Gender Equality Plan (GEP)
Adopted: 1st January 2025
Responsible: CEO
1. Commitment
Dapibus AB is committed to ensuring equal opportunities and fair treatment for all individuals, regardless of gender, gender identity or expression, ethnicity, religion or belief, disability, age, sexual orientation, or other protected characteristics under Swedish law.
We recognize that diversity strengthens innovation and decision-making and is aligned with our values as a science-driven and sustainability-oriented company.
This Gender Equality Plan is formally adopted by management and publicly available on the company website.
2. Equal Opportunity in Recruitment and Career Development
Recruitment, compensation, and career development decisions at Dapibuset are based on competence, experience, and merit. We aim to ensure transparent and fair recruitment processes and encourage diverse candidate pools as the company grows.
Equal pay principles apply for equal or comparable roles.
Harassment, discrimination, or inappropriate conduct is not tolerated.
3. Dedicated Resources and Responsibility
Implementation and monitoring of this Gender Equality Plan are the responsibility of the CEO.
As a growing SME, gender equality oversight is integrated into company governance and management processes. The necessary time and administrative resources for implementation, review, and updates of this plan are committed within annual operational planning.
4. Data Collection and Monitoring
Dapibuset commits to collecting and reviewing sex-disaggregated data relating to:
· Workforce composition
· Recruitment and hiring processes
· Compensation structures (where applicable)
An annual internal review will be conducted to monitor gender balance and equal treatment principles. Findings will inform future recruitment and governance decisions.
5. Awareness and Training
Dapibuset is committed to promoting awareness of gender equality and unconscious bias among staff and decision-makers.
Gender equality and unconscious bias considerations will be integrated into onboarding and management discussions. As the organization grows, additional awareness-raising measures may be introduced where appropriate.
6. Review
This Gender Equality Plan will be reviewed annually and updated as the company develops.
Signed on behalf of Dapibus AB,
Lidia Garcia CEO, Dapibus AB
Date: 1st January 2025
