Gender Equality Plan (GEP) for Vacara AB
Date: 15th May 2025
Introduction
Vacara AB is committed to fostering an inclusive and equitable workplace where all employees, regardless of gender, have equal opportunities to thrive. As a small enterprise, we recognize the importance of diversity, fair opportunities, and work-life balance, ensuring that every team member feels valued and supported. The employees shall not cause or contribute in any way to discrimination, harassment or offensive treatment, whether it is based on a person’s gender, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age. The same applies to bullying or other victimization regardless of cause.
Implementation
Publication
This GEP is a formal document, published on our company website and endorsed by top management.
Dedicated Resources
Due to the size of the company team, gender equality efforts will be integrated into existing leadership responsibilities rather than separate dedicated roles. The CEO and CSO will oversee gender-related initiatives, ensuring implementation.
Data Collection & Monitoring
We will track gender-disaggregated data regarding recruitment, career progression, and leadership roles. This data will be reviewed annually to assess gender balance and inclusion efforts.
Training & Awareness
Employees and leadership will engage in regular discussions on gender equality in the workplace. We encourage participation in external workshops related to gender biases and inclusion.
Concrete Measures
Work-Life Balance & Organizational Culture
Implement flexible working hours and remote work options when possible. Encourage a supportive work environment, where family responsibilities and career aspirations are balanced. Promote transparent communication, ensuring an inclusive workplace culture.
Gender Balance in Leadership & Decision-Making
Actions are taken to maintain a fair recruitment process that supports gender diversity, to ensure equal opportunities for leadership development and decision-making roles, and to involve all team members in strategic discussions, valuing diverse perspectives.
Gender Equality in Recruitment & Career Progression
We are committed to use inclusive language in job postings and recruitment processes, to ensure equal access to professional development opportunities, regardless of gender, and to evaluate promotion and career advancement based on merit and skill, avoiding unconscious gender bias.
Integration of Gender Dimension into Research & Innovation
We consider gender-specific impacts in research related to autoimmune diagnostics and therapeutics. In addition, we encourage inclusivity when designing clinical studies and diagnostic applications and collaborate with external partners to ensure gender-balanced representation in scientific projects.
Measures Against Gender-Based Violence & Sexual Harassment
We implement clear policies for addressing gender-based discrimination and harassment. We are committed to provide a confidential reporting system to ensure concerns can be raised safely and promote zero tolerance for gender-based misconduct, reinforcing a respectful workplace.
Monitoring & Evaluation
Monitoring and evaluation are carried out by conducting an annual review to assess gender representation and workplace inclusivity, and by encouraging team feedback to refine policies and enhance workplace diversity.
Accountability & Implementation
Implementation is led by CEO and CSO, ensuring integration into Vacara’s organizational strategy. Regular staff discussions are held to maintain awareness and inclusivity in decision-making.
Conclusion
As a small but innovative enterprise, Vacara AB is committed to promoting gender equality in our workplace, scientific research, and industry collaborations. We recognize the importance of inclusivity and will continue refining our practices to ensure a balanced, fair, and welcoming professional environment.
Signed on 16th May 2025 by
Rikard Holmdahl, CEO
Vacara AB