Equal Opportunities, Diversity, and Gender Equality Policy

Version: 3.0 – 01/01/2025

What this policy covers

Transmission Dynamics is committed to fostering an inclusive and equitable work environment that promotes diversity, equality, and fairness. This policy outlines our approach to ensuring equal opportunities for all employees and eliminating discrimination while addressing gender balance within our structures, processes, and activities. Our commitments align with legal requirements and best practices, including Horizon Europe’s gender equality principles.

Unlawful discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated, and the Company will take all necessary action to prevent its occurrence.

Specifically, the Company aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, gender reassignment, race (including colour, nationality, caste, and ethnic origin), disability, sexual orientation, marital status, part-time status, pregnancy or maternity, age, religion or belief, political belief or affiliation, or trade union membership. This commitment applies to all aspects of employment, including:

  • Recruitment and selection, including advertisements, job descriptions, interviews, and selection procedures.
  • Training, promotion, and career-development opportunities.
  • Terms and conditions of employment, and access to employment-related benefits and facilities.
  • Grievance handling and the application of disciplinary procedures.
  • Selection for redundancy.

Equal opportunities practice is continuously developing as social attitudes and legislation change. The Company will review all policies and implement necessary changes where these could improve equality of opportunity.

Recruitment of underrepresented groups

While recruitment and promotion are based on merit, the Company will actively encourage applications from underrepresented groups through targeted outreach, partnerships with educational institutions, and inclusive job advertisements. Gender-balanced recruitment panels and structured hiring processes will be used to ensure fairness.

Addressing the Gender Gap in STEM Recruitment

One of the key challenges in achieving gender balance in STEM fields is the lower availability of female candidates compared to their male counterparts. Women are underrepresented in STEM disciplines due to systemic barriers, gender stereotypes, and a lack of role models.

To address this, Transmission Dynamics is implementing several initiatives:

  • Targeted Outreach and Partnerships: Collaborating with universities, schools, and STEM organizations to encourage more women to pursue careers in STEM.
  • Mentorship Programs: Pairing young women and underrepresented genders with experienced professionals for career development.
  • STEM Ambassadors: Encouraging female engineers and scientists to participate in outreach activities to inspire and mentor young women.
  • Inclusive Job Advertisements: Ensuring job postings use inclusive language and highlight the company’s commitment to gender equality.

By actively addressing these barriers, we aim to increase the number of female STEM professionals in our workforce and contribute to a more balanced and diverse talent pipeline.

Career development

While positive measures may be taken to encourage underrepresented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit.

All employees will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

The Company will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for underrepresented groups and encourage them to take up training and career-development opportunities.

Concrete Actions and Measures

  • Gender-balanced recruitment panels and hiring practices.
  • Targeted recruitment policies to encourage applications from underrepresented genders, particularly in STEM fields.
  • Mechanisms for addressing gender-based violence, discrimination, and harassment, including confidential reporting channels and support systems.
  • Policies to support work-life balance and family-friendly practices.

Training and Awareness

  • Mandatory annual gender equality and diversity awareness training for all staff and leadership.
  • Unconscious bias training for managers and hiring teams.
  • Support materials on inclusive leadership and non-discriminatory recruitment practices.

Data Collection and Monitoring

To ensure accountability and progress, we will:

  • Collect and analyze gender-disaggregated data on staff composition, recruitment, promotions, salaries, and training participation.
  • Regularly monitor gender balance in decision-making and leadership roles.
  • Conduct gender pay gap analyses.
  • Review and update this

Complaints of discrimination

The Company will treat seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors, or other third parties and will take action where appropriate.

If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or other senior employee using the Company’s Grievance Procedure.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Company is committed to ensuring that you are protected from victimisation, harassment, or less favourable treatment. Any such incidents will be dealt with under the Company’s Disciplinary Procedures.

Investigating accusations of unlawful discrimination

If you are accused of unlawful discrimination, the Company will investigate the matter fully.

During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions.

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

Implementation, Review, and Accountability

  • A Gender Equality Officer has been appointed to oversee the implementation of this policy.
  • The Board of Directors endorses this policy and ensures its integration across all levels of the company.
  • Progress is reviewed annually, and a Gender Equality Report is published.
  • Non-compliance with gender equality policies will result in corrective actions.

Public Access and Transparency

This policy is publicly available on www.transmissiondynamics.com and will be regularly updated to reflect progress and ongoing commitments.

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