Gender Equality Plan

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1. Introduction and institutional commitment

European Membrane House is a European non-profit association dedicated to the promotion, development, and dissemination of scientific, technological, and industrial knowledge in the field of membranes and membrane processes. Through its activities (networking, scientific dissemination, training, participation in European projects, think tank activities), EMH contributes to excellence in research and innovation in Europe.

Gender equality is a fundamental value of the European Union and an essential principle to ensure scientific excellence, responsible innovation, and inclusive working environments. In line with the requirements of the Horizon Europe programme, EMH adopts this Gender Equality Plan (GEP) as an official strategic document.

This GEP reflects the explicit commitment of EMH’s governance to:

  • Promote equality between women and men;
  • Prevent any form of discrimination;
  • Foster an inclusive and respectful organisational culture;
  • Integrate the gender equality dimension into its research, innovation, and scientific dissemination activities.

This document is made publicly available on the EMH website and communicated to all members, partners, and stakeholders.

All references below apply equally to both feminine and masculine forms.

 

2. Reference framework

This GEP is developed in accordance with:

  • The requirements of the European Commission – Horizon Europe regarding Gender Equality Plans;
  • The principles of the Treaty on European Union and the Charter of Fundamental Rights of the EU;
  • The recommendations of the European Institute for Gender Equality (EIGE) and the GEAR tool.

It meets the four mandatory process-related requirements and covers the five thematic areas recommended by the European Commission.

 

3. Scope and approach

As a moderately sized association, EMH adopts a proportionate, pragmatic, and progressive approach to the GEP. The plan covers:

  • Governance bodies;
  • Salaried staff and equivalent personnel, where applicable;
  • Experts, volunteers, and members involved in EMH activities;
  • Research, innovation, training, and dissemination activities.

The GEP is designed as a continuous improvement process, including monitoring, evaluation, and regular updates.

 

4. Mandatory requirements – Processes

 

4.1 Official adoption and publication

 

This GEP is a formal document adopted by EMH governance.

  • It is published on the official website of the association;
  • It is signed by EMH management;
  • It is communicated to members, partners, and stakeholders. 

 

4.2 Dedicated resources

 

Considering its size, EMH establishes a proportionate organisational structure:

  • Appointment of an “Equality for All” officer within the executive board or governing body;
  • Occasional support from external experts if necessary (training, audits, European projects);
  • Allocation of dedicated working time for the monitoring and implementation of the GEP;
  • Integration of gender equality principles into project and resource management.

 

4.3 Data collection and monitoring

 

EMH commits to collecting and analysing, in compliance with GDPR, sex-/gender-disaggregated data relating to:

  • The composition of governance bodies;
  • Staff and regular collaborators;
  • Participation in events, working groups, and projects (where relevant).

Simple indicators will be monitored annually, such as:

  • Women/men representation in decision-making bodies;
  • Distribution of leadership and responsibility roles;
  • Balanced participation in panels, committees, and scientific activities.

An annual report will be prepared and shared internally, with a public summary if appropriate.

 

4.4 Awareness-raising and training

 

EMH implements awareness-raising actions adapted to its context:

  • Awareness activities for members of governance bodies and project leaders;
  • Integration of gender equality good practices in the organisation of events and European projects.

 

5. Recommended thematic areas

 

5.1 Work–life balance and organisational culture

 

EMH promotes a respectful and inclusive working culture:

  • Organisational flexibility where applicable;
  • Respect for personal and family constraints;
  • Fair recognition of contributions. 

 

5.2 Monitoring representation within governance

 

Objectives:

  • Promote balanced representation of women and men in governing bodies.

Measures:

  • Attention to representativeness during appointments and elections;
  • Transparency in selection procedures;
  • Regular monitoring of representation balance. 

 

5.3 Equal opportunities in recruitment and career development

 

When EMH recruits or selects experts and collaborators:

  • Procedures are based on competence and transparency;
  • Vigilance regarding gender bias;
  • Promotion of equal opportunities in access to responsibilities and projects.

 

5.4 Prevention of harassment and violence

 

EMH adopts a zero-tolerance policy towards any form of harassment or violence.

Measures:

  • Clear reminders of codes of conduct during activities and events;
  • Availability of a confidential contact point;
  • Referral to appropriate support mechanisms if necessary;
  • Awareness-raising among event and project managers.

 

6. Governance, monitoring, and evaluation

 

  • The “Equality for All” officer is responsible for monitoring the GEP;
  • An annual update is presented to EMH governance;
  • The GEP is reviewed every four years or in the event of significant organisational changes;
  • Monitoring results feed into continuous improvement of practices.

 

7. Conclusion

 

Through this Gender Equality Plan, EMH affirms its commitment to contributing actively to equality for all and among all, without distinction other than the pursuit of scientific excellence, progress in research, European innovation, inclusion, and European values. This plan constitutes a living, evolving, and proportionate framework.