Gender Equality Plan
LOW Associates is fully committed to fostering an inclusive, diverse, and gender-equal work environment. As a communications and project management agency working extensively on European Union (EU) projects, we recognise our responsibility to reflect the EU’s core values of equality and non-discrimination. This Gender Equality Plan formalises our commitment, outlines concrete objectives, and complies with Horizon Europe’s mandatory GEP requirements.
2.1. Compliance with Belgian Law
Belgium has robust national legislation promoting gender equality in employment and the workplace. LOW Associates adheres to:
Law of 10 May 2007 on combating discrimination between women and men;
Royal Decree of 24 April 2014 on gender-neutral job classification;
Labour Code obligations concerning equal pay, recruitment practices, parental leave, and protection against harassment.
2.2. Alignment with EU Directives
Directive 2006/54/EC on equal opportunities and equal treatment of men and women in matters of employment and occupation.
EU Strategy for Gender Equality 2020–2025.
Legal and Strategic Framework
3.1. Public Document
This Gender Equality Plan is a publicly available document. It will be published on the LOW Associates website and intranet, and regularly communicated internally.
3.2. Dedicated Resources
A GEP Coordinator has been appointed from the HR and Management team.
Time and budget are allocated annually for the implementation, monitoring, and training associated with the GEP.
3.3. Data Collection and Monitoring
We collect disaggregated data on:
Staff composition by gender and role.
Recruitment, promotions, parental leave, training participation.
These statistics are reviewed annually and presented in a confidential internal report.
3.4. Training and Capacity Building
Mandatory training modules are scheduled annually:
Inclusive recruitment;
Unconscious bias;
Gender-sensitive communication .
Structural Requirements
4.1. Work-Life Balance and Organisational Culture
Goal: Foster a flexible, respectful, and inclusive workplace.
Promote hybrid working and flexible hours.
Encourage uptake of parental leave by all genders.
Celebrate gender-awareness days and organise internal workshops.
4.2. Gender Balance in Leadership and Decision-Making
Goal: Achieve gender balance in management and project leadership roles.
Set a 40/60 gender balance target in senior roles by 2026.
Ensure balanced representation in project steering committees.
4.3. Gender Equality in Recruitment and Career Progression
Goal: Ensure unbiased access to roles, promotions, and development.
Gender-neutral job descriptions and advertisements.
Minimum one female and one male candidate shortlisted for all roles (where possible).
Mentorship programme supporting underrepresented genders in leadership pathways.
4.4. Integration of the Gender Dimension into Content
Goal: Reflect gender-aware perspectives in project design and outputs.
Communications, campaigns, and research produced by LOW will integrate gender-aware language and imagery.
Specific attention to the gender dimension in social research and evaluation projects.
4.5. Measures Against Gender-Based Violence, Including Sexual Harassment
Goal: Create a zero-tolerance workplace for any form of harassment.
Appoint internal confidential contact points.
Provide clear, confidential reporting mechanisms.
Establish investigation and response protocols.
Key Thematic Areas
and Objectives
5.1. GEP Working Group
An internal task force, including representatives from HR, Management, and Project Teams,
will meet twice a year to:
Review implementation
Propose improvements
Monitor indicators
5.2. Annual Review and Updates
The GEP will be reviewed every year based on:
Internal feedback
Legal updates
Progress on KPIs
Revised versions will be documented and archived on the intranet and shared via internal communications.
Governance and Review Mechanism
For questions or feedback regarding the Gender Equality Plan, please contact: GEP Coordinator
Email: info@loweurope.eu