Gender Equality Plan (GEP)

Company: Ecolybra S.r.l.

Version: 1.0

Adoption date: 5 February 2026

Validity: From adoption until review

1. Purpose and Scope

This Gender Equality Plan (GEP) sets out Ecolybra S.r.l.’s formal commitment to promoting gender equality, non-discrimination, and inclusion within the company.

This is a light version of a GEP, proportionate to the current size and organisational structure of Ecolybra S.r.l., which is a newly established company with no employees at the time of adoption. The Plan is adopted in line with the minimum requirements of the European Commission for participation in EU-funded programmes, including Horizon Europe.

The GEP applies to:

• founders and governing bodies; 

• any future employees;

• collaborators, consultants, and advisors engaged by the company.

2. Organisational Context

Legal form: Private limited company (S.r.l.)

Current structure: 

• Number of founders: 4 

• Gender composition of founders: 

  • Women: 1 (acting as Sole Director and majority shareholder)

  • Men: 3

Employees: No employees at the time of adoption of this GEP.

External collaborators/advisors: None at the time of adoption.

Given the absence of employees and HR processes, several measures included in standard GEPs are not yet applicable. Ecolybra S.r.l. commits to updating this Plan as the company grows and organisational complexity increases.

3. Governance and Commitment

Ecolybra S.r.l. formally commits to: 

• ensuring equal opportunities regardless of gender;

• preventing any form of direct or indirect discrimination;

• fostering an inclusive and respectful working environment.

Responsibility for the implementation and future updates of this GEP lies with the Sole Director, supported by the founders.

Adequate resources (time, organisational attention, and, where relevant, financial resources) will be allocated to ensure the effective implementation of this commitment as the company develops.

4. Recruitment and Career Development (Forward-looking)

Although Ecolybra S.r.l. has no employees at present, the company commits that any future recruitment, selection, and career development processes will be based on:

• gender-neutral job descriptions and selection criteria;

• transparent and merit-based evaluation processes;

• equal access to professional growth, training, and leadership opportunities.

Gender balance will be considered, where possible, when:

• hiring new staff;

• appointing leadership or coordination roles;

• engaging long-term collaborators or advisors.

5. Work-Life Balance and Flexible Working

In anticipation of future workforce growth, Ecolybra S.r.l. commits to promoting work-life balance through:

• flexible working arrangements, where compatible with business needs;

• respect for caregiving responsibilities;

• equal access to flexibility measures regardless of gender.

These principles will be reflected in future internal policies and employment agreements.

6. Prevention of Discrimination and Harassment

Ecolybra S.r.l. adopts a zero-tolerance approach to:

• gender-based discrimination;

• sexual harassment;

• any form of abusive or disrespectful behaviour.

The company commits to:

• ensuring a safe and respectful working environment;

• defining clear reporting channels if and when staff or collaborators are engaged; 

• taking appropriate action in case of reported misconduct.

7. Training and Awareness

Given the current absence of employees, no formal training activities are in place.

As the company grows, Ecolybra S.r.l. commits to: 

• promoting awareness of gender equality and inclusion principles;

• encouraging participation in relevant training or informational initiatives, proportionate to company size and resources.

8. Monitoring and Data Collection

At the time of adoption, no gender-disaggregated employment data are available due to the absence of staff.

Ecolybra S.r.l. commits to: 

• collecting gender-disaggregated data once employees or long-term collaborators are engaged; 

• periodically reviewing relevant indicators (e.g. workforce composition, roles, recruitment outcomes);

• using these data to inform future updates of the GEP.

9. Review and Updates

This GEP will be:

• reviewed periodically; 

• updated in case of significant organisational changes (e.g. hiring of employees, establishment of formal HR processes).

A revised and more detailed GEP may be adopted as the company grows.

10. Formal Adoption

This Gender Equality Plan is formally adopted by Ecolybra S.r.l. through internal approval by the company’s governing body.

Adopted on: 5 February 2026

On behalf of Ecolybra S.r.l.:

E.P.

Sole Director

This document is publicly available and may be provided in the context of applications for EU-funded programmes, including Horizon Europe.