Gender Equality Plan 2026-2028

Organization: Thermo-Calc Software Group
Responsible Unit: HR Department
Approved by: Management Team
Last Updated: November 2025

1. Purpose and Legal Framework

This Gender Equality Plan (GEP) aims to promote gender equality and prevent discrimination and harassment in the workplace. It is based on the company’s Equality and Anti-Harassment Policy and complies with:

• Swedish Discrimination Act (2008:567) – requiring employers to actively prevent discrimination and promote equal rights and opportunities.
• Swedish Work Environment Act (1977:1160) – mandating a safe and inclusive work environment.
• Parental Leave Act (1995:584) – supporting work-life balance and equal parenting.
• EU Horizon Europe GEP Criteria – including public accessibility, dedicated resources, sex-disaggregated data, and training on gender equality.

2. Strategic Focus Areas and Actions

A.  Workplace Climate and Social Standards

Objective: Foster an inclusive work environment free from discrimination and harassment.

Actions:

• Annual anonymous employee survey to assess social climate and identify risks.
• Mandatory training in inclusive communication and respectful behavior.
• Clear procedures for reporting harassment, aligned with the Equality and Anti-Harassment Policy and Swedish Discrimination Act Chapter 2 §3.

B. Salaries and Employment Conditions

Objective: Ensure fair and equal pay and employment terms.

Actions:

• Annual salary mapping in accordance with Discrimination Act Chapter 3 §10.
• Review of part-time contracts and benefits from a gender equality perspective.
• Transparent criteria for salary development, documented in internal HR guidelines.

C. Recruitment and Promotions

Objective: Promote gender-balanced representation across all levels.

Actions:

• Review of job advertisements and recruitment processes for bias.
• Gender balance targets for final candidates.
• Mentorship programs for underrepresented groups, aligned with onboarding strategy.

D. Education and Training

Objective: Guarantee equal access to learning and development opportunities.

Actions:

• Monitoring participation in internal and external training.
• Equal access to training resources and time allocation.
• Support for professional development during parental leave, in line with the Parental Leave Act.

E. Work-Life Balance and Parenting

Objective: Enable employees to balance work and family responsibilities.

Actions:

• Flexible working hours and remote work options.
• Active contact with employees during parental leave.
• Encouragement of parental leave uptake regardless of gender, supported by national policy.

3. Monitoring and Evaluation

• Annual survey and salary mapping to identify risks and measure progress.
• Documentation of risks, analyses, action plans, and evaluations.
• Reporting to the management team and internal stakeholders.
• Alignment with EU Horizon Europe GEP monitoring requirements.

4. Communication and Accountability

• The GEP is published on the company’s intranet and included in onboarding materials.
• HR is responsible for coordination, documentation, and reporting.
• Managers are obligated to act on any instance of discrimination or harassment, in accordance with Swedish law and internal policy.

5. Policy References