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Our Mission is to ease compliance in Europe - without compromises.
Since 2015 we have helped digital companies to ensure privacy and trust for their products. Building secure apps does not need to be complex. Our goal is to make products that help you to reach the top without problems.
Compliance and security are important aspects in today's online business.
At Chino.io we help you to create secure, interoperable, high quality services, and improve healthcare in Europe. Unleash the power of your ideas, we have spent years studying laws and coding.
A Gender Equality Plan (GEP) is a strategic set of initiatives planned and implemented in order to promote gender equality within an organization, focusing on specific and measurable actions and policies aimed to achieve equal opportunities, treatments and representation for individuals of all genders within the organization.
The European Commission encourages the implementation of GEPs in order to address and rectify gender imbalances among staff. The adoption of GEPs is a requirement for eligibility to receive funding through programs like the Horizon Europe Research Framework.
The primary objectives of a Gender Equality Plan are as follows:
Fostering Inclusive Work Culture: Create a workplace environment where diversity is celebrated, and all employees feel respected and valued regardless of their gender identity.
Promoting Equal Opportunities: Ensuring that individuals of all genders have equal access to recruitment, career advancement, training and development opportunities within the organization.
Raising Awareness and Education: Educating employees about gender equality issues, biases, and stereotypes and providing training to promote inclusive behaviors and attitudes.
Monitoring and Evaluation: Regularly monitoring progress, collecting data and evaluating the effectiveness of gender equality initiatives to make informed decisions and adjustments as needed.
The Gender Equality Plan outlined herein serves two primary objectives:
First, to acknowledge the current gender equality scenery within our organization;
Second, to graph a strategic plan for its enhancement over the forthcoming four years, complete with well-defined objectives and related actions.
This document includes concrete measures intended to promote a culture of gender equality and inclusion in four strategic areas:
1) Work life balance and organizational culture.
2) Gender balance in management, recruitment and career progression.
3) Integrating gender participation in events.
4) Combating gender bias and harassment.
These measures are crafted to implement a respectful environment that gives value to diversity against all forms of discrimination between genders.
