1. Objectives
- Ensure equal opportunities, treatment, and pay for all employees regardless of gender.
- Promote a diverse and inclusive work culture that supports career development for all.
- Prevent discrimination, harassment, and unconscious bias in recruitment, promotion, and daily operations.
2. Company Overview
- Name: Bioname Oy
- Sector: Biotechnology / Life Sciences
- Location: Turku, Finland
- Employees: 6
- Current Gender Ratio: 4 women, 2 males
3. Legal Framework
This plan complies with:
- Equality Act (1325/2014) – Finnish law requiring employers with ≥30 employees to prepare a gender equality plan every two years.
- EU Gender Equality Strategy 2020–2025
- UN Sustainable Development Goal 5 – Achieve gender equality and empower all women and girls.
4. Current State Analysis
Conduct an internal audit covering:
- Gender distribution across roles and departments
- Pay gaps by gender
- Promotion and training opportunities
- Parental leave usage
- Employee feedback on workplace culture
5. Key Measures
A. Recruitment & Hiring
- Use gender-neutral language in job ads.
- Ensure diverse hiring panels.
- Track applicant gender data to monitor bias.
B. Pay Equity
- Conduct annual pay audits.
- Address unjustified pay gaps.
- Ensure transparency in salary bands.
C. Career Development
- Offer mentorship programs for underrepresented genders.
- Ensure equal access to training and leadership opportunities.
D. Work-Life Balance
- Promote flexible working arrangements.
- Encourage equal parental leave uptake.
- Normalize part-time leadership roles.
E. Culture & Awareness
- Provide unconscious bias and inclusivity training.
- Celebrate diversity days (e.g., International Women’s Day).
- Establish a zero-tolerance policy for harassment.
6. Monitoring & Evaluation
- Appoint an Equality Officer or committee.
- Review progress annually.
- Update the plan every two years or as needed.
7. Communication
- Share the plan with all employees.
- Include it in onboarding materials.
- Make it publicly available on Bioname Oy’s website.
8. Accountability
- Senior leadership commits to implementing and resourcing the plan.
- Managers are responsible for applying equality principles in their teams.
- Employees are encouraged to report concerns confidentially.