Gender Equality Plan
Measurable objectives, concrete actions and a monitoring mechanism for substantive gender equality — in how the company works and in the projects we design and deliver.
This page is an English version of the plan. The signed Greek document is the official text.
1. Purpose and scope
TILEMATIKI ICT provides information and communication technology solutions to the public and private sectors, and designs and delivers research and innovation projects funded by the European Union. The sector shows a structural under-representation of women in technical roles, which the company treats as a matter of quality, competitiveness and access to talent.
This plan sets measurable objectives, concrete actions, responsibilities, resources and a monitoring mechanism. It covers the company’s internal operations and the content of the projects it designs and delivers.
2. Legal and policy framework
- Greek Law 4604/2019 on substantive gender equality and the prevention of gender-based violence.
- Greek Law 4808/2021 on the protection of work — ratifying ILO Convention 190 on violence and harassment and transposing Directive (EU) 2019/1158 on work–life balance.
- Directive (EU) 2023/970 on pay transparency and the principle of equal pay, and its national transposition.
- The EU Gender Equality Strategy and the European Commission’s guidance on Gender Equality Plans under Horizon Europe.
- The company’s integrated management system under ISO 9001, ISO 14001, ISO 22301, ISO/IEC 27001 and ISO/IEC 27701 (certified by RiG Cert), into which monitoring of the plan is integrated.
3. Current situation
The baseline uses the August 2026 payroll. Women make up 43% of staff, well above the sector average: in the European Union roughly one in five ICT specialists is a woman.
The main weakness lies in management positions, currently held only by men, and in the IT, Sales and Technical functions. No pay gap is found within the same job category; the overall gap reflects how roles are distributed and is addressed through Areas A and C.
Because the company is small, a change involving one person shifts percentages considerably. Indicators are therefore tracked in both absolute numbers and percentages, part-time pay is compared on an hourly basis, and published figures are aggregated so that no individual can be identified.
4. Mandatory process requirements
The plan meets the four mandatory process requirements set by the European Commission for Gender Equality Plans.
5. Areas, objectives and actions
Actions are organised in the five thematic areas recommended by the European Commission. Timelines run from the date the plan is approved.
AGender equality in recruitment and career progression
Objective. More women in the IT, Technical and Sales functions and equal access to career progression.
- A1
Gender-neutral job descriptions and vacancy notices with an explicit equal-opportunities statement
- Owner
- Human Resources
- Timing
- By month 3, ongoing
- Indicator
- Share of notices meeting the criterion
- A2
Shortlists including both sexes where applications allow, and mixed interview panels where feasible
- Owner
- Management
- Timing
- Ongoing
- Indicator
- Share of processes with a mixed shortlist
- A3
Written, objective criteria for appraisal, promotion and pay, shared with all staff
- Owner
- Management
- Timing
- By month 6
- Indicator
- Criteria in force
- A4
Internships for women students of technical schools in cooperation with Thessaloniki’s universities
- Owner
- Management
- Timing
- From month 12, annually
- Indicator
- Number of internships
- A5
Mentoring programme for staff with potential to take on management roles
- Owner
- Gender Equality Officer
- Timing
- By month 9
- Indicator
- Number of participants
- A6
Pay review by job category (equal work or work of equal value), documenting differences and correcting them where needed
- Owner
- Management
- Timing
- By month 6, annually
- Indicator
- Gap per category
BWork–life balance and organisational culture
Objective. Help all staff combine work and family responsibilities without any effect on their career.
- B1
Flexible working policy (flexible hours, telework) with clear criteria, available regardless of sex
- Owner
- Management
- Timing
- By month 3
- Indicator
- Requests and approvals by sex
- B2
Information on maternity, paternity, parental and carer’s leave; encouraging fathers to take leave and considering paternity leave beyond the legal minimum
- Owner
- Human Resources
- Timing
- By month 6
- Indicator
- Leave uptake by sex
- B3
Return-to-work procedure after long leave, with information, phased return and protected career progression
- Owner
- Management
- Timing
- By month 6
- Indicator
- Procedure in force
- B4
Internal meetings scheduled within core working hours
- Owner
- All managers
- Timing
- Immediately
- Indicator
- Rule observed
CGender balance in leadership and decision-making
Objective. A woman in a management position and more women in coordination and representation roles.
- C1
Appointment of a woman to a management position (head of function or project), with corresponding pay grade
- Owner
- Legal Representative
- Timing
- By month 12
- Indicator
- Women in management positions
- C2
Gender-balanced project teams, proposal-writing teams and evaluation committees
- Owner
- Project leads
- Timing
- Ongoing
- Indicator
- Share of mixed teams
- C3
Project and work-package coordination roles in European projects assigned to women
- Owner
- Management
- Timing
- By month 12
- Indicator
- Number of coordination roles
- C4
Balanced representation of the company at events, conferences and meetings with stakeholders
- Owner
- Management
- Timing
- Ongoing
- Indicator
- Share of women speakers
DIntegrating the gender dimension into research and innovation content
Objective. Gender and inclusion built into the design of the company’s digital solutions and research proposals.
- D1
Gender and inclusion analysis in the design of proposals and projects (EU programmes, smart cities, public-sector digital transformation)
- Owner
- Project leads
- Timing
- Ongoing
- Indicator
- Share of proposals with such a section
- D2
Collection and analysis of user data by sex where justified, in compliance with the GDPR and ISO/IEC 27701
- Owner
- Project leads
- Timing
- Ongoing
- Indicator
- Projects with disaggregated data
- D3
Testing AI solutions and algorithms for gender bias before delivery
- Owner
- Project leads
- Timing
- By month 12
- Indicator
- Share of solutions tested
- D4
Universal design and digital accessibility principles in delivered services
- Owner
- Project leads
- Timing
- Ongoing
- Indicator
- Share of projects with accessibility testing
EMeasures against gender-based violence, training and awareness
Objective. A workplace free of discrimination, violence and harassment, with a culture of respect at every level.
- E1
Written policy on preventing and handling violence and harassment under Law 4808/2021, with a contact person, complaint and investigation procedure, confidentiality and protection from retaliation
- Owner
- Management
- Timing
- By month 3
- Indicator
- Policy in force and communicated
- E2
Annual training for all staff on equality, unconscious bias and harassment
- Owner
- Gender Equality Officer
- Timing
- Annually
- Indicator
- Participation rate
- E3
Specialised training for management and everyone involved in recruitment and appraisal
- Owner
- Gender Equality Officer
- Timing
- By month 6
- Indicator
- Participation rate
- E4
Highlighting the achievements of women staff in internal and external communication
- Owner
- Management
- Timing
- Ongoing
- Indicator
- Number of features
6. Governance, responsibilities and resources
- Management. Approves the plan, allocates resources, reviews the annual progress report and decides corrective action.
- Gender Equality Officer. Appointed by management with allocated working time. Coordinates implementation, data collection and the annual report.
- Gender Equality Team. Three gender-balanced members from different functions. Meets quarterly and makes recommendations to management.
- Financial resources. An annual budget line for training, mentoring and awareness activities.
- Management-system integration. Objectives are part of the integrated management system; indicators are examined in the annual management review and implementation is checked in internal audits.
7. Monitoring and evaluation
Sex-disaggregated data are collected annually on staff, management positions, functions, recruitment (applications, shortlists, hires), promotions, pay by job category, training, use of leave and flexible arrangements, and the number of complaints. Data are kept under ISO/IEC 27701 and published only in aggregate form.
| Key indicator | Baseline | Three-year target |
|---|---|---|
| Share of women among all staff | 43% | Maintain at least 40% |
| Women in IT, Technical and Sales functions | Being recorded | Increase by at least one position |
| Women in management positions | 0 of 2 | At least 1 |
| Pay gap for equal work | None found | Keep below 5% |
| Overall pay gap (full-time) | Monitored internally | Gradual reduction |
| Gender-neutral vacancy notices | New indicator | 100% |
| Participation in annual training | New indicator | 100% |
| Mixed project teams | New indicator | At least 80% |
| Proposals with gender analysis | New indicator | 100% where required |
The Gender Equality Officer prepares an annual progress report for management, assessing each action and proposing adjustments. A summary is shared with staff. At the end of the three-year period the plan is evaluated as a whole and revised.
8. Management commitment
The management of TILEMATIKI ICT approves this plan, commits the human and financial resources needed to implement it and will be accountable for its progress. Gender equality is a principle of the company’s governance and applies at every level of its operations and in every project it undertakes.
Georgios KalandreasLegal Representative, TILEMATIKI ICT
Pylaia, Thessaloniki