Last update: Dec 30, 2025, 16:37, by: Gabriel Brezoiu

[GM07] Gender Equality Policy

As a non governmental organisation working with young people and diverse communities, we must do all we can to ensure that equality, dignity, and safety are protected and promoted at all times. The following Gender equality policy has been produced to ensure that no person is discriminated against or placed at risk of discrimination, harassment, or unequal treatment during their involvement with GEYC’s activities, employment, and projects. This document has been approved by GEYC’s management and outlines the legal framework, the principles, actions, and code of conduct GEYC works with in order to prevent risks to equality and to promote equal opportunities.

Legal and policy framework

This Gender Equality Policy has been developed on the basis of law, policy, and guidance that seek to protect and promote equality, namely:

• Charter of Fundamental Rights of the European Union, Articles 21 and 23 on non discrimination and equality between women and men.
• Treaty on the Functioning of the European Union provisions on equality.
• Directive 2006/54/EC on equal opportunities and equal treatment in employment and occupation.
• Directive EU 2019/1158 on work life balance for parents and carers.
• Directive EU 2022/2381 on improving gender balance in leadership roles.
• Directive EU 2023/970 on pay transparency and equal pay.
• Council of Europe Convention on preventing and combating violence against women and domestic violence.
• The Constitution of Romania, including Article 16 on equality before the law and Article 41 on equal pay.
• Romanian law no. 202/2002 on equal opportunities and equal treatment for women and men.
• Romanian government ordinance no. 137/2000 on preventing and sanctioning all forms of discrimination.
• Romanian law no. 53/2003 Labour Code.
• Romanian law no. 167/2020 on prevention and sanctioning of moral harassment at work.
• Romanian emergency ordinance no. 96/2003 on maternity protection, and other relevant Romanian acts on parental rights, telework, and workplace health and safety.

Application

GEYC’s Gender Equality Policy applies to:

• All members of staff and volunteers.
• All those acting on behalf of GEYC, such as consultants, trainers, and interns.
• Staff members and representatives from partner organisations involved in the delivery of GEYC’s programmes.
• Suppliers, contractors, and guests involved in any GEYC activities or events, including journalists, donors, photographers, film makers, and policy makers.
• Members of the Board of Directors and advisory bodies.

1. Our principles

• All discrimination and harassment involve a breach of fundamental rights.
• All people have equal rights to fair treatment, participation, and protection from discrimination and violence.
• Gender equality is never optional. It is a legal duty and an ethical commitment.
• We are committed to promoting equality and inclusion in our organisation and in all programmes.
• When we work through partners, they have a responsibility to meet minimum equality standards in their programmes and workplaces.
• We practice intersectionality, we recognise that gender can interact with age, disability, ethnicity, sexual orientation, socio economic status, and other factors.

2. Our actions

We will meet our commitment to promote gender equality and prevent discrimination through the following means:

Awareness. We will ensure that all staff, volunteers, and partners are aware of equality principles, the risks of discrimination, and their responsibilities under this policy. The policy is available to all.

Prevention. We will reduce risks through good practice. This includes inclusive language, gender sensitive communications, gender balanced panels and teams, accessible venues, and safe event protocols.

Recruitment and progression. We will use inclusive job descriptions, open calls, diverse selection panels, clear scoring guides, structured interviews, and reference checks. We will advertise salary ranges and uphold equal pay for equal work. We will aim for balanced representation in leadership and decision making bodies.

Work life balance. We will support flexible working, parental and carers’ leave, and reintegration after leave, without stigma or penalty, consistent with Romanian and EU law.

Pay equity and transparency. We will maintain role based pay criteria, conduct periodic pay gap checks, and correct unjustified gaps.

Gender mainstreaming in projects. We will integrate gender analysis in project design, delivery, and evaluation. We will collect sex gender disaggregated participation data, set inclusion targets where relevant, and ensure safe participation for all.

Training. We will provide regular training on gender equality, unconscious bias, inclusive leadership, no hate speech and anti harassment. Managers will receive role specific training at least once in their mandates.

Reporting. We will ensure that staff, volunteers, partners, and participants are clear about what steps to take when concerns arise. Confidential reporting channels will be available for discrimination, harassment, or inequality concerns.

Responding. We will take prompt, fair, and protective action when concerns arise. We will support affected persons, protect against retaliation, and apply proportionate sanctions where misconduct is confirmed.

Engaging stakeholders. We will consult staff, volunteers, partners, and participants on equality measures, use feedback to improve, and share learning with our networks.

3. Code of conduct

Staff, volunteers, partners, and representatives must never:

• Discriminate, harass, bully, or victimise any person based on gender, gender identity, gender expression, sexual orientation, pregnancy, parental status, or any other protected attribute.
• Use language, make suggestions, or offer advice that is sexist, offensive, or degrading.
• Engage in unwanted verbal, non verbal, or physical conduct of a sexual nature.
• Condone or participate in behaviour that creates a hostile or intimidating environment.
• Penalise or retaliate against a person for raising a concern or taking leave related to pregnancy, parental, or carers’ responsibilities.
• Stereotype roles or exclude people from opportunities because of gender.

Staff, volunteers, partners, and representatives must:

• Treat everyone with dignity and respect and use inclusive language and imagery.
• Respect people’s names and pronouns.
• Ensure gender balanced representation in panels, committees, and publicity where feasible.
• Report concerns promptly through the channels in this policy.
• Protect confidentiality when handling sensitive information.

This list is not exhaustive. The principle is to avoid actions or behaviour which may constitute poor practice or discriminatory or harassing behaviour.

4. Staff recruitment procedures

GEYC applies safe and fair recruitment to ensure equal opportunities:

• Inclusive vacancy notices and outreach to diverse pools.
• Clear selection criteria aligned to essential skills and experience.
• Diverse interview panels where feasible and standardised interview questions.
• Documented scoring, reference checks, and right to work checks.
• Salary bands communicated in advance, equal pay for equal work.
• Reasonable adjustments during recruitment and onboarding.
• No discrimination related to pregnancy, maternity, paternity, or parental status.

5. Updates and training

All staff members and volunteers will be informed about the present Gender equality policy at the beginning of their work with the organisation. All those acting on behalf of GEYC and partner organisations involved in the delivery of GEYC’s programmes will also be informed of this policy at the start of their collaboration, making sure that:

• They are aware of GEYC’s equality policies and understand their responsibilities.
• They recognise risks and know how to prevent and respond to discrimination and harassment.
• They understand the ethical and professional standards expected while working with people of all genders.
• Managers complete additional training on inclusive leadership and unbiased hiring at least once in their mandates.

6. Roles and responsibilities

To ensure effective implementation of this Gender equality policy, GEYC defines the following roles and responsibilities:

Leadership. The General Manager and the Board oversee implementation, ensure compliance with law, approve resources, publish the policy on GEYC’s website, and review performance annually.

Designated gender equality officer. The designated officer, currently the General Manager, Gabriel Andrei Brezoiu, coordinates the Gender equality plan, monitors data, advises teams, receives and manages reports, liaises with authorities where required, and conducts regular reviews of equality practices.

Human resources function. Ensures fair recruitment, equal pay practices, record keeping, and onboarding that includes this policy.

Project managers and department coordinators. Integrate equality in project design and delivery, collect participation data, ensure inclusive participation, and report progress.

Staff and volunteers. Follow this policy, complete training, promote respectful conduct, and report concerns immediately.

Partner organisations and suppliers. Demonstrate compliance with this policy and with applicable EU and Romanian equality standards when working with GEYC.

7. Final aspects

The present Gender Equality Policy is available on the organisation’s website at geyc.ro. GEYC will monitor the implementation of equality measures by:

• Conducting annual internal reviews and periodic external evaluations of equality practices.
• Reviewing feedback from staff, volunteers, partners, and participants to improve measures.
• Using incidents, lessons learned, and best practice to enhance implementation.

This Gender equality policy is revised annually, based on feedback and legal or policy updates.

You can contact us regarding matters related to gender equality at office@geyc.ro. The Designated gender equality officer is responsible for ensuring that all concerns are immediately received, recorded, and addressed, that affected persons are supported, and that confidentiality and non retaliation are assured.