Gender Equity Plan

Introductory Provisions — ELLMAN, s.r.o.

  1. This Code sets out binding principles and rules that the company (the “Company”) undertakes to observe in the field of 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 in the Company on the basis 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 treaties, and other binding regulations concerning gender equality, non-discrimination, and human rights.
    • Where internal rules are stricter than the law, the Code prevails.
  2. Equal Opportunities.
    • Recruitment, selection, remuneration, promotion, training, and career development must ensure equal treatment regardless of sex, gender identity, or gender expression.
    • Decision criteria must be objective, transparent, fair, and publicly known.
  3. Balanced Representation.
    • The Company strives for balanced representation of women and men at all levels — including leadership, management, project teams, and working groups.
    • Where imbalances exist, measures are actively applied to address them (incentives, mentoring, open calls).
  4. Equal Pay.
    • Individuals performing the same work or work of equal value must be paid equally regardless of sex.
    • Pay and bonus analyses are conducted regularly to identify gaps and implement corrective actions.
  5. Family and Personal Responsibilities.
    • The Company recognises employees may have family or personal commitments (care for children, elderly relatives, parents, other duties).
    • Flexible work models are introduced where feasible (flex-time, home office, part-time, leave).
    • Performance evaluation takes individual situations into account so employees are not penalised for caregiving responsibilities.
  6. Prevention of Sexual Harassment and Misconduct.
    • Any form of sexual harassment, sexist remarks, inappropriate touching, insults, or gender-based verbal conduct is prohibited.
    • Everyone has the right to report such behaviour without fear of retaliation.
    • The Company ensures a clear process for reporting, investigating, and sanctioning harassment cases.
  7. Culture of Respect and Inclusion.
    • All employees act with mutual respect and neutrality toward gender stereotypes and bias.
    • Inclusive language sensitive to gender diversity is used in all communications (public, online, marketing, documents), e.g., forms of address and pronouns.
    • The Company supports 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 ratios in teams, pay gaps, turnover by sex).
    • Results are made available internally and, as appropriate, to external stakeholders.
    • Based on analyses, corrective measures are adopted, improvements implemented, and targets set for the next period.
  9. Accountability and Governance.
    • Every employee bears personal responsibility for complying with this Code.
    • Leaders and managers must lead by example, actively support gender equality, and intervene in case of violations.
    • The Company will establish a mechanism (e.g., contact person, committee) for receiving submissions/complaints and verifying their resolution.
  10. Sanctions and Measures.
    • Violations of this Code are considered serious misconduct and may lead to disciplinary action, including termination, depending on severity.
    • Handling of violations ensures a fair, objective, and impartial process with a right to be heard.

Final Provisions

  1. This Code takes effect on the date of its approval by the Company’s management and becomes binding for all employees.
  2. The Code is reviewed regularly (e.g., every 1–2 years) in light of legislation, Company developments, experience gained, and expert recommendations.
  3. In matters not specifically regulated by this Code, applicable laws, internal policies, and the principles of equality and fairness shall apply.
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