Purpose
This Gender Equality Plan (GEP) sets out the Energy Policy Group’s (EPG) commitment to equality, diversity, and inclusion in the workplace. The objective is to ensure fair treatment, equal opportunities, and an organisational culture where all individuals can contribute fully regardless of gender, age, disability, ethnicity, religion or belief, sexual orientation, or other protected characteristics.
The plan aligns with the minimum structural requirements established by the European Commission for Gender Equality Plans, including publication, dedicated resources, data monitoring, and training.
This document is approved and signed by the organisation’s President and is published on the EPG website.
Governance
Institutional ownership of the GEP rests with the President and the Executive Director, who are responsible for ensuring organisational commitment to the principles and objectives outlined in this plan and for allocating the necessary attention and resources for its implementation.
Operational coordination of the GEP is carried out by the Organisational Development Manager, who acts as the internal coordinator of gender equality efforts. The Organisational Development Manager works closely with EPG’s HR consultant to ensure that equality considerations are integrated into recruitment practices, HR policies, staff development processes, and workplace conduct standards.
Strategic oversight of the plan is provided by the Planning Committee, EPG’s executive team composed of the President, Executive Director, heads of department, the Financial Manager, Communications Manager, and the Organisational Development Manager. The Planning Committee reviews progress, discusses organisational implications, and ensures that equality objectives remain aligned with EPG’s broader organisational strategy.
The Organisational Development Manager prepares periodic internal updates on the implementation of the GEP. Progress and relevant organisational data are reviewed by the Planning Committee, which may recommend adjustments or additional measures where necessary. The GEP is reviewed at least annually to assess its effectiveness and to identify areas where further action may be required.
Commitment to equality and non-discrimination
EPG is committed to providing equality and fairness to all those in our employment. The organisation will not provide less favourable facilities or treatment on the grounds of age, disability, gender and gender reassignment, marital or civil partnership status, pregnancy and maternity, race, ethnic origin, nationality, religion or belief, or sexual orientation.
All employees will be treated fairly and with respect. Decisions regarding recruitment, promotion, training, compensation, and professional opportunities are based on aptitude, merit, and organisational needs.
EPG firmly opposes all forms of unlawful discrimination, intimidation, bullying, and harassment.
Dedicated resources
Operational implementation of this plan is coordinated by the Organisational Development Manager, in collaboration with EPG’s external HR consultant, and under the oversight of the Planning Committee. Gender equality considerations are integrated into HR policies, recruitment procedures, internal governance processes, and staff development initiatives.
Where relevant, external expertise may be consulted to support organisational development, training, and policy implementation related to equality and diversity.
Data collection and monitoring
EPG commits to monitoring gender equality within the organisation through regular data collection and internal review.
Where feasible and proportionate to the organisation’s size, EPG will collect and review gender-disaggregated information on:
- Staff composition by gender;
- Leadership and management roles;
- Recruitment outcomes;
- Professional development opportunities.
This information supports the annual internal review of the GEP and helps guide improvements in organisational practices.
Where feasible and proportionate to the organisation’s size, EPG will establish baseline values for these indicators and track developments over time as part of the annual internal review of the GEP. Indicators are reviewed with attention to organisational size and staff privacy considerations.
Training and awareness
EPG promotes awareness of equality, diversity, and inclusion across the organisation. Staff may receive training or awareness sessions related to:
- Equality and diversity principles;
- Unconscious bias;
- Respectful workplace behaviour.
These initiatives aim to support a working environment based on dignity, fairness, and professional respect.
Priority areas for action
Work-life balance and organisational culture
EPG aims to maintain a supportive working environment that recognises diverse personal circumstances and encourages work-life balance where operationally feasible. Flexible arrangements may be considered where compatible with organisational needs.
Gender balance in leadership and decision-making
EPG supports balanced participation in leadership and decision-making structures. The organisation promotes transparent internal processes and encourages equal participation in professional opportunities.
Equality in recruitment and career progression
Recruitment procedures aim to ensure equal opportunity and fair evaluation of candidates. Selection is based on merit, competence, and organisational needs, with attention to avoiding bias in hiring processes.
Integration of gender perspectives in research and policy work
As a think-tank, EPG recognises the importance of considering gender-related dimensions where relevant in research topics, policy analysis, and stakeholder engagement.
Prevention of harassment and gender-based violence
EPG maintains a zero-tolerance approach to harassment, intimidation, and bullying. Staff are encouraged to raise concerns if they experience or witness inappropriate behaviour so that the organisation can respond appropriately.
Key Indicators
To support monitoring of gender equality within the organisation, EPG will review a small set of internal indicators on a periodic basis. These indicators are proportionate to the organisation’s size and are intended to support reflection and continuous improvement. They may include:
- gender distribution across the organisation;
- gender representation in leadership and management roles;
- gender balance in recruitment outcomes;
- participation in professional development and training opportunities;
- reported workplace conduct or harassment concerns and their resolution.
Implementation roadmap
Implementation of this plan will be gradual and integrated into existing organisational processes. In the first phase, EPG will ensure that the GEP is communicated internally and that responsibilities for implementation are clearly understood. Subsequent steps may include introducing relevant awareness training, integrating equality considerations into recruitment and HR practices, and strengthening internal monitoring of gender-related indicators.
Reporting and transparency
An annual internal review of the indicators and implementation actions is prepared by the Organisational Development Manager and reviewed by the Planning Committee. This process supports transparency, organisational learning, and alignment with the monitoring expectations associated with European research funding frameworks.