Related policies: Commitment Against Harassment, Corporate Policy, Code of Business Conduct.
1. Commitment and Leadership
At Saporina, we believe that diversity is not just a metric, but a competitive advantage. We are committed to fostering a workplace where talent is the only currency, and where every individual—regardless of gender—has the same opportunity to grow, lead, and succeed.
This Equality Plan (2026–2030) formalizes our commitment to the principle of equal treatment and opportunities between women and men.
The Management of Saporina declares its commitment to:
- Integrate equal treatment as a strategic principle in all HR policies.
- Prevent and penalize any form of discrimination or harassment.
- Facilitate work-life balance (conciliation) as a tool for productivity and well-being.
2. Diagnosis of the Situation
Note: This section summarizes the internal audit conducted prior to this plan.
Saporina acknowledges the following starting points:
Workforce Composition
We aim for a balanced representation across all departments.
Baseline: [X]% women / [Y]% men overall.
Vertical Segregation
We recognize the need to support more women in senior supply chain and executive roles.
Baseline: [X]% women in senior management.
Horizontal Segregation
We are actively working to balance gender ratios in traditionally "masculine" roles (e.g., Logistics) and "feminine" roles (e.g., Administration).
Baseline: Logistics [X]% women; Admin [Y]% men.
3. Key Areas of Action
Selection and Hiring
Objective: Guarantee recruitment processes are free from unconscious bias.
Target: 100% of job postings use gender-neutral language by end of 2027.
1.1 Neutral Language
All job descriptions and advertisements must use inclusive, non-sexist language.
1.2 Blind CVs
Where feasible, initial screening will use "blind CVs" (removing names and photos) to focus purely on merit.
1.3 Balanced Shortlists
For senior roles, we require recruitment partners to present a diverse shortlist of candidates.
Professional Classification and Promotion
Objective: Break the "glass ceiling" and ensure promotion is based on objective merit.
Target: Achieve minimum 40% female representation in senior management by 2030.
2.1 Objective Criteria
All internal promotions will be based on a transparent scoring system of skills, performance, and experience.
2.2 Internal Visibility
All vacancies will be published internally to ensure all employees have equal access to apply.
2.3 Leadership Mentoring
Launch a mentoring program to prepare high-potential female employees for leadership in Supply Chain and Operations.
Remuneration (Equal Pay)
Objective: Ensure "Equal Pay for Work of Equal Value."
Target: Reduce any unjustified gender pay gap to <3% by 2028.
3.1 Pay Audit
Conduct an annual internal audit of the salary structure to identify and correct any unjustified gender pay gaps.
3.2 Transparency
Define clear salary bands for each job category to ensure negotiation skills do not result in gender-based disparities.
Work-Life Balance (Conciliation)
Objective: Enable co-responsibility in family life and career growth.
Target: 90% employee satisfaction on work-life balance in annual survey by 2028.
4.1 Flex-Time
Maintain a flexible start and end time policy for office staff to accommodate personal care duties.
4.2 Time Bank
Implement a "Time Bank" system where extra hours can be reclaimed as free time for personal needs.
4.3 Digital Disconnection
Enforce a protocol respecting the right to disconnect outside of working hours.
Prevention of Harassment
Objective: Zero tolerance for sexual or gender-based harassment.
Target: 100% of staff trained on anti-harassment protocol by end of 2026.
5.1 The Protocol
Implementation of the Saporina Anti-Harassment Protocol. This document defines harassment clearly, establishes a confidential reporting channel, and guarantees protection against retaliation.
5.2 The Equality Agent
Appointment of a confidential "Equality Agent" within the HR/Compliance team to handle sensitive complaints. Reports can also be submitted via our Responsible Channel.
Communication and Culture
Objective: Foster an inclusive culture.
Target: 100% of managers complete unconscious bias training annually.
6.1 Inclusive Language Guide
Distribution of a "Saporina Guide to Inclusive Communication" for use in all communications and marketing.
6.2 Awareness Training
Mandatory training for all managers on "Unconscious Bias" and "Managing Diverse Teams."
4. Monitoring and Evaluation
The Equality Commission
A permanent Equality Commission is established, composed of:
- 1 Representative from Management
- 1 Representative from the Employees
- The Equality Agent (observer/advisor)
Functions:
- Annual Review
Evaluate progress against KPI targets.
- Conflict Resolution
Address disputes regarding equality policies.
- Reporting
Issue an annual "State of Equality" memo to the Board.
5. Validity and Renewal
This plan comes into effect on January 1, 2026, and will remain valid for four years until December 31, 2030.
The plan is subject to annual review by the Equality Commission (see Section 4). If material changes in legislation, workforce composition, or organizational structure occur, the plan may be revised ahead of schedule.
Upon expiry in 2030, the Equality Commission will conduct a comprehensive assessment and develop a successor plan, incorporating lessons learned and updated baseline data.
6. Contact
For questions about this Gender Equality Plan or to raise a concern:
Equality Agent
For confidential guidance on equality matters, harassment concerns, or feedback on this plan.
equality@saporina.com
Ethics & Compliance Channel
Anonymous and confidential. Available 24/7.
ethics@saporina.com | +1 (000) 000-0000