Gender Equality Plan

1. Introduction & Commitment

WOWSystems Informática, Lda. (hereinafter "WOWSystems"), headquartered in Funchal, Madeira, Portugal, is committed to promoting gender equality as a fundamental principle of its organisational culture. This Gender Equality Plan (GEP) is a formal document, approved by the Management, establishing objectives, concrete measures, and monitoring indicators to ensure a fair, inclusive, and equitable working environment.

This plan meets the European Commission's minimum process-related requirements for GEPs, namely: formal publication, dedication of resources, data collection and monitoring, and training and awareness-raising actions.

2. Legal Framework

This plan is framed within the following national and European legislation:

Portuguese Legislation

• Constitution of the Portuguese Republic — Art. 13 (Principle of Equality) and Art. 59 (Workers' rights)
• Labour Code (Law No. 7/2009) — Arts. 23-32 (Equality and non-discrimination), Arts. 28-29 (Harassment), Art. 31 (Equality and non-discrimination based on sex)
• Law No. 60/2018, of 21 August — Measures to promote equal pay between women and men for equal work or work of equal value
• Law No. 62/2017, of 1 August — Balanced representation regime between women and men in management and supervisory bodies
• Law No. 73/2017, of 16 August — Strengthening the legislative framework for preventing harassment at work
• Council of Ministers Resolution No. 61/2018 — National Strategy for Equality and Non-Discrimination (ENIND) — Portugal + Equal (2018-2030)

European & International Legislation

• Treaty on the Functioning of the European Union (TFEU) — Arts. 8 and 157 (Gender equality and equal pay)
• Charter of Fundamental Rights of the EU — Arts. 21 and 23 (Non-discrimination and equality between women and men)
• Directive 2006/54/EC — Equal opportunities and equal treatment of men and women in employment and work
• Directive (EU) 2023/970 — Pay transparency and enforcement mechanisms for the principle of equal pay (transposition by June 2026)
• Regulation (EU) 2021/695 — Horizon Europe — GEP eligibility criterion for public bodies, higher education institutions and research organisations (since 2022)
• UN Sustainable Development Goals — SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities)

3. Dedicated Resources

WOWSystems designates a member of the management team as responsible for the implementation and monitoring of this GEP. This person ensures:

• Coordination of the actions outlined in this plan
• Collection and analysis of gender-disaggregated data
• Preparation of the annual progress report
• Continuous training on gender equality matters

4. Data Collection & Monitoring

WOWSystems commits to collecting and maintaining sex/gender disaggregated data on its personnel, including:

• Gender distribution by department and hierarchical level
• Salary analysis by gender and role
• Recruitment, promotion, and retention rates disaggregated by gender
• Training participation by gender

An annual report based on these indicators is prepared and shared internally with the entire team.

5. Training & Awareness

WOWSystems promotes regular training and awareness-raising sessions for all staff and decision-makers, covering:

• Gender equality in the workplace
• Unconscious gender biases in decision-making processes
• Prevention of harassment and gender-based violence
• Inclusive language in internal and external communication

6. Work-Life Balance & Organisational Culture

Implemented measures:

• Flexible working hours for all employees
• Remote/hybrid working options
• Respect and encouragement for full use of parental leave, regardless of gender
• Promotion of an inclusive organisational culture that respects diversity

7. Gender Balance in Leadership & Decision-Making

WOWSystems commits to promoting balanced gender representation in leadership positions and decision-making processes through:

• Monitoring gender distribution in management positions
• Identification and removal of gender-related barriers to progression
• Mentoring and leadership development for under-represented groups

8. Gender Equality in Recruitment & Career Progression

• Recruitment processes based solely on competence and merit, with gender-neutral language in job postings
• Transparent evaluation and promotion criteria free from gender bias
• Equal pay for equivalent roles, regardless of gender, in accordance with Law No. 60/2018
• Encouragement for participation in areas where one gender is under-represented

9. Gender Dimension in Research & Content

In software development, interactive experiences, and research projects, WOWSystems commits to:

• Integrate a gender perspective in product and service design
• Ensure diverse and non-stereotypical representation in visual and narrative content
• Consider the gender dimension in R&D proposals and European projects

10. Measures against Gender-Based Violence & Sexual Harassment

WOWSystems maintains zero tolerance towards any form of gender-based violence, sexual harassment, or moral harassment in the workplace, in compliance with Arts. 28 and 29 of the Labour Code and Law No. 73/2017. The following measures are implemented:

• Internal code of conduct with clear provisions on harassment
• Confidential reporting channel (info@wowsystems.pt)
• Fair and swift investigation procedure
• Protection of whistleblowers against retaliation
• Disciplinary actions for proven misconduct

11. Implementation & Review

This GEP comes into effect on its publication date and will be reviewed annually. The review will include analysis of collected indicators, evaluation of progress on implemented measures, and setting of new targets as necessary.

Any team member may submit suggestions for improving this plan via email at info@wowsystems.pt.