achelos GmbH – gender equality plan
1. Objective and purpose
This gender equality plan (GEP) sets out the strategic objectives, measures and responsibilities of achelos GmbH for promoting gender equality. Its aim is to create a non-discriminatory, inclusive and equitable working environment in which diversity is recognised as a strength and actively encouraged.
2. Minimum requirements (process-related elements)
2.1 Publication
The gender equality plan is a publicly accessible document published on the company website. It is reviewed and updated at least every two years.
2.2 Allocated resources
- Responsible: HR department
- Provision of human and, where necessary, financial resources for the implementation and evaluation of measures
- Appointment of a responsible person with expertise in gender equality
2.3 Data collection and monitoring
- Collection and analysis of gender-related key figures (e.g. workforce structure, positions, salary, part-time rates, applications)
- Annual internal reporting including progress indicators
- Objective: to establish a transparent data basis for assessing progress in gender equality
2.4 Training and awareness-raising
- Regular awareness-raising activities on equality, diversity and unconscious bias for employees and managers
- Integration of gender equality topics into leadership development and performance reviews
3. Key areas of action and measures
| Area of action | Objectives | Examples of measures / indicators |
| Work-life balance and corporate culture | Promoting the reconciliation of professional and private life | Flexible working time models, home working arrangements, parental leave planning, return-to-work programmes |
| Gender balance in leadership and decision-making processes | Increasing the proportion of women in leadership positions | Mentoring programmes, targeted talent development, transparent selection processes |
| Equality in recruitment and career development | Ensuring fair opportunities for all genders in recruitment, career progression and training | Gender-neutral job advertisements, structured selection procedures, equal access to training opportunities |
| Integration of the gender perspective in research and innovation | Consideration of gender-specific aspects in development projects | Awareness-raising in project planning |
| Protection against gender-based violence and harassment | Zero-tolerance policy towards discrimination, harassment or violence | Internal reporting office, anti-discrimination policy |
4. Evaluation and reporting
- Regular evaluation of key figures (e.g. gender distribution, application statistics)
- Feedback sessions on the perception of equality and corporate culture
- Regular internal reporting
5. Communication and transparency
- Publication of this plan on the achelos GmbH website
- Internal communication via intranet, newsletter and staff meetings
- Promotion of an open culture of dialogue on equality and diversity topics
6. Responsibilities
| Function | Responsible for |
| Executive management | Strategic responsibility, approval and allocation of resources |
| Human resources department | Implementation and monitoring of measures |
| Managers | Integration of equality objectives into team processes |
| Employees | Contributing to a respectful and inclusive corporate culture |
7. Duration and updates
This gender equality plan enters into force on 1 December 2025 and remains valid until further notice. It will be reviewed and, where necessary, updated no later than two years after its entry into force or in the event of significant organisational changes.