{"id":8883,"date":"2025-10-14T10:35:11","date_gmt":"2025-10-14T08:35:11","guid":{"rendered":"https:\/\/egrant.sk\/?page_id=8883"},"modified":"2025-10-14T10:50:30","modified_gmt":"2025-10-14T08:50:30","slug":"gender-equity-plan","status":"publish","type":"page","link":"https:\/\/egrant.sk\/hr\/gender-equity-plan\/","title":{"rendered":"Plan ravnopravnosti spolova"},"content":{"rendered":"<div data-elementor-type=\"wp-page\" data-elementor-id=\"8883\" class=\"elementor elementor-8883\" data-elementor-post-type=\"page\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0b1953d e-flex e-con-boxed e-con e-parent\" data-id=\"0b1953d\" data-element_type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-93f4c51 e-con-full e-flex e-con e-child\" data-id=\"93f4c51\" data-element_type=\"container\">\n\t\t<header class=\"elementor-element elementor-element-b4998d6 e-con-full e-flex e-con e-child\" data-id=\"b4998d6\" data-element_type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9687390 elementor-widget elementor-widget-heading\" data-id=\"9687390\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h1 class=\"elementor-heading-title elementor-size-default\"><div style=\"text-align: start;\"><span style=\"font-size: var( --e-global-typography-0413570-font-size ); font-style: var(--theme-font-style, inherit); font-variant-caps: inherit; letter-spacing: var(--theme-letter-spacing); text-transform: var(--theme-text-transform); text-decoration: var(--theme-text-decoration);\"><font color=\"#000000\"><span style=\"caret-color: rgb(0, 0, 0); white-space-collapse: collapse;\">Plan ravnopravnosti spolova<\/span><\/font><\/span><\/div><\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-816d304 elementor-widget elementor-widget-spacer\" data-id=\"816d304\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-62c11bc elementor-widget__width-inherit elementor-widget elementor-widget-text-editor\" data-id=\"62c11bc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"WordSection1\"><h3 style=\"text-align: center;\">Uvodne odredbe \u2014 ELLMAN, s.r.o.<\/h3><ol><li>Ovaj Kodeks utvr\u0111uje obvezuju\u0107a na\u010dela i pravila koja se tvrtka (\u201cTvrtka\u201d) obvezuje po\u0161tovati u podru\u010dju ravnopravnosti spolova, vode\u0107i se vrijednostima pravednosti, po\u0161tovanja i dostojanstva.<\/li><li>Kodeks slu\u017ei kao okvir za pona\u0161anje zaposlenika, uprave i svih osoba koje djeluju u ime Dru\u0161tva u pitanjima vezanim uz spol, rodne uloge, obiteljske odgovornosti i nediskriminaciju.<\/li><li>Cilj je osigurati da u tvrtki ne bude diskriminacije na temelju spola, rodnog identiteta ili rodnog izra\u017eavanja te promicati potpuno i jednako sudjelovanje svih zaposlenika.<\/li><\/ol><hr \/><h3 style=\"text-align: center;\">Na\u010dela i obveze<\/h3><ol><li><strong>Uskla\u0111enost sa zakonom.<\/strong><ul><li>Tvrtka i njezini zaposlenici pridr\u017eavaju se Ustava Slova\u010dke Republike, zakona, ratificiranih me\u0111unarodnih ugovora i drugih obvezuju\u0107ih propisa koji se odnose na ravnopravnost spolova, nediskriminaciju i ljudska prava.<\/li><li>Gdje su unutarnja pravila stro\u017ea od zakona, Kodeks ima prednost.<\/li><\/ul><\/li><li><strong>Jednake mogu\u0107nosti.<\/strong><ul><li>Zapo\u0161ljavanje, odabir, nagra\u0111ivanje, promaknu\u0107e, osposobljavanje i razvoj karijere moraju osigurati jednako postupanje bez obzira na spol, rodni identitet ili rodni izraz.<\/li><li>Kriteriji za dono\u0161enje odluka moraju biti objektivni, transparentni, po\u0161teni i javno poznati.<\/li><\/ul><\/li><li><strong>Uravnote\u017eeno zastupanje.<\/strong><ul><li>Tvrtka te\u017ei uravnote\u017eenom zastupanju \u017eena i mu\u0161karaca na svim razinama \u2014 uklju\u010duju\u0107i vodstvo, upravljanje, projektne timove i radne skupine.<\/li><li>Gdje postoje neravnote\u017ee, mjere se aktivno provode kako bi se one otklonile (poticaji, mentorstvo, otvoreni pozivi).<\/li><\/ul><\/li><li><strong>Jednaka pla\u0107a.<\/strong><ul><li>Osobe koje obavljaju isti posao ili posao jednake vrijednosti moraju biti jednako pla\u0107ene, bez obzira na spol.<\/li><li>Analize pla\u0107a i bonusa provode se redovito kako bi se utvrdile nedostatke i provele korektivne mjere.<\/li><\/ul><\/li><li><strong>Obiteljske i osobne odgovornosti.<\/strong><ul><li>Tvrtka prepoznaje da zaposlenici mogu imati obiteljske ili osobne obveze (kao \u0161to su briga o djeci, starijim \u010dlanovima obitelji ili roditeljima, ili druge odgovornosti).<\/li><li>Uvedeni su fleksibilni radni aran\u017emani gdje je to mogu\u0107e (fleksibilno radno vrijeme, rad od ku\u0107e, rad na pola radnog vremena, dopust).<\/li><li>Procjene u\u010dinka uzimaju u obzir individualne okolnosti kako zaposlenici ne bi bili ka\u017enjeni zbog svojih obveza skrbi.<\/li><\/ul><\/li><li><strong>Sprje\u010davanje seksualnog uznemiravanja i neprimjerenog pona\u0161anja.<\/strong><ul><li>Svaki oblik seksualnog uznemiravanja, seksisti\u010dkih primjedbi, neprimjerenog dodirivanja, uvreda ili verbalnog zlostavljanja na temelju spola je zabranjen.<\/li><li>Svatko ima pravo prijaviti takvo pona\u0161anje bez straha od odmazde.<\/li><li>Tvrtka osigurava jasan postupak za prijavu, istra\u017eivanje i rje\u0161avanje slu\u010dajeva uznemiravanja.<\/li><\/ul><\/li><li><strong>Kultura po\u0161tovanja i uklju\u010divosti.<\/strong><ul><li>Svi zaposlenici postupaju s me\u0111usobnim po\u0161tovanjem i nepristranosti prema rodnim stereotipima i pristranosti.<\/li><li>Inkluzivan jezik koji uzima u obzir rodnu raznolikost koristi se u svim komunikacijama (javnim, internetskim, marketin\u0161kim, dokumentima), npr. oblicima obra\u0107anja i zamjenicama.<\/li><li>Tvrtka podr\u017eava obuke o ravnopravnosti spolova, rodnoj osjetljivosti, nejednakostima i neprimjerenim praksama.<\/li><\/ul><\/li><li><strong>Pra\u0107enje, evaluacija i transparentnost.<\/strong><ul><li>Tvrtka redovito prati pokazatelje ravnopravnosti spolova (npr. spolne omjere unutar timova, razlike u pla\u0107ama, fluktuaciju osoblja prema spolu).<\/li><li>Rezultati se \u010dine dostupnima interno i, gdje je to prikladno, vanjskim dionicima.<\/li><li>Na temelju analiza donose se korektivne mjere, provode se pobolj\u0161anja i postavljaju se ciljevi za sljede\u0107i razdoblje.<\/li><\/ul><\/li><li><strong>Odgovornost i upravljanje.<\/strong><ul><li>Svaki zaposlenik je osobno odgovoran za po\u0161tivanje ovog Kodeksa.<\/li><li>Vo\u0111e i menad\u017eeri moraju voditi primjerom, aktivno podr\u017eavati rodnu ravnopravnost i intervenirati u slu\u010daju kr\u0161enja.<\/li><li>Tvrtka \u0107e uspostaviti mehanizam (npr. odre\u0111enu kontaktnu osobu ili odbor) za primanje podnesaka i pritu\u017ebi te osiguravanje njihovog rje\u0161avanja.<\/li><\/ul><\/li><li><strong>Sankcije i mjere.<\/strong><ul><li>Povrede ovog Kodeksa smatraju se te\u0161kim nedoli\u010dnim pona\u0161anjem i mogu dovesti do disciplinskih mjera, uklju\u010duju\u0107i otkaz, ovisno o te\u017eini.<\/li><li>Postupanje s povredama osigurava pravedan, objektivan i nepristran proces, s pravom na saslu\u0161anje.<\/li><\/ul><\/li><\/ol><h3 style=\"text-align: center;\">Zavr\u0161ne odredbe<\/h3><ol><li>Ovaj kodeks stupa na snagu danom odobrenja od strane uprave Dru\u0161tva i obvezuje sve zaposlenike.<\/li><li>Kodeks se redovito preispituje (npr. svakih 1\u20132 godine) u svjetlu zakonodavstva, razvoja unutar Dru\u0161tva, ste\u010denog iskustva i stru\u010dnih preporuka.<\/li><li>U pitanjima koja ovim Kodeksom nisu izri\u010dito obuhva\u0107ena, primjenjivat \u0107e se va\u017ee\u0107i zakoni, interne politike te na\u010dela jednakosti i pravi\u010dnosti.<\/li><\/ol><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/header>\n\t\t\t\t<\/div>\n\t\t<footer class=\"elementor-element elementor-element-c101d49 e-con-full e-flex e-con e-child\" data-id=\"c101d49\" data-element_type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-c49f30f elementor-nav-menu__align-center elementor-nav-menu--dropdown-tablet elementor-nav-menu__text-align-aside elementor-widget elementor-widget-nav-menu\" data-id=\"c49f30f\" data-element_type=\"widget\" data-settings=\"{&quot;layout&quot;:&quot;horizontal&quot;,&quot;submenu_icon&quot;:{&quot;value&quot;:&quot;&lt;svg class=\\&quot;e-font-icon-svg e-fas-caret-down\\&quot; viewBox=\\&quot;0 0 320 512\\&quot; 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role=\"presentation\" decoding=\"async\" width=\"18\" height=\"14\" \/> <span class=\"trp-ls-language-name\">Eesti<\/span><\/span><\/a><\/li>\n\t<li class=\"trp-language-switcher-container trp-menu-ls-item trp-menu-ls-desktop menu-item menu-item-type-post_type menu-item-object-language_switcher current-language-menu-item menu-item-9141\"><a href=\"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/pages\/8883\" class=\"elementor-sub-item elementor-item-anchor\" tabindex=\"-1\"><span class=\"trp-menu-ls-label\" data-no-translation title=\"Sloven\u010dina\"><img loading=\"lazy\" src=\"https:\/\/egrant.sk\/wp-content\/plugins\/translatepress-multilingual\/assets\/flags\/4x3\/sk_SK.svg\" class=\"trp-flag-image\" alt=\"\" role=\"presentation\" decoding=\"async\" width=\"18\" height=\"14\" \/> <span class=\"trp-ls-language-name\">Sloven\u010dina<\/span><\/span><\/a><\/li>\n<\/ul>\n<\/li>\n<\/ul>\t\t\t<\/nav>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element 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This Code sets out binding principles and rules that the company (the \u201cCompany\u201d) undertakes to observe in the field of gender equality, inspired by the values of fairness, respect, and dignity. The Code serves as a framework for the conduct of employees, management, and all persons acting [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-8883","page","type-page","status-publish","hentry"],"blocksy_meta":[],"_links":{"self":[{"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/pages\/8883","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/comments?post=8883"}],"version-history":[{"count":10,"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/pages\/8883\/revisions"}],"predecessor-version":[{"id":8895,"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/pages\/8883\/revisions\/8895"}],"wp:attachment":[{"href":"https:\/\/egrant.sk\/hr\/wp-json\/wp\/v2\/media?parent=8883"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}