Gender Equality Code

Introductory provisions

  1. This Code represents the binding principles and policies that the Company („the Company“) is committed to uphold in the area of gender equality and gender equity, 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 with respect to situations involving gender, gender roles, family responsibilities and non-discrimination.
  3. The aim is to ensure that there is no discrimination on the grounds of sex, gender identity or gender expression within the Company and to promote the full and equal participation of all female and male 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 relating to gender equality, non-discrimination and protection of human rights.
    • In cases where internal rules are stricter than the law, the rules of the Code shall apply.
  2. Equality of opportunity.
    • Equal treatment in recruitment, selection, remuneration, promotion, training and career development is ensured regardless of gender, gender identity or gender expression.
    • Decision-making criteria must be objective, transparent, fair and publicly known.
  3. Balanced representation.
    • The company strives to promote gender balance at all levels, including leadership, management, project teams and working groups.
    • If there are significant inequalities in some areas, measures to compensate (motivation, mentoring, open challenges) are actively applied.
  4. Equal pay.
    • If two persons perform the same work or work of equal value, they must be paid equally regardless of gender.
    • Salary and remuneration analyses are carried out regularly, possible gaps are identified and steps are taken to address them.
  5. Consideration of family and personal commitments.
    • The Company recognises that employees may have family or personal commitments (caring for children, elderly relatives, parents or other family responsibilities).
    • Flexible working models are being introduced where possible (flexible working hours, home office, part-time work, provision of time off).
    • The employee's situation is also taken into account in the performance evaluation so that he or she is not penalized for gender commitments.
  6. Prevention of sexual harassment and inappropriate behaviour.
    • The Company prohibits any form of sexual harassment, sexist remarks, inappropriate touching, insults or verbal language based on gender.
    • Everyone has the right to report such behaviour without fear of retribution.
    • The company will ensure a clear process for reporting, investigating and sanctioning incidents of harassment.
  7. A culture of respect and inclusion.
    • Each employee acts with mutual respect and neutrality towards gender stereotypes and prejudices.
    • Gender-sensitive and inclusive language (e.g. forms of address, gender pronouns) is used in communication (public, online, marketing, documents).
    • The company promotes education on gender equality, gender sensitivity, inequalities and inappropriate practices.
  8. Monitoring, evaluation and transparency.
    • The company regularly monitors gender equality indicators (e.g. gender ratio in teams, pay gap, gender turnover).
    • The results are made available to internal and, where appropriate, external stakeholders.
    • On the basis of the analyses, corrective actions are taken, improvements are made and targets are set for the next period.
  9. Accountability and governance.
    • Each employee is personally responsible for compliance with this Code.
    • Leaders and managers must lead by example, actively promote gender equality and intervene when violations occur.
    • The company shall establish a mechanism (e.g. contact person, committee) to receive suggestions, complaints and verify their resolution.
  10. Sanctions and measures.
    • Violation of this Code is considered a serious breach of discipline and, depending on the severity, may result in disciplinary action, up to and including termination.
    • A fair, objective and impartial process with the possibility of a defence shall be ensured in dealing with breaches.

Final provisions

  1. This Code shall come into force on the date of its approval by the management of the Company and shall become binding on all employees.
  2. The Code is reviewed regularly (e.g. every 1-2 years) in the context of legislation, company developments, experience gained and expert recommendations.
  3. Cases not specifically covered by the Code shall be dealt with in accordance with the law, internal guidelines and in the spirit of the principles of equality and fairness.
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