Introduction
The Gender Equality Plan defines our commitment and framework as an organization to fostering a gender inclusive, respectful, and equitable working and learning environment for our staff. We aim to eliminate gender-based disparities and ensure equal opportunities for all genders across our organization.
Objectives
- Promote gender equality across all organizational levels and functions.
- Raise awareness of gender biases and discrimination.
- Ensure equitable recruitment, progression, and leadership representation.
- Foster a supportive work-life balance and inclusive organizational culture.
- Address and prevent all forms of gender-based violence and harassment.
- Integrate the gender dimension into research and teaching content.
Accountability and Continuous Improvement
Gender equality in the organization is the responsibility of all staff, managers and leadership at Wragby Business Solutions and Technologies limited: however, all policies, processes and initiatives will be developed and championed by the Human Resources Department.
The management of Wragby Business Solutions and Technologies limited is committed to fostering a culture of transparency, accountability, and continuous learning in implementing gender equality policies and processes.
Awareness and Training
- Gender Equality and Unconscious Bias Training
- Mandatory training on gender equality and unconscious gender bias for all staff,
- including new hires.
- Specialized workshops for decision-makers and leadership teams to address
- systemic bias and foster inclusive decision-making.
- Annual refresher courses to ensure continuous learning and application.
2. Awareness Campaigns
- Launch internal campaigns highlighting the importance of gender equality.
- Share resources (e.g., newsletters, posters, webinars) that promote inclusive language, representation, and gender-sensitive practices.
Work-Life Balance and Organizational Culture
- Flexible Working Policies
- Promote flexible hours, part-time options, and remote work to accommodate varying needs.
- Encourage uptake of parental leave by all genders without stigma or career penalty.
2. Gender Inclusive Culture
- Develop and maintain a gender inclusive culture through employee focus group sessions, gender inclusive language in communications, and leadership accountability.
- Conduct regular employee satisfaction surveys relating to gender inclusion and work-life balance.
Gender Balance in Leadership and Decision-Making
- Gender Representation Targets
- Set measurable targets to improve gender balance in senior roles and decision-making bodies in the organization.
- Ensure all decision-making committees in the organization are gender inclusive.
2. Leadership Development
- Provide mentorship and leadership programs targeted at underrepresented genders in leadership roles.
- Monitor gender ratios in leadership development participation.
Gender Equality in Recruitment and Career Progression
- Recruitment
- Implement gender-sensitive job advertisements and using inclusive language.
- Gender-balanced hiring panels will be encouraged and standardized as an evaluation criteria.
- Track and report gender ratios in job applications, shortlists and company hires.
2. Career Progression
- Review and monitor promotion processes to eliminate gender bias.
- Encourage equal access to training, development, and advancement opportunities.
Integration of Gender Dimension into Research and Training
- Training Content (Internship Programs and Learning management system)
- Provide training content as part of the curriculum for internal programs that explore gender sensitive issues in the workplace.
Measures Against Gender-Based Violence and Harassment
- Policies and Procedures
- Maintain and enforce a zero-tolerance policy on gender-based violence, including sexual harassment.
- Clearly outline reporting procedures, support structures and disciplinary actions to support gender-based violence and harassment policies.
Support Mechanisms within the organization
- Appoint trained advisors as first respondents in the organization for victims of harassment.
- Partner with experts to offer counselling and psychological support services within the organization.
- Regularly assess the organizational environment to detect and prevent risks of gender-based violence and harassment.
Monitoring and Evaluation
- Appoint a Gender Equality Officer or Committee to oversee implementation of policies.
- Conduct annual reviews with standardized metrics to evaluate the organization’s performance on gender equality KPIs.
- Publish an annual Gender Equality Report summarizing progress, challenges, and next steps as it affects the organization
Approved By:
Dr. Oluyomi Alarape
MD/CEO, Wragby Business Solutions & Technologies Limited
March, 2025.