Who Are We?

Introduction

Sensmet Ltd. is committed to promoting gender equality across all levels of the organisation. As part of our mission to build an inclusive, fair, and high-performing work environment, we have established this Gender Equality Plan (GEP) to set out concrete actions and commitments.

1. Publication and Governance

This Gender Equality Plan is a formal and public document published on the Sensmet website and approved by senior management. It will be reviewed annually and updated as needed. Implementation is overseen by the CEO as designated GEP Coordinator.

2. Dedicated Resources

• CEO acts as a Gender Equality Coordinator with support from senior management.
• External consultants with gender expertise may be engaged to support implementation and training.

3. Data Collection and Monitoring

Sensmet collects sex-disaggregated data annually across all staffing levels and roles. Key indicators include:

• Gender breakdown by department and role
• Gender pay gap
• Recruitment and promotion rates by gender
• Training participation by gender

A Gender Equality Report will be compiled each year and shared with staff and stakeholders.

4. Training and Awareness

All staff will participate in awareness training on:

• Gender equality principles
• Unconscious bias
• Inclusive workplace practices

Managers and hiring staff will receive targeted training in gender-inclusive recruitment and leadership.

5. Core Focus Areas and Measures

5.1. Work-Life Balance and Organisational Culture

• Offer flexible working hours and remote work arrangements.
• Promote parental leave uptake for all genders.
• Support mental health and work-life balance through regular wellbeing initiatives.

5.2. Gender Balance in Leadership and Decision-Making

• Target: Increased representation of underrepresented gender in management and decision-making bodies.
• Ensure transparent and inclusive nomination processes.

5.3. Gender Equality in Recruitment and Career Progression

• Gender-neutral language used in job advertisements.
• Diverse shortlists in recruitment processes.
• Equal access to mentoring, training, and promotion opportunities.

5.4. Integration of Gender in Research and Innovation

• Where applicable, Sensmet will consider the gender dimension in R&D content, use cases, and market research.
• Encourage inclusive design and gender-aware impact analysis.

5.5. Measures Against Gender-Based Violence and Harassment

• Zero-tolerance policy on sexual harassment and discrimination.
• Anonymous reporting mechanisms.
• Annual training on workplace conduct, inclusion, and respectful communication.

6. Monitoring and Accountability

• Progress will be reviewed annually by the GEP Coordinator and reported to the management team.
• Targets will be disclosed.
• Staff feedback mechanisms will be used to guide plan evolution.

7. Contact and Oversight

For questions or to report issues related to gender equality, contact:
Gender Equality Coordinator
Email: toni.laurila@sensmet.com
Phone: +358 50 358 3097