Gender Equality Policy

CHRISTOU 1910, as a pioneering company, is committed to ensuring a work environment where gender equality is a fundamental principle. This plan promotes equality, prevents discrimination, and encourages inclusion.

Goals

• Equal Opportunities: Ensuring equal opportunities for all employees, regardless of their gender.
• Elimination of Discrimination: Preventing any form of discrimination and harassment.
• Work-Life Balance: Supporting the balance between professional and personal life.
• Representation: Enhancing gender representation at all levels of the company.

Actions and Measures

2.1 Recruitment and Selection

Recruitment Procedures: Reviewing recruitment procedures to ensure equal opportunities. More specifically:

• Developing recruitment criteria focused on skills and abilities.
• Creating diverse selection committees to avoid bias.
• Ensuring job advertisements use non-discriminatory language.

Recruitment Manager Training: Implementing training programs to identify and avoid biases.

• Awareness seminars on gender equality.
• Training materials explaining best practices for fair recruitment.

2.2 Training and Development

Training Programs: Providing continuous training to employees on gender equality issues.

• Workshops and seminars covering topics such as conscious and unconscious bias.
• Encouraging participation in external training programs and conferences related to equality.

Mentoring Programs: Creating mentoring programs to assist in the professional development of women.

• Guidance from senior executives with leadership experience.
• Programs for sharing knowledge and experiences among employees.

2.3 Work Environment

Zero Tolerance: Implementing zero-tolerance policies for incidents of harassment or discrimination.

• Developing clear reporting and complaint handling procedures.
• Ensuring all employees are aware of the policies and procedures.

Work-Life Balance: Supporting work-life balance through flexible working hours and teleworking options.

• Introducing options for working from home.
• Providing maternity, paternity, and parental leave that exceeds statutory limits.

2.4 Representation and Leadership

Gender Balance: Ensuring equal gender representation at all levels of the company.

• Targeted actions to promote women to leadership positions.
• Monitoring and evaluating statistical data regarding gender representation.

Gender Equality Committee: Establishing a committee responsible for monitoring the implementation of the GEP.

• Committee composition from employees of various departments and levels.
• Regular reporting to company management on progress and challenges.

Evaluation and Revision

Annual Evaluation: Establishing annual evaluations to monitor the progress of the GEP.

• Collecting data on gender equality and analyzing the results.
• Submitting reports to management and communicating findings to employees.

Employee Feedback: Conducting regular surveys and interviews to gather opinions and suggestions.

• Creating anonymous questionnaires.
• Conducting individual and group interviews.

Communication

• Providing full information to employees regarding the company's policies and practices.
• Using a company platform for disseminating information.
• Organizing regular meetings to review equality policies.
• Creating safe and transparent channels for reporting incidents of discrimination or harassment.
• Ensuring anonymity and protection for employees who report incidents.
• Prompt and fair handling of reports.

Conclusion

Christou 1910 is committed to creating a work environment that promotes equality and fairness for all employees. By implementing this detailed plan, we aspire to become a model company that respects and supports gender equality, fostering the growth and well-being of all our employees.

For Christou 1910

Alexandra Christou, Legal Representative