Gender Equality Plan
Equality, Diversity and Non-Discrimination in Research and Education
1. Purpose and values
ACRE is committed to the advancement and sharing of knowledge, honesty, integrity and scientific excellence. These commitments require a working environment in which every person is treated with equal dignity and respect, has fair access to opportunity and can contribute without discrimination or harassment.
ACRE values diversity in background, experience, gender and perspective. People shaped by different cultures, social environments, disciplines and life histories ask different questions and challenge different assumptions. When combined with open discussion, methodological rigour and mutual respect, this diversity strengthens personal development, scientific creativity, critical scrutiny and the quality and relevance of research and education.
Scientific excellence and equality are mutually reinforcing. Collaboration, recognition and selection at ACRE are based on transparent, role-relevant criteria, competence, contribution and integrity. ACRE does not require uniformity of philosophical, political, religious or scientific opinion. Differences of view are respected when expressed lawfully, honestly and respectfully, without denying the dignity or equal rights of others.
2. Scope and principles
This Plan applies to ACRE’s contracted work, education and training, employment and recruitment practices, events, governance, professional communication, project partnerships and research. It applies to all persons acting for or on behalf of ACRE, with measures implemented proportionately to ACRE’s size and organisational structure.
ACRE seeks to prevent discrimination or disadvantage related to:
- age;
- caring responsibilities or family status;
- cultural, ethnic, linguistic, national or racial background;
- disability;
- economic or social circumstances;
- philosophical or religious belief;
- sex or gender; and
- sexual orientation.
3. Governance and responsibility
The Managing Director holds overall responsibility for adoption, implementation and review of this Plan. A named GEP responsible person will coordinate implementation, maintain evidence and serve as the confidential first point of contact. In ACRE’s present structure, the Managing Director may perform this function. External expertise will be sought where a matter requires independent or specialist advice.
ACRE allocates appropriate expenditure, expertise and time to awareness-raising, implementation, monitoring and review. The resources will be adjusted if organisational growth or identified needs require it.
4. Commitments and actions
| Priority | Commitments, action and evidence |
|---|---|
| Awareness and training | Once per year, persons with decision-making, recruitment, supervision or teaching responsibility will complete or document an appropriate awareness activity on gender equality and non-discrimination. This may be an external course, project training or a structured internal review of relevant guidance. Evidence: attendance record, certificate or dated review note. |
| Discrimination, harassment and gender-based violence | Bullying, discrimination, gender-based violence and sexual harassment are not accepted. Concerns may be raised confidentially with the GEP responsible person or, where that route is inappropriate, through an identified external contact. Reports will be handled confidentially, fairly, promptly and without retaliation, with due regard to all persons involved. Evidence: confidential case record where applicable and published contact route. |
| Leadership and decision-making | Relevant perspectives will be considered in significant organisational and project decisions. ACRE will seek balanced and inclusive participation in advisory roles, invited contributions, panels and teaching teams where it can influence composition, while retaining competence and relevance as essential criteria. Evidence: periodic review of invitations and roles. |
| Organisational culture and work-life balance | ACRE supports fair consideration of caring responsibilities, flexible working arrangements where compatible with client and project obligations, and respectful communication. Implementation is reviewed when staffing or work arrangements change. Evidence: documented arrangements and review record. |
| Recruitment and professional development | Contracted roles and vacancies will use clear, inclusive wording and role-relevant criteria. Decisions will be documented sufficiently to show a fair comparison. Access to professional development, responsibility, training and visibility will be based on need, performance, potential and role without gender discrimination. Evidence: development records, selection notes and vacancy texts. |
| Research and education | ACRE will consider sex, gender and intersecting characteristics in communication, data, interpretation, methods and research questions whenever scientifically relevant. Gender will not be inserted where it has no meaningful scientific bearing, but its relevance will be considered rather than assumed away. Educational materials and participation formats will be reviewed for avoidable barriers or stereotypes. Evidence: course and project review records. |
5. Data collection, monitoring and confidentiality
ACRE will maintain proportionate sex- and gender-disaggregated data on personnel and relevant organisational participation, in accordance with applicable data-protection law and, where appropriate, voluntary self-identification. Indicators may include access to training, applicants and appointments, leadership or teaching roles, personnel composition and reported equality-related concerns.
Internal monitoring will be documented. Public reporting will use aggregated figures only where confidentiality can be protected and will otherwise use a concise narrative statement describing implementation, findings and any corrective action. Monitoring and public reporting will take place once per year.
6. Review and continuous improvement
The Managing Director will review implementation once per year. The review will consider developments in relevant law and European research policy, experience from education and projects, feedback, monitoring information, organisational changes and reported concerns. Measures will be revised when evidence indicates that they are ineffective or incomplete.
7. Publication, adoption and entry into force
The adopted Plan will be published on ACRE’s website and communicated to all persons working for ACRE. Relevant expectations will also be communicated to collaborators and project partners where appropriate. The public version will state its adoption date, version and responsible authority.
This Gender Equality Plan was adopted by the Managing Director of ACRE on 28 August 2026 and enters into force on the same date.
Version 1.0 | 28 August 2026 | Responsible authority: Managing Director, ACRE