Gender Equality Plan

Advancing gender equality at EveCom through transparent goals and accountable action.

Gender Equality Plan (GEP)

EveCom Ltd.

Approved by: Charles Ellingsen, Co-Founder & CEO
Date: 20.08.2026

1. Commitment Statement

EveCom believes that balanced, inclusive teams fuel better ideas and stronger products. We therefore commit to advancing gender equality across every layer of the company and to meeting — or exceeding — the standards set by EU and Maltese legislation (Directive 2006/54/EC, Gender Equality Act CAP 456).

2. Scope

This plan covers all staff (permanent, temporary, contract) and applies to recruitment, pay, promotion, training, work-life balance, safety and decision-making.

3. Governance & Resources

• Executive Sponsor: Charles (CEO) • GEP Lead: HR Manager (reports quarterly to the Board) • Budget: €10 000 per year for data audits, training and outreach • Review cycle: Annual public report plus mid-year progress check

4. Baseline & Targets (2026 numbers → 2028 goals)

Area	Current	Target
Women in total workforce	46 %	45 %
Women in management	50 %	50 %
Gender pay gap	11 %	≤ 3 %
Exit interviews citing bias	0 %	< 2 %

5. Action Plan

Recruitment & Hiring

• Use gender-neutral language in 100 % of job ads (Q1 2027). • Ensure every short-list ≥ 40 % women; advertise on women-in-tech boards. • Train all interviewers in unconscious-bias mitigation (Q2 2027).

Career Development & Promotion

• Launch mentoring program pairing women with senior leaders (Q3 2027). • Guarantee at least one woman on every promotion panel (immediate). • Allocate €2 000 p.p./year for leadership training aimed at under-represented genders.

Pay Equity

• Conduct annual salary audits; close any gaps > 3 % within one quarter. • Publish anonymised pay-band report internally each April.

Work–Life Balance

• Offer 16 weeks fully paid parental leave, regardless of gender (Q4 2026). • Permit remote work up to 3 days/week and flexible hours for caregiving.

Safe & Inclusive Workplace

• Zero-tolerance anti-harassment policy; external whistle-blowing line active now. • Quarterly climate surveys tracking inclusion sentiment.

Visibility & Culture

• Feature diverse spokespeople at industry events and on our website. • Celebrate International Women’s Day with company-wide workshops.

Monitoring & Reporting

• KPIs tracked monthly in HR dashboard. • Progress summary posted on evecom.io/about/gep every January. • Plan updated when targets are met or legislation evolves.

Accountability

Non-compliance with this GEP will factor into managerial performance reviews. Serious breaches of the anti-harassment or equal-pay provisions will trigger disciplinary action up to dismissal. Signed on behalf of EveCom Ltd.