Edge of the Forest Studio

Public Gender Equality Plan

 

1. Introduction & Commitment

Edge of the Forest Studio (the “Studio”) is committed to fostering an inclusive, equitable, and respectful environment for all employees, contractors, and collaborators. We recognize that diverse perspectives in creative and administrative roles enrich our work, improve innovation, and contribute to our collective success. This Gender Equality Plan (GEP) outlines our strategic commitments to ensure equal opportunities and prevent discrimination based on gender.

 

2. Main Objectives

1. Equal Opportunities: Guarantee fair recruitment, promotion, and professional development for all genders.

2. Work-Life Balance: Promote flexible working arrangements, parental leave, and family-friendly policies.

3. Pay Equity: Conduct regular reviews to identify and address any gender pay gaps.

4. Inclusive Leadership: Ensure balanced representation in leadership and decision-making roles.

5. Zero Tolerance for Harassment: Establish clear policies and reporting mechanisms for gender-based discrimination or harassment.

6. Public Accountability: Communicate progress annually, adhering to EU best practices for transparency.
    

3. Governance & Responsibilities

• Gender Equality Officer (GEO): A designated internal lead coordinates our equality initiatives, oversees data collection, and serves as a point of contact for any gender-related concerns.

• Management & HR: Senior leaders and HR personnel actively implement the GEP by reviewing policies, improving recruitment practices, and ensuring equitable professional pathways.
   

4. Key Actions & Measures

4.1 Recruitment & Career Development

• Inclusive Job Ads: All job postings use gender-neutral language and emphasize essential competencies.

• Unconscious Bias Training: All hiring managers receive regular training to minimize bias in the selection process.

• Mentoring & Sponsorship: Underrepresented employees gain access to mentors or “sponsors” for career guidance and advancement.

4.2 Work-Life Balance

• Flexible Work Policies: Where feasible, employees can utilize remote work or flexible hours.

• Parental Leave & Support: Clear, equitable parental leave policies are in place for all genders, promoting shared caregiving responsibilities.

4.3 Pay Equity

• Annual Pay Review: The Studio conducts an annual gender pay gap analysis. Any discrepancies are addressed through structured pay adjustments or policy updates.

• Transparent Salary Bands: Job grades and pay ranges are made accessible to employees.

4.4 Leadership & Decision-Making

• Leadership Representation: We strive for balanced gender representation across managerial and creative leadership positions.

• Open Selection: Clear criteria and transparent processes govern the appointment of team leads, directors, and senior positions.

4.5 Prevention of Harassment & Discrimination

• Zero-Tolerance Policy: Discrimination or harassment based on gender, gender identity, or related characteristics is strictly prohibited.

• Reporting Mechanisms: Anonymous or confidential channels are available for employees to report any incident or concern.

• Support & Resolution: All reported incidents are investigated promptly and thoroughly, with support provided to affected individuals.

4.6 Training & Awareness

• Mandatory Training: Annual sessions address topics such as unconscious bias, inclusive language, and respectful workplace conduct.

• Creative Inclusion: For our artistic teams, specialized workshops encourage gender-sensitive portrayal of characters and storylines.
   

5. Monitoring & Reporting

• Data Collection: We gather disaggregated data on recruitment, promotions, salaries, and representation in leadership on an annual basis.

• Annual Public Report: Key findings on progress and areas for improvement (including pay gap data, leadership diversity, and policy outcomes) are published each year on our official website.

• Continuous Improvement: Based on findings, the Studio updates objectives, budgets, and resources to align with emerging best practices and EU guidelines.
   

6. Stakeholder Engagement

• Employee Involvement: All team members are encouraged to provide feedback on workplace culture through surveys, town halls, and open discussions.

• External Collaboration: We collaborate with industry networks, professional associations, and relevant EU organizations to stay informed of new insights and tools for advancing gender equality.
   

7. Approval & Review

• Approval: This plan is endorsed by the CEO and senior leadership of Edge of the Forest Studio.

• Review Cycle: The GEP is formally reviewed and updated every year to reflect progress, newly identified challenges, and evolving EU requirements.

 

Effective Date: [01/01/2025]

Signed By:

• CEO/Managing Director, Edge of the Forest Studio

• Gender Equality Officer (GEO), Edge of the Forest Studio
   

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Public Statement

“Edge of the Forest Studio is dedicated to creating an environment where all genders can thrive, innovate, and contribute equally. We firmly believe that true creativity flourishes when everyone’s voice is heard and respected.”

For any questions or additional information regarding this Gender Equality Plan, please contact us at:
[info@eotfs.com]

 

Edge of the Forest Studio
Fostering creativity through equity, respect, and inclusion.