Protonera Gender Equality Plan

Publication Date: 16 November 15, 2025

Approved and Signed by: Jack Chengzhi Guo, CEO

Introduction

At Protonera, we believe that gender equality is fundamental to achieving excellence in education, research, and organizational development. We are committed to creating an inclusive, respectful, and supportive environment where all staff, researchers, and students can thrive, regardless of gender or background.

This Gender Equality Plan (GEP) represents our institution’s formal commitment to promoting gender equality in line with European and international standards. It is embedded in our organizational culture, reinforced by dedicated resources, and subject to annual monitoring and reporting.

1. Dedicated Resources

A Gender Equality Officer has been appointed to oversee the implementation of this plan, supported by a Gender Equality Committee that includes representatives from staff, researchers, and students.
Adequate financial and administrative resources will be allocated annually to ensure the sustainability of GEP initiatives.
External gender expertise may be engaged when necessary to strengthen capacity-building and program evaluation.

2. Data Collection and Monitoring

Protonera will systematically collect and analyze sex- and gender-disaggregated data on staff, students, recruitment, promotions, and leadership representation.
Progress will be measured against key performance indicators (KPIs) defined in this plan.
An annual Gender Equality Report will be published on our website, ensuring transparency and accountability.

3. Training and Awareness

All staff, faculty, and decision-makers will receive training on gender equality and unconscious bias to foster fair and inclusive practices.

Regular awareness campaigns will be organized to promote inclusive behaviors and challenge stereotypes.
Specialized training will be provided for managers, HR personnel, and selection committees to ensure equitable recruitment and career progression.

4. Focus Areas and Measures

A) Work-Life Balance and Organizational Culture

Implement flexible working arrangements (remote work, flexible hours) to support work-life balance.
Ensure parental leave policies are equally accessible to all genders.
Promote an inclusive culture through communication campaigns and recognition of diversity values.

B) Gender Balance in Leadership and Decision-Making

Establish targets to increase female representation in leadership and decision-making bodies.
Introduce mentoring and leadership development programs for underrepresented genders.
Ensure balanced participation in committees and boards.

C) Gender Equality in Recruitment and Career Progression

Ensure gender-neutral language and imagery in job postings.
Require gender-balanced recruitment panels and shortlists.
Track promotion rates by gender and address disparities through career development initiatives.

D) Integration of Gender Dimension into Research and Teaching

Promote inclusion of sex/gender analysis in research methodologies and proposals.
Encourage curriculum reviews to integrate gender perspectives where relevant.
Provide training and resources for researchers and educators on inclusive research and teaching practices.

E) Measures Against Gender-Based Violence and Harassment

Establish a zero-tolerance policy against gender-based violence, including sexual harassment.
Set up a confidential reporting and support mechanism for victims.
Conduct regular training on prevention, intervention, and support services.

5. Monitoring and Reporting

The GEP will be reviewed annually by the Gender Equality Committee.
Adjustments and new measures will be introduced as necessary to achieve long-term goals.

Conclusion

This Gender Equality Plan underscores Protonera’s commitment to fostering a fair, inclusive, and safe environment for all members of our community. Through concrete actions, accountability, and leadership commitment, we aim to achieve sustainable change and set a benchmark for gender equality in our field.