A. Introduction

This action plan sets out organizational priorities for addressing gender equality, and identifies activities and monitoring plans. Equality of opportunity is core to EPLO mission and gender balance is a critical component for the Organization to ensure fair access and equity for our research, managerial and support staff. The EPLO following international, community and internal standards, commits to the promotion of equality of opportunities between women and men in its principles and priorities. This Gender Equality Plan (GEP) was prepared by the Office of Legal Affairs of the EPLO.  Responsible for the implementation of GEP is the Office of Human Resources Management (OHRM). The occupation of OHRM for the design and implementation of this GEP is part of its existing tasks. In addition, the OHRM will be responsible for the identification and collection of quantitative data (indicators) of gender equality, in order to expedite the process. In parallel with the implementation of GEP, its dissemination and communication actions within the Organization are foreseen, with the support of General Director’s for Management authorities. As mentioned above, the OHRM is responsible for the implementation of GEP. The OHRM, where it deems necessary, can mobilize staff from all over the Organization to participate in various implementation steps (data collection through questionnaires, participation in working groups, etc.).

The EPLO, following the international, European and domestic standards, through the design and implementation of the GEP, sets as goals:

• Ensuring, strengthening and integrating substantial equality in teaching, research and administrative procedures of the Organization.
• Promoting gender equality within the Organization through institutional and organizational change.
• Providing training to members of the Organization on issues related to gender and equality and the development of corresponding skills.
• Promoting equality and fight against stereotypes and sexism in all areas of operation of the Organization (communication, teaching, research, decision-making positions, etc.).
• Integrating gender equality dimension in research and teaching.
• Cultivating and encouraging a culture of peaceful coexistence, cooperation and dialogue between sexes.

It is noted that the concept of "gender equality" includes any relevant self-identification.

In order to achieve the above goals, THE EPLO focuses on four thematic areas, following the guidelines of the European Commission (EC, 2021). These thematic areas, as will be developed in the following sections, are the following:

1. Work – life balance and organizational culture.
2. Gender Balance in leadership and decision-making positions.
3. Gender Equality in recruitment and career progression.
4. Measures against gender-based violence, including sexual harassment.

At the same time, the European Institute for Gender Equality is taken into account with the aim of "recognizing and implementing innovative strategies for promoting cultural change and equal opportunities in Academic and Research Organizations" (EIGE, https://eige.europa.eu/).

GEP has a dynamic character and this document is going to be updated every year, with the appropriate modifications, corrections and updates, as they ensue from the analysis of the annual data. In particular, the annual Report 2022 aims to:

• Investigate and record the current situation in matters of gender equality in the  EPLO, through the  identification and calculation of quantitative and qualitative indicators
• Conduct training and information one-day conferences
• Implement dissemination actions of the plans and activities of the OHRM.

The annual Report, will contain targeted actions to strengthen equality where necessary. The forthcoming Report will be based on  data that will be collected annually and will contain improvements, corrections and updates as it will arise from the actions, information exchange during the one-day conferences, recording of the relevant material, etc.