Gender Equality Policy – Civilian Resilience Nordic (CIREN) Gender Equality Plan (GEP)
Publication and Endorsement
This Gender Equality Plan (GEP) is a formal document endorsed by the Board of Civilian Resilience Nordic (CIREN) and published on our official website www.ciren.ngo. It is part of our commitment to promoting gender equality across all organizational activities and ensuring inclusivity and fairness. The GEP aligns with the European Union’s gender equality framework, including the principles outlined in the European Pillar of Social Rights, Gender Equality Strategy 2020–2025, as well as Directive 2006/54/EC on Equal Opportunities and Equal Treatment of Men and Women in Employment and Occupation.
Process-Related Requirements
CIREN is implementing the following action plans to advance and promote gender equality:
1. Dedicated Resources
CIREN is committed to allocating specific human and financial resources to implement this GEP. A Gender Equality Officer has been appointed to oversee the implementation, working alongside a dedicated Gender Equality Committee comprised of representatives from diverse professional backgrounds, including emergency services, defense, culture, and NGOs. The Officer will monitor progress, work towards achieving EU gender equality goals, and provide strategic guidance on integrating gender perspectives across CIREN’s activities.
2. Data Collection and Monitoring
CIREN recognizes the importance of data collection to identify gaps and track progress. Currently, CIREN’s membership comprises:
– Female: 28.5%
– Male: 71.5%
– Non-binary: 0%
Additionally, the professional background of members spans emergency services, defense, culture, and NGOs, reflecting a broad spectrum of expertise. Notably, the first cohort of members applying to join CIREN after the organization is founded are predominantly female.
CIREN will annually collect and analyze sex- and gender-disaggregated data, including leadership and membership representation, to monitor progress toward gender parity. This data will be included in an annual report to ensure transparency and accountability.
3. Training
Regular training sessions will be conducted to build awareness and address unconscious biases. All members, decision-makers, and leadership will participate in workshops focusing on gender equality, inclusive leadership, and the EU’s legislative framework on gender equality. Training modules will also explore the integration of gender perspectives in crisis management, resilience and emergency response, a key area of CIREN’s expertise.
Areas
CIREN is committed to addressing the following key gender equality issues:
1. Work-Life Balance and Organizational Culture
– Develop and implement flexible working arrangements, including remote meetings, to support work-life balance for members from diverse professional sectors.
– Promote family-friendly policies.
– Conduct regular culture assessments to ensure inclusivity and encourage feedback through anonymous surveys.
2. Gender Balance in Leadership and Decision-Making
– Set specific targets to achieve at least 40% female representation in leadership and decision-making roles by 2026, aligning with the EU’s Gender Equality Strategy 2020–2025.
– Create mentorship programs that support women and other underrepresented genders in advancing to leadership positions.
– Review internal decision-making processes to mitigate unconscious biases and ensure equal participation across all genders.
3. Gender Equality in Membership Recruitment and Development within CIREN
– Update outreach efforts and membership campaigns to ensure they are inclusive and appealing to women, with gender-neutral messaging and imagery that reflects diversity.
– Create structured development opportunities within the organization, such as mentorship programs, leadership workshops, and skills training, specifically aimed at empowering women and individuals from underrepresented groups in CIREN.
– Conduct regular assessments of membership and leadership representation to identify and address any gender disparities, ensuring men and women have equitable opportunities to join, contribute to, and lead within CIREN.
4. Integration of the Gender Dimension into Research and Training Content
– Incorporate gender perspectives into research and training initiatives, particularly in crisis management, emergency response, and resilience-building.
– Collaborate with gender experts to develop inclusive curricula that highlight the differential impacts of crises on diverse gender groups.
– Ensure that all CIREN publications and educational materials reflect diverse gender experiences and perspectives.
5. Measures Against Gender-Based Violence, Including Sexual Harassment
– Implement a zero-tolerance policy for gender-based violence and harassment, aligned with the Directive 2006/54/EC on Equal Opportunities and Equal Treatment of Men and Women in Employment and Occupation.
– Establish clear and confidential reporting mechanisms for complaints, with defined protocols for investigation and resolution.
– Offer support services, including counseling, for victims of harassment or violence.
Implementation and Monitoring
CIREN’s Gender Equality Officer will lead the implementation of this GEP, supported by the Gender Equality Committee. Progress will be evaluated annually, with adjustments made based on data-driven insights and member feedback. Specific milestones include:
– Increasing female representation in leadership to 40% by 2026.
– Conducting biannual training sessions on gender equality and unconscious bias.
– Publishing an annual report on gender-disaggregated data and progress metrics.
Reporting and Transparency
The GEP and annual progress reports will be published on CIREN’s official website. This ensures accountability and compliance with EU legislation, which highlights the importance of social equity in organizational reporting.
Contact for Inquiries
For questions or further information about the GEP, please contact:
Gender Equality Officer
Email: info@ciren.ngo