Version 1.0 July 2024

1. Purpose and Scope

The purpose of this Gender Equality Policy Plan (GEP) is to affirm the conect4children Stichting (c4c-S)’s commitment to fostering diversity, inclusion and gender equality within the organization and aims to promote gender equality for all individuals involved in the Stichting. The actions mentioned in this document will be put in place in the coming 4 years. The Gender Equality plan supports the c4c-S’s Diversity & Inclusion policy.

2. Analysis of the current situation

As of July 1, 2024, the Stichting consists of 0 employees and 3 officers of which 0 women and 3 men. The Supervisory Board comprises 4 people, 2 women and 2 men. Due to the relatively short duration of its existence, the current gender balance is due to serendipity during the growth of the organization. It will be essential to keep track of and monitor the gender balance towards the future, as the Stichting keeps growing.


The Stichting is committed to seek feedback from all employees to gain more insights on the status, improvement points, key priorities and feelings about gender equality within the organization.

3. Key priority Gender Equality Plan (GEP) areas

This GEP reflects the c4c-S’ commitment to building a diverse and inclusive environment that strengthens the organization’s ability to achieve its mission in paediatric clinical research. The Stichting’s key priority areas and objectives with the dedicated initiatives on how to achieve them are detailed below.

3.1. Gender equality in recruitment

The c4c-S is dedicated to attracting a diverse pool of talent in recruitment processes for staff, volunteers, and collaborators. It aims to do so via the following initiatives:

 − Job descriptions and vacancy texts are written using gender-neutral language.

 − The c4c-S explicitly mentions its commitment to a diverse, inclusive, and equal work environment in all its job descriptions.

 − The c4c-S will provide unconscious bias training to all employees involved in the recruitment process in the coming years.

 − In the recruitment process, the c4c-S prioritises achieving a strong gender balance within the organization to eliminate bias and unfair treatment.

 − The c4c-S strives to have all shortlists of candidates for a position to be gender balanced.

 − The c4c-S bases its hiring decisions on merit, skills, and qualifications, with a commitment to promoting diversity at all levels of the organization.

3.2. Gender equality in career progression

To achieve a good gender balance throughout the entire organization, it is essential that career progression is fair and unbiased. The c4c-S aims to achieve this by the following initiatives:

 − The c4c-S will continuously monitor the gender balance in promotions, career advancement opportunities and training, and where necessary take appropriate action.

 − The c4c-S will continuously monitor and evaluate if all employees are paid fairly, regardless of gender. There will be no gender differences in pay for equivalent work.

 − The c4c-S strives to increase the visibility of women in collaboration with clients, stakeholders, and partners, (e.g., conferences, etc.).

 − The c4c-S will ensure all promotions are based on merit and clear competencies and all performance evaluations are free of bias following a clear performance management process (to be set up and implemented by the HR officer by Oct 2024). Systems will be in place to address and rectify any reported incidents promptly. Systems include the Performance Management and the Disciplinary Actions management frameworks that will be set up by the HR officer by Oct 2024.

3.3. Gender equality in in leadership and decision-making

A gender balance in leadership and decision making offers a real advantage for the c4c-S. Therefore, the c4c-S is committed to the following initiatives:

 − The c4c-S will continuously investigate the reasons for imbalances in gender representation and decision making and where possible, rectify them.

 − The c4c-S will continuously monitor the gender balance ratio in leadership.

 − The c4c-S actively invests in creating recruitment and promotion processes that are gender equal (see 3.1 and 3.2) to improve the gender balance in leadership.

3.4. Training & development areas

Awareness and knowledge on gender equality issues, inappropriate behaviours, and unconscious bias for all employees is key to establishing a sustainable change. Therefore, the c4c-S will put the following initiatives in place:

 − The c4c-S will conduct awareness campaigns and educational initiatives to promote gender equality among its stakeholders. This includes unconscious bias and inclusive language learning sessions for employees of all levels.

3.5. Work-life balance

The c4c-S recognises the importance of a good balance between work and private life and aims to have equal opportunities for both genders to thrive at work and at home. The c4c-S strives to support this by implementing the following initiatives:

 − The c4c-S offers flexible teleworking measures and flexible working hours.

 − The c4c-S has parental leave policies that allow for both parents to take time off.

 − All employees have the ‘right to disconnect’, which the c4c-S aims to achieve by creating and maintaining a culture where our employees feel comfortable not responding to emails or phone calls outside of regular working hours.

 − The c4c-S offers advice and support for workload management if wanted.

3.6. Gender equality in c4c-S’ service delivery

The c4c-S supports its customers with their paediatric clinical research and development activities and does not act as Sponsor of a clinical trial. Nevertheless, the c4c-S recognizes the importance of diverse participant populations in paediatric clinical research and development activities. Therefore, the following initiative will take place:

 − The c4c-S will make efforts to encourage inclusivity in clinical trial activities, with consideration for gender in particular, by e.g., providing Expert Advice and PPI inputs to respective customers.

3.7. Prevention of inappropriate behaviours

It is essential that all employees feel safe at work and the workplace is free of inappropriate behaviours. Employees that would get confronted with these situations should feel confident on reporting such issues and trust that the c4c-S will take appropriate action. Therefore, the c4c-S has the following initiatives in place:

 − The c4c-S has a zero-tolerance policy in place for inappropriate behaviours such as discrimination, harassment, and bullying.

 − Discrimination and bias are not tolerated, and systems will be in place to address and rectify any reported incidents promptly. Systems include the Performance Management and the Disciplinary Actions management frameworks that will be set up by the HR officer by October 2024.

 − Accountability measures will be in place to address reported incidents promptly and ensure a supportive and inclusive environment. These measures will be part of the Disciplinary Actions management framework, to be developed by October 2024.

 − Annually, the trust and confidence of employees in these systems will be measured, through e.g. a survey, and appropriate actions will be taken accordingly.

4. Data gathering

To measure and monitor the c4c-S’ progress towards a better gender balance, data will be collected and reviewed regularly by the Management Team. The following KPIs will be considered:

 − Overall gender balance within the c4c-S

 − Gender balance in staff recruitment (attraction, shortlists, hiring decisions)

 − Gender balance in promotions

 − Gender balance in leadership positions

 − Equal pay regarding gender

 − Gender balance in participation to training and career development opportunities

 − Number of complaints and actions taken regarding inappropriate behaviours

 − Trust and confidence of employees in systems put in place to report discrimination, harassment, bullying or other misconduct (via employee survey)

5. Governance and monitoring

Specific resources are assigned to ensure the follow-up of the Gender Equality Plan by the Management Team. Annually, the c4c-S will assess its effectiveness and relevance, and report on the progress being made on the c4c-S’ website. Feedback from all stakeholders will be actively sought to identify areas for improvement and refinement through employee surveys, employee focus groups and/or conversations with clients and partners. It is expected that the progressive implementation of the measures proposed by the organization will have a positive impact on gender balance in the different areas of activity of the c4c-S.