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Gender Equality Code

Introductory provisions

  1. This Code sets out the binding principles and rules that the company (hereinafter the “Company”) undertakes to observe in the area of equality of the sexes and gender equality, inspired by the values of fairness, respect and dignity.
  2. The Code serves as a framework for the conduct of employees, management and all persons acting on behalf of the Company in situations related to sex, gender roles, family responsibilities and non-discrimination.
  3. The aim is to ensure that there is no discrimination within the Company on the grounds of sex, gender identity or gender expression, and to promote the full and equal participation of all employees.

Principles and commitments

  1. Legal compliance.
    • The Company and its employees comply with the Constitution of the Slovak Republic, laws, ratified international agreements and other binding regulations concerning equality of the sexes, non-discrimination and the protection of human rights.
    • Where internal rules are stricter than the law, the rules of the Code apply.
  2. Equal opportunities.
    • Equal treatment is ensured in recruitment, selection, remuneration, promotion, training and career development, regardless of sex, gender identity or gender expression.
    • Decision-making criteria must be objective, transparent, fair and publicly known.
  3. Balanced representation.
    • The Company seeks to promote a balanced representation of women and men at all levels, including leadership, management, project teams and working groups.
    • Where there are significant imbalances in certain areas, measures to redress them are actively applied (motivation, mentoring, open calls).
  4. Equal pay.
    • Where two persons perform the same work or work of equal value, they must be paid equally regardless of sex.
    • Pay and remuneration are analysed regularly, possible differences are identified and steps are taken to eliminate them.
  5. Consideration of family and personal commitments.
    • The Company recognises that employees may have family or personal commitments (caring for children, older relatives, parents or other family duties).
    • Flexible working arrangements are introduced where possible (flexible working hours, working from home, part-time work, granting of leave).
    • The employee’s situation is also taken into account in performance appraisals so that they are not penalised for gender-related commitments.
  6. Prevention of sexual harassment and inappropriate behaviour.
    • The Company prohibits any form of sexual harassment, sexist remarks, inappropriate touching, insults or verbal expressions based on sex.
    • Everyone has the right to report such behaviour without fear of retaliation.
    • The Company shall ensure a clear process for reporting, investigating and sanctioning cases of harassment.
  7. A culture of respect and inclusion.
    • Every employee acts with mutual respect and neutrality towards gender stereotypes and prejudices.
    • Communication (public, online, marketing and in documents) uses inclusive language that is sensitive to gender diversity (e.g. forms of address, gender pronouns).
    • The Company supports education in gender equality, gender sensitivity, inequalities and inappropriate practices.
  8. Monitoring, evaluation and transparency.
    • The Company regularly monitors gender equality indicators (e.g. the ratio of women to men in teams, pay gaps, staff turnover by sex).
    • The results are made available to internal and, where appropriate, external stakeholders.
    • On the basis of the analyses, corrective measures and improvements are adopted and targets are set for the next period.
  9. Responsibility and governance.
    • Every employee bears personal responsibility for compliance with this Code.
    • Leaders and managers must lead by example, actively promote equality of the sexes and intervene if breaches occur.
    • The Company shall establish a mechanism (e.g. a contact person or a committee) for receiving suggestions and complaints and for verifying how they are resolved.
  10. Sanctions and measures.
    • A breach of this Code is considered a serious breach of discipline and, depending on its severity, may lead to disciplinary measures, including dismissal.
    • When breaches are dealt with, a fair, objective and impartial process with the possibility of defence shall be ensured.

Final provisions

  1. This Code enters into force on the date of its approval by the Company’s management and becomes binding on all employees.
  2. The Code is reviewed regularly (e.g. once every 1–2 years) in the light of legislation, the development of the Company, experience gained and expert recommendations.
  3. In cases not specifically governed by the Code, the procedure shall be in accordance with the law, internal directives and the spirit of the principles of equality and fairness.