Executive Summary & Eligibility Statement

This Gender Equality Plan (GEP) sets out Technopolis Group’s commitments, structures, and measures to promote gender equality and prevent discrimination.

In producing this plan and the supporting policies we have considered the legislation in the main legal jurisdictions in which we work, including the EU Equal Treatment Directive and the UK Equality Act, and aligns with Horizon Europe guidance on Gender Equality Plans, meeting the four mandatory process requirements (public document; dedicated resources; data collection and monitoring; training) and sets out actions across five thematic areas.

Eligibility self-declaration:

• This GEP is a public document, approved and signed by top management and accessible at:
  technopolis-group.com/gender-equality-policy.

• Dedicated resources: our Group Director Operations and Group HR Manager are responsible for implementing and monitoring the GEP.

• Data collection & monitoring: We collect sex/gender-disaggregated data annually and publish an annual monitoring report.

• Training: We run regular awareness-raising training for staff (including managers/decision-makers).

Purpose, Scope & Principles

• Purpose: To maintain, protect, and strengthen gender equality through structural, cultural, and procedural measures across all organisational activities and research & innovation content.
• Scope: Applies to all staff, contractors, interns, board members and shareholders across all subsidiaries in the Group.
• Guiding principles: Equal opportunities regardless of sex, sexual orientation, race, religion or physical capabilities; transparency; participation; continual improvement; evidence-led decision-making.
• Legal & policy framework: EU/national equality law; EU Charter of Fundamental Rights; Technopolis Group Ethics Policy; Dignity at Work policy.

Governance & Accountability

• Executive ownership: Group Managing Partner is the Executive Owner of the GEP.
• Operational leads: Group Director Operations and Group HR Manager are responsible for implementing and monitoring the GEP.
• Board oversight: The Group Managing Partner provides annual updates to the Company Board on GEP progress.
• HR Advisory Committee: Acts as the advisory and oversight body for the GEP, reviewing implementation and reporting as part of its wider remit on HR strategy and policies.
• Decision-making: Company Board.
• Complaints & whistleblowing: Supported by the Dignity at Work policy and a Trusted Persons Network outside the chain of command.
• Implementation: Managing Partners, supported by their Office Managers are responsible for implementation at subsidiary level.

Publication & Communication

• Public document: This GEP is published on the Technopolis Website at technopolis-group.com/gender-equality-policy.
• Leadership endorsement: The Group Managing Partner has signed this policy and the endorsement that forms the Foreword and is reporting annually to the Board of the Company.
• Internal communication: The GEP is available on Technopolis central Policies page on the company Intranet, is referenced during induction and periodic training and the data collection forms part of the annual planning process with Subsidiaries.
• Updates are coordinated by Group HR Manager and recirculated following revisions.

Dedicated Resources

• People: Group Director Operations and Group HR Manager oversee delivery, supported by Subsidiaries HR teams.
• Networks: Women@Technopolis is an initiative to ensure women working at Technopolis have access to female role models and can collectively discuss challenges they may face. It empowers women across the Group to share experiences, discuss challenges, identify solutions, and build mutual support and mentorship.

Data Collection, Baseline & Monitoring

• Baseline: Gender balance is monitored at the following levels: Board, Managing Partners and Partners, Consultants, and Shareholders (both the number and the distribution of shares). Subsidiary Business Plans include monitoring of salary parity between genders and grades.
• Frequency: Annual monitoring during the planning cycle.
• Indicators & targets: We aim to maintain:
  • A minimum 40/60 gender balance across senior leadership roles (Managing Partner, Partner, Principal Consultant), ensuring that no single gender represents more than 60%, in line with the Ethics Policy.
  • A minimum 40/60 gender balance on the Company Board (by number of members), ensuring that no single gender represents more than 60%.
  • Balanced gender representation within the Shareholders Assembly (by number of shareholders), monitored over time, with the expectation that no single gender represents more than 60%.

We collect sex/gender-disaggregated data annually across key indicators, including workforce composition, recruitment, promotion, and salary distribution. These data are reviewed as part of the annual planning cycle and inform management decision-making and Board reporting.

Training & Capacity Building

• Awareness raising: All staff attend induction training, including GEP principles & targets, and have access to regular training on equality, diversity, and dignity at work.
• Supportive learning: Peer-to-peer learning and mentoring supported by Women@Technopolis.
• Decision-maker development: We provide training for managers and those involved in recruitment, promotion, and performance review, including refresher training on unconscious bias.

Additional Measures

Technopolis implements a range of complementary measures that strengthen our organisational culture, support staff wellbeing, and promote fairness and inclusion across all levels of the Group. These measures build on our core policies and enhance the effectiveness of this Gender Equality Plan.

Work–Life Balance & Organisational Culture

We maintain a supportive organisational culture through:

• Flexible/hybrid working; family-friendly leave; trusted persons network.
• Culture reinforced by Women@Technopolis and the Dignity at Work policy.
• A Trusted Persons Network providing confidential, independent support.

Gender Balance in Leadership & Decision-Making

To promote balanced representation, we actively consider gender balance in our recruitment and promotion process to meet our targets.

We encourage a 40/60 gender balance range on the Board. The Board made up of 5 members is elected by shareholders.

• Monitor gender balance among shareholders and in share allocation over time, with the intention of maintaining balanced representation (recognising that proportions may fluctuate with a relatively small population).

• We seek to maintain a 40–60 gender balance range in highest responsibilities (Managing Partners, Partners and Principal Consultants) through fair and transparent processes.

Recruitment, Reward & Career Progression

We work to ensure fair and transparent organisational processes through:

• Monitoring gender representation across all staff levels

• Applying transparent and standardised recruitment and promotion criteria

• Use mixed appointment and promotion panels where practicable, to support balanced decision-making and reduce bias.

• Regular HR review of progression patterns and outcomes.

• Monitoring of salary parity at subsidiary level.

Measures Against Gender-Based Violence & Harassment

We uphold a safe, respectful workplace by:

• Implementing the Dignity at Work policy, which sets expectations for behaviour and outlines rights and responsibilities
• Providing a Trusted Persons Network for confidential reporting outside line management

• Ensuring investigations are conducted confidentially and include anti‑retaliation safeguards.

Stakeholder Engagement & Culture Monitoring

We maintain ongoing dialogue and feedback loops by:

• Supporting Women@Technopolis to facilitate peer learning, experience-sharing, and collaborative solutions
• Conducting an annual Employee Survey, focus groups, and other listening exercises to assess culture and inclusion.

Working with others

We expect our clients, partners and external collaborators to treat our staff and representatives with fairness, dignity and respect, and without discrimination on the basis of gender, sexual orientation, race, religion or physical capabilities. Where concerns arise, we will address them promptly and constructively with the relevant organisation.