1756/1988, Code on the Status of Judges, OJ A 35/2.2.1988.
    • Act 1483/1984, ‘Protection and Facilitation of Workers with Family Responsibilities’, as amended by Αrticle 25 οf Act 2639/1998, OJ Α 205/2.9.1998 implementing Directive 96/34/EC and by Article 46 of Act 4488/2017,7 and Article 54(1) of Act 4075/2012 transposing Directive 2010/18/EU.
    • Act 1414/1984, ‘Implementation of the Principle of Εqual Treatment of the Sexes in Employment Relationships’, transposing Directives 75/117/EEC and 76/207/EEC, OJ Α 10/2.1984.
    • Presidential Decree 1362/1981, ‘Replacement of Paragraph 1 of Article 33 of Act 1846/1951 “on Social Security” in compliance with Directive 79/7/EEC’, OJ A 339/30.12.1981.

    National General Collective Agreements (NGCAs)

    • Act 4531/2018 (OJ A 62/5.4.2018) ratifying the Istanbul Convention on preventing and combating violence against women and domestic violence of the Council of Europe (IC), signed by Greece on May 2011.
    • Act 4491/2017, ‘Legal recognition of gender identity… etc’, OJ A 152/13.10.2017.
    • Αct 927/1979, OJ A 139/28.6.1979, implementing the CERD, as amended by Act 4285/2014, OJ A 191/10.9.2014 and Act 4491/2017, OJ A 152/13.10.2017.