Purpose:
The Gender Equality Plan (GEP) for Storks Inc. aims to foster a diverse and inclusive work environment, with a particular focus on increasing gender diversity in engineering and coding roles. We are committed to promoting equality in every aspect of our operations and providing equal opportunities for all employees. This plan applies to all employees at Storks Inc, with particular emphasis on recruitment, career development, mentorship, and the tracking of gender equality metrics.
Leadership Commitment:
Stork Inc’s CEO, Rima Tshakatyan, who is a passionate advocate for gender equality, is committed to making the company a leader in promoting gender balance, especially in technical roles. Storks Inc. will lead by example to create a supportive, inclusive culture for all genders. We believe that diverse teams lead to better outcomes. Our commitment to gender equality includes removing barriers to entry for underrepresented groups in technical fields and ensuring that all employees have equal opportunities for career advancement.
Key Objectives
- Objective 1: Increase gender diversity in engineering and coding roles at Storks Inc..
- Objective 2: Expand mentorship opportunities to support gender equality in technical careers.
- Objective 3: Implement a structured approach to track diversity metrics and measure progress.
- Objective 4: Promote gender awareness through training and internal discussions.
- Objective 5: Build a transparent and inclusive workplace culture.
Actions and Measures
- Expand outreach to female and underrepresented gender groups in tech communities through job boards, events, and partnerships with organizations that promote women in tech.
- Develop gender-neutral job descriptions to ensure inclusivity.
- Ensure a diverse hiring panel for technical roles to reduce unconscious bias.
- Track the gender balance of applicants, interviewees, and hires for engineering and coding positions.
- Set specific recruitment targets for increasing gender diversity in technical roles (e.g., aim for 30% of applicants being women or non-binary for tech positions).
- Expand the existing mentorship program to pair women or underrepresented genders with senior engineers or technical leaders within the company.
- Offer leadership development programs focused on skills necessary to advance to senior technical roles.
- Track the participation rate of women and underrepresented genders in mentorship programs and leadership development.
- Monitor career progression of mentees, with a focus on promotions and technical role advancements.
Timeline and Review
Short-Term Goals (0-6 months):
- Expand mentorship programs with a focus on gender diversity in technical roles.
- Implement gender-neutral job descriptions and diverse hiring panels.
- Begin tracking gender representation in technical roles.
Medium-Term Goals (6-12 months):
- Conduct the first gender pay audit and make necessary adjustments.
- Launch quarterly gender equality training sessions.
- Implement a formal system for tracking diversity metrics across all stages of recruitment and career progression.
Long-Term Goals (12+ months):
- Achieve a measurable increase in gender diversity in engineering and technical roles.
- Ensure a fully inclusive, transparent workplace culture where employees of all genders thrive.
Accountability
Appoint a Gender Equality Officer or create a diversity committee responsible for implementing and tracking progress on the GEP.
Hold quarterly reviews with senior leadership to assess progress on gender diversity goals and make necessary adjustments to the plan.
Communication and Transparency
Regularly share progress on the Gender Equality Plan with employees through internal newsletters or company-wide meetings.
Celebrate wins, such as promotions or new hires from underrepresented gender groups, to reinforce the company’s commitment to gender diversity.
CEO:
Rima Tshakatyan