1. Introduction and Statement of Commitment

Correlation Systems recognizes that gender equality is a fundamental value of the European Union and is essential for achieving excellence, creativity, and sustainability within our organization. We are committed to fostering an inclusive, respectful, and balanced work environment where all employees, regardless of gender identity, have equal opportunities to succeed, lead, and contribute.

This Gender Equality Plan (GEP) serves as our formal, public commitment to identifying and addressing gender biases and inequalities across our organizational structures and activities. This plan is fully endorsed by the top management of Correlation Systems and will be actively implemented from January 1st 2025.

Role	Name	Date
Managing Director	Erel Rosenberg	01/01/2025
Equality Lead	Clea Rozenblum	01/01/2025

To ensure compliance with the European Commission’s GEP eligibility criteria, Correlation Systems commits to the following four process-related building blocks:

 

2.1. Public Document and Official Endorsement 

This document is formally published on the Correlation Systems’ website, demonstrating our clear and transparent commitment to gender equality. It includes specific objectives, detailed actions, and defined measures. The plan will be communicated internally through email, slack channels to ensure all staff are aware of our commitments.

 

2.2. Dedicated Resources and Expertise

Correlation Systems commits to allocating dedicated financial and human resources to the design, implementation, and monitoring of this GEP.

Resource Type	Commitment/Action	Responsible Party
GEP Team/Office	Establishment of the Correlation Systems GEP Steering Committee to meet quaterly.	Erel Rosenberg
Human Resources	Allocation of 0.1 FTE per week for the GEP Coordinator role.	GEP Coordinator Clea Rozenblum
Budget	Allocation of an annual budget of 500 EUR for training and awareness activities.	Finance Department

 

2.3. Data Collection, Monitoring, and Reporting 

The GEP is evidence-based and informed by the systematic collection of sex and gender-disaggregated data across all staff categories (as of January 2025)

Data Indicator	Baseline Status (2025)	Reporting Cycle
Overall Gender Ratio (M:F:X)	M: 50%, F: 50%, X: 0%	Annual
Leadership Ratio (Top 3 tiers)	M: 50%, F: 50%, X: 0%	Annual

 

2.4. Training and Capacity Building 

Correlation Systems will implement ongoing awareness-raising and training actions aimed at developing gender competence across the organization.

Action	Target Group	Timeline
Unconscious Bias Training	All hiring managers and decision-makers.	Within 6 months of GEP launch, then biannually.
Harassment and Dignity at Work Workshop	All staff.	Annual mandatory training.
Gender-Sensitive Communication Workshop	All marketing and communication staff.	Once every 2 years.

 

3. Thematic Areas and Action Plan 

The following action plan addresses the five recommended thematic areas for GEP content, outlining our objectives and concrete measures for change:

 

3.1. Work-Life Balance and Organizational Culture

Objective: To create a flexible, supportive, and inclusive culture that respects personal and family responsibilities, ensuring equal opportunities for all staff.

Goal	Action/Measure	Target/KPI
Support for Parenthood	‘Return-to-Work’ mentorship program for staff returning from parental leave.	100% of staff returning from parental leave utilize the program.
Flexible Work	Establish and monitor flexible working hours and remote work options, ensuring no negative impact on career progression.	Reduction in reported work-life conflict scores in annual staff survey by 5%.
Inclusive Culture	Ensure all internal and external communication materials use gender-neutral and inclusive language and imagery.	Audit of key website and internal documents completed by June 2025. Completed

 

3.2. Gender Balance in Leadership and Decision-Making

Objective: To achieve a more equitable representation of all genders in leadership, managerial, and key decision-making positions.

Goal	Action/Measure	Target/KPI
Meeting Practices	Ensure all key committees (Board, Steering Groups) have a gender-balanced composition.	All formal decision-making bodies have a minimum 40:60 gender ratio (male/female/other) by June 2025. Completed

 

3.3. Gender Equality in Recruitment and Career Progression

Objective: To eliminate gender bias in recruitment, evaluation, and promotion procedures, ensuring transparent and fair career paths.

Goal	Action/Measure	Target/KPI
Recruitment Bias	Anonymous CV screening where feasible and ensure gender-balanced hiring panels for all positions.	Zero instances of non-compliant hiring panels.
Salary Equity	Conduct an annual internal pay review based on sex-disaggregated data to identify and rectify any unjustified gender pay gaps.	Full eradication of unexplained gender pay gap for equal or equivalent work by 31st December 2025.

 

3.4. Integration of the Gender Dimension into Core Business/R&I Content

Objective: To integrate gender and sex analysis into the development, delivery, and marketing of Correlation Systems’ products, services, or research.

Goal	Action/Measure	Target/KPI
Product Design/Service Delivery	Develop a checklist for project managers to ensure user requirements and market segmentation consider diverse gender needs and behaviors.	Checklist integrated into the standard project initiation phase for all new projects by June 2025. Completed

 

4. Monitoring, Evaluation, and Review

The Correlation Systems GEP Steering Committee will monitor the progress of the Action Plan against the set targets and KPIs (Key Performance Indicators) annually.

• A Mid-Term Review will be conducted in 2025 Q4 to evaluate the effectiveness of the initial measures and adjust resources or actions as necessary.

• This GEP will be updated and replaced with a new, three-year GEP, based on the findings of the final evaluation, ensuring the sustainability of gender equality efforts within Correlation Systems