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Gender Equality Plan (GEP) for eCauda

1. Introduction

At eCauda Music SL, we recognize that fostering gender equality is fundamental to building an innovative, inclusive, and sustainable organization. Our Gender Equality Plan (GEP) is a cornerstone of this commitment, designed to address systemic barriers, support diverse talent, and ensure equal opportunities across all levels of our organization. This plan is fully aligned with Horizon Europe’s guidelines and serves as a living document, regularly reviewed and updated to reflect progress and new challenges.

2. Minimum Process-Related Requirements (Building Blocks)

2.1. Publication This Gender Equality Plan is formally endorsed and signed by our top management, reflecting the commitment of leadership to drive meaningful change. The document is published on our official website, ensuring it is accessible to all employees, stakeholders, and the public. This transparency underscores our accountability and dedication to gender equality.

2.2. Dedicated Resources We have established a Gender Equality Unit, equipped with both financial and human resources to implement and monitor the GEP effectively. This unit includes a dedicated Gender Equality Officer, who brings expertise in gender studies and organizational change, supported by a multidisciplinary Gender Equality Committee. Together, they drive initiatives, coordinate training, and liaise with all departments to embed gender equality into every aspect of our operations.

2.3. Data Collection and Monitoring A robust data collection system is in place to gather and analyze sex/gender-disaggregated data on our workforce, students (if applicable), and recruitment processes. Key indicators such as representation in leadership, pay equity, and career progression are tracked annually. These insights are published in detailed annual reports, identifying trends, successes, and areas for improvement. This evidence-based approach ensures that interventions are targeted and effective.

2.4. Training Comprehensive training programs are a cornerstone of our GEP. These include:

• Mandatory Unconscious Bias Training: All staff and decision-makers undergo training to understand and mitigate biases in their daily work and decision-making.

• Leadership Development for Gender Equality: Tailored programs support leaders in creating inclusive teams and championing equality.

• Workshops and Seminars: Regular sessions explore topics such as intersectionality, allyship, and gender-sensitive communication, fostering a culture of continuous learning.

3. Content Areas Addressed

3.1. Work-Life Balance and Organizational Culture To support work-life balance, we offer:

• Flexible working hours and remote work options to accommodate diverse personal responsibilities.

• Enhanced parental leave policies for all genders, promoting shared caregiving roles.

• On-site or subsidized childcare services to reduce the burden on working parents.

We actively foster an inclusive culture through initiatives such as:

• Celebrating diversity days and organizing employee-led forums to share experiences.

• Establishing a feedback loop via anonymous surveys and suggestion boxes to ensure all voices are heard.

3.2. Gender Balance in Leadership and Decision-Making Our approach to achieving gender balance in leadership includes:

• Setting measurable targets for the representation of women and underrepresented genders in senior roles and decision-making bodies.

• Developing a sponsorship program that pairs aspiring leaders with senior mentors to accelerate their career trajectories.

• Reviewing governance structures to ensure equitable participation in strategic decision-making processes.

3.3. Gender Equality in Recruitment and Career Progression Key measures to ensure fair recruitment and career advancement include:

• Implementing blind recruitment processes to eliminate biases related to gender or other personal characteristics.

• Establishing clear, standardized promotion criteria based on merit and performance.

• Offering career development programs, including training, certifications, and networking opportunities, to address gaps in representation at various levels.

3.4. Integration of the Gender Dimension into Research and Teaching Content For research and teaching, we:

• Encourage and support the integration of gender perspectives in research projects, curricula, and methodologies.

• Provide resources, such as toolkits and case studies, to help educators and researchers apply gender-sensitive approaches.

• Organize interdisciplinary workshops to share best practices and foster collaboration.

3.5. Measures Against Gender-Based Violence, Including Sexual Harassment We enforce a zero-tolerance policy on gender-based violence and sexual harassment by:

• Establishing clear protocols for reporting, investigating, and addressing complaints confidentially and effectively.

• Providing comprehensive training on recognizing and preventing harassment for all employees.

• Offering counseling services and support networks for affected individuals, ensuring they feel safe and supported.

4. Governance and Accountability

The implementation of this GEP is overseen by the Gender Equality Committee, which reports directly to top management. This committee is responsible for:

• Developing and monitoring detailed action plans with specific timelines and responsibilities.

• Conducting biannual reviews of progress against key performance indicators.

• Consulting with employees and external experts to refine strategies and incorporate best practices.

Annual progress reports will be published and shared with stakeholders, reinforcing our commitment to transparency and continuous improvement.