UMOBILE Spółka z ograniczoną odpowiedzialnością
Address: ul. Franciszka Klimczaka 10A/5, 02-797 Warszawa, Poland
KRS: 0000759144 | NIP (VAT): 5223142490 | REGON: 381881554
Approved: October 2025 | Valid for: 2025–2027
This Gender Equality Plan complies with all Horizon Europe requirements and the EU Gender Equality Strategy 2020–2025.
1. Introduction and Purpose
UMOBILE Sp. z o.o. is committed to advancing gender equality across all levels of the company, aligning with the EU Gender Equality Strategy 2020–2025, Polish Labour Code, and Horizon Europe criteria.
2. Governance and Responsibility
Implementation of the GEP is overseen by the CEO, coordinated by the HR Manager, and monitored by the Gender Equality Committee (GEC). An external gender expert provides professional guidance.
3. Human and Financial Resources
Dedicated HR allocation (0.2 FTE), quarterly GEC meetings, €3,000 annual training budget, €1,500 external consultancy, and internal monitoring tools.
4. Involvement of Gender Expertise
UMOBILE collaborates with a certified gender consultant to conduct audits, deliver unconscious bias training, and evaluate progress.
5. Data Collection and Monitoring
The company collects and reviews sex-disaggregated HR data on recruitment, pay, leadership, and training annually. Findings inform updates to the GEP.
6. Awareness Raising and Training
Annual mandatory training for all employees and managers on gender equality, anti-discrimination, and unconscious bias. Evidence includes attendance records and curricula.
7. Communication and Transparency
The GEP is published on UMOBILE’s website and communicated internally through email and HR dashboards.
8. Monitoring and Evaluation
Quarterly reviews by the GEC, annual audits by external expert, and biennial updates ensure continuous improvement.
9. Thematic Areas, Measures, and Targets
The following table outlines how UMOBILE’s Gender Equality Plan addresses the five thematic areas recommended by Horizon Europe through concrete measures and measurable targets.
Thematic Area Objective Measures Targets / KPIs (by 2027) Responsible Entity
Work–Life Balance & Organisational Culture Promote flexible, inclusive work environment. Hybrid work policies; parental leave for both parents; satisfaction survey. ≥80% satisfaction; ≥40% men using flexible work; annual audit. HR & CEO
Gender Balance in Leadership Achieve balanced gender representation in management. Mentorship; 40% female leadership target; annual review. 40% women in management; 50% new team leads female. CEO, HR, GEC
Recruitment & Career Progression Ensure gender-neutral hiring and promotion. Neutral job ads; balanced panels; disaggregated tracking.
Gender parity (±10%) among hires; equal promotion rates. HR Manager
Gender Dimension in R&D Integrate gender sensitivity into product development. Gender audit of R&D projects; gendered user testing. 100% projects reviewed; 1 pilot with gendered data. R&D Dept, Expert
Anti-Violence & Harassment Prevent and address gender-based violence.
Anti-harassment policy; confidential reporting; annual training. 100% trained; 0 unresolved cases; annual survey. HR, Legal, GEC
Signature and Approval
Approved by [Name], CEO / Managing Director UMOBILE Sp. z o.o., Warszawa, October 2025