Gender Equality Plan 2026–2028 (V2)

Venture CO Group · 2026–2028 cycle · Last updated: July 2026

Last updated: July 2026

1. Introduction and Commitment

Venture CO Group is committed to fostering a working environment in which all people — regardless of gender — enjoy equal opportunities, equal treatment, and equal respect. This Gender Equality Plan (GEP) is our second-cycle plan, covering the period 2026–2028, and builds on the foundations laid by our first plan (2024–2025).

This document is a public, formal commitment of Venture CO Group. It has been reviewed and signed by our Chief Executive Officer, is published on our website, and is supported by dedicated resources for its implementation. It is designed to satisfy the eligibility requirements for Gender Equality Plans under the Horizon Europe framework programme and is aligned with the EU’s gender equality framework as it continues to evolve beyond 2025.

The plan applies to all employees, contractors, and management of Venture CO Group across all locations in which we operate.

2. Progress Review: The 2024–2025 Cycle

Our first Gender Equality Plan focused on establishing the structures, policies, and habits needed for lasting change. Over that cycle we achieved meaningful qualitative progress:

• Policies formalized. Equal opportunity, anti-discrimination, and anti-harassment principles — previously applied informally — were codified into written policies, communicated to all staff, and embedded in our onboarding process.
• Flexible work implemented. Flexible working hours and hybrid/remote arrangements were introduced as a standard option rather than an exception, supporting employees with caring responsibilities and improving work-life balance across the organization.
• Pay review process established. A structured, criteria-based pay review process was put in place, creating a consistent basis for compensation decisions and enabling gender-disaggregated review of pay outcomes going forward.
• Awareness raised. Gender equality and unconscious bias were introduced as recurring topics in internal communication and management discussions.

These outcomes shift the emphasis of the current plan from establishing structures to maturing and measuring them.

3. Governance, Resources, and Accountability

• Executive sponsorship: The CEO is the ultimate sponsor of this plan and signs it on behalf of Venture CO Group.
• GEP coordinator: A designated member of management is responsible for coordinating implementation, monitoring progress, and reporting to leadership at least twice a year.
• Dedicated resources: Venture CO Group allocates dedicated human resources (coordinator time, management attention) and an operational budget line for training, data collection, and related activities.
• Employee voice: Employees are consulted on gender equality matters through regular feedback channels, and concerns can be raised confidentially at any time.

4. Data Collection and Monitoring

Consistent with Horizon Europe requirements, we collect and review sex/gender-disaggregated data on our workforce annually, including:

• Headcount by gender, role category, and seniority;
• Gender distribution in recruitment pipelines (applications, interviews, offers);
• Participation in training and development opportunities;
• Uptake of flexible working and family-related leave;
• Pay outcomes, reviewed through our established pay review process.

Given the size of our organization, data is handled with care to protect individual privacy: results are reviewed in aggregate, reported qualitatively where numbers are too small to be meaningful, and processed in line with our Privacy Policy.

Findings are reported to leadership annually and inform adjustments to the action plan in Appendix A.

5. Objectives for 2026–2028

Objective 1: Equal pay and transparent progression

Consolidate the pay review process established in the first cycle into a routine annual exercise, with gender-disaggregated analysis of outcomes and documented, criteria-based decisions on pay and promotion. Prepare for the transparency expectations arising from the EU Pay Transparency Directive as it is transposed in the jurisdictions where we operate.

Objective 2: Work-life balance and organizational culture

Maintain and refine flexible working arrangements as a permanent feature of how we work; ensure family-related leave is equally accessible and visibly supported for all genders; and keep workload and meeting practices compatible with caring responsibilities.

Objective 3: Gender balance in leadership and decision-making

Ensure that development opportunities, stretch assignments, and leadership pathways are equally visible and accessible to all genders, and that project and client-facing leadership roles reflect the diversity of our team.

Objective 4: Gender equality in recruitment and career development

Apply structured, bias-aware recruitment practices: inclusive job advertisements, diverse candidate consideration, structured interviews, and criteria-based selection decisions.

Objective 5: Prevention of gender-based violence, harassment, and discrimination

Maintain a zero-tolerance approach, supported by clear reporting channels, confidential handling, protection against retaliation, and prompt, documented follow-up of any concern raised.

Objective 6: Integrating the gender dimension into our work

Where relevant to our projects and research or innovation activities, consider gender and diversity dimensions in project design, analysis, and communication.

6. Training and Awareness-Raising

• All employees and managers receive training on gender equality, unconscious bias, and the prevention of harassment, with refresher sessions during the plan period.
• Managers receive additional guidance on inclusive leadership, fair evaluation, and handling concerns raised by team members.
• Gender equality remains a standing topic in internal communications and onboarding.

7. Communication and Publication

This plan is published on our website and communicated internally to all staff. Progress updates are shared internally at least annually. The plan and its appendices are living documents: they are reviewed annually and updated when circumstances or obligations change.

Appendix A: Action Plan 2026–2028

A.1 Equal pay and progression

A.2 Work-life balance and culture

A.3 Leadership and decision-making

A.4 Recruitment and career development

A.5 Prevention of harassment and discrimination

A.6 Gender dimension in projects

Appendix B: Monitoring Metrics

The following indicators are reviewed annually and reported qualitatively where small numbers would risk identifying individuals:

• Gender distribution of headcount, by role category and seniority;
• Gender distribution of recruitment pipeline stages;
• Completion rates of gender equality and anti-harassment training;
• Uptake of flexible work and family-related leave, by gender;
• Outcomes of the annual pay review;
• Number and resolution of reported concerns (in aggregate, respecting confidentiality).

Appendix C: Timeline Overview

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Signed on behalf of Venture CO Group by the Chief Executive Officer.

Venture CO Group 1036 Budapest, Pacsirtamező utca 65. VI. em. 4., Hungary
Email: contact@ventureco.group
Contact page: https://ventureco.group/enquiry/