Gender Equality Plan (GEP)
Title: Gender Equality Plan (GEP) for Ambimass Kft
Prepared by: Tamas Karancsi, CEO, 2024 September
Table of content
Introduction 2
- Organizational Commitment to Gender Equality 2
- Key Objectives and Targets 2
2.1 Improve Gender Balance in Leadership and Decision-Making 2
2.2 Addressing Gender-Based Violence and Harassment 3
2.3 Promoting Equal Pay and Addressing the Gender Pay Gap 3
2.4 Ensuring Equal Opportunities for Professional Development 3
2.5 Promoting Work-Life Balance and Flexible Work Arrangements 4 - Monitoring and Evaluation 4
3.1 Data Collection and Analysis 4
3.2 Progress Reporting 4
3.3 Adjustments and Continuous Improvement 4 - Communication and Awareness 5
4.1 Internal Communication 5
4.2 External Communication 5 - Conclusion 5
Introduction
Ambimass Kft has been founded in September 2024 and focuses on development of frontend
solutions for ambient mass spectrometry especially around Rapid Evaporative Ionisation Mass
Spectrometry (REIMS) Apart from customized research prototype generation we are engaged in
small scale product development as well. Our current 5-membered team has a long track record
working in this area, and we are right in the phase to translate this collective know-how into enabling
answers to the advanced user requirements in different industrial and academic segments. To
facilitate the effective teamwork, we are dedicated to the continuous improvement of the work
environment and the diversity of the team
This Gender Equality Plan (GEP) outlines the strategies, goals, and actions that Ambimass Kft will
undertake to promote gender equality in line with the European Commission’s directive on Gender
Equality. The directive aims to ensure gender balance in decision-making, the prevention of gender-
based violence and harassment, equal opportunities, and the elimination of gender bias in the
workplace. This GEP is a commitment to achieving these objectives in a comprehensive and
transparent manner.
- Organizational Commitment to Gender Equality
Ambimass Kft is committed to fostering a workplace environment that is free from discrimination
and promotes gender equality. This plan reflects our dedication to:
>> Promoting gender balance in all decision-making processes.
>> Preventing and addressing gender-based violence and harassment.
>> Ensuring equal access to opportunities for professional development.
>> Facilitating work-life balance to support all genders.
The implementation of this plan will be overseen by Tamás Karancsi (CEO), who will report on
progress annually. - Key Objectives and Targets
Currently, the Ambimass team is a small collection of experts that already have significant expertise
in the relevant research and engineering area. Though we respect the principles of having gender
balanced team constitution, we have a lot of room for improvement.
2.1 Improve Gender Balance in Leadership and Decision-Making
Objective: Ensure that women become represented decision-making positions.
Targets:
>> Achieve a significant improvement in gender balance, at least 20% representation of each
gender in decision-making position within 3 years.
>> Aim for gender parity in the collaborative network to improve the current situation and
create a healthier diverse work environment.
Actions:
>> Review and revise recruitment processes to ensure gender-neutral job descriptions and
promote inclusive leadership practices.
>> Implement mentoring and leadership development programs specifically targeting
underrepresented genders.
2.2 Addressing Gender-Based Violence and Harassment
Objective: Prevent gender-based violence and harassment within the workplace and also during
interactions with the collaborative network.
Targets:
>> Establish a zero-tolerance policy on gender-based violence and harassment.
>> Ensure that 100% of employees have received training on gender-based violence and
harassment.
Actions:
>> Introduce a clear, confidential reporting mechanism for harassment or discrimination
complaints.
>> Offer regular training for all employees, including management, on gender equality,
harassment prevention, and creating a respectful workplace.
>> Set up a task force to investigate any complaints and recommend actions.
2.3 Promoting Equal Pay and Addressing the Gender Pay Gap
Objective: Achieve pay equity across all gender as we became successful in diversification of the
current team.
Targets:
>> Ensure to avoid gender pay gap during forthcoming hiring activity.
Actions:
>> Regularly review salary policies to ensure they are gender-neutral.
>> Implement salary transparency and ensure equal pay for equal work.
2.4 Ensuring Equal Opportunities for Professional Development
Objective: Ensure equal access to career advancement and professional development opportunities
for all employees, regardless of gender.
Targets:
>> Ensure equal access to training programs for all employees by gender.
>> Promote a balanced gender representation in all development and networking programs
within 2 years.
Actions:
>> Introduce gender-sensitive training programs that focus on leadership development,
negotiation skills, and career progression.
>> Create equal opportunities for employees to engage in cross-departmental and cross-gender
mentorship programs.
>> Encourage all employees to participate in career development opportunities by promoting
them equally across all genders.
2.5 Promoting Work-Life Balance and Flexible Work Arrangements
Objective: Create a supportive environment for work-life balance for employees of all genders.
Targets:
>> Provide flexible working arrangements for 100% of employees within one year.
>> Encourage equal uptake of parental leave by all genders.
Actions:
>> Implement and communicate clear policies regarding flexible working hours, remote work,
and parental leave.
>> Provide incentives and programs aimed at reducing the gender stereotypes associated with
caregiving roles, such as targeted awareness campaigns and leadership role models.
>> Promote the equal take-up of parental leave by both men and women.
- Monitoring and Evaluation
3.1 Data Collection and Analysis
>> Regularly collect and analyze data on gender representation, pay gaps, recruitment
processes, training participation, and employee satisfaction.
>> Use gender-disaggregated data to assess the effectiveness of GEP initiatives and identify
areas for improvement.
3.2 Progress Reporting
>> Provide an annual report on gender equality progress to the management team and
stakeholders.
>> Make GEP progress transparent by sharing key metrics with all employees and external
stakeholders.
3.3 Adjustments and Continuous Improvement
>> Based on the data and feedback collected, adjust the GEP as needed to improve its
effectiveness.
>> Conduct regular reviews of all policies and practices to ensure they remain aligned with the
European Commission’s guidelines and evolving best practices in gender equality. - Communication and Awareness
4.1 Internal Communication
>> Regularly update employees on the progress and achievements of the plan.
4.2 External Communication
>> Promote the organization’s commitment to gender equality through public-facing platforms,
including the company website and social media channels.
>> Partner with external organizations, networks, and initiatives that focus on advancing gender
equality in the workplace. - Conclusion
The Gender Equality Plan (GEP) for ambimass is designed to drive meaningful and measurable change
across the organization. Through a commitment to achieving gender balance, ensuring equal
opportunities, addressing pay gaps, and fostering a respectful and inclusive work environment, we
aim to comply with the European Commission’s directives and contribute to the advancement of
gender equality in the workplace.
This plan will be reviewed and updated regularly, ensuring it remains relevant and responsive to the
needs of our employees and in alignment with European policies and best practices.
Tamás Karancsi
CEO
Roland Szand
Director of R&D