1- Statement of commitment
HIVE-RD is committed to gender equality as a core principle of its governance, operations, and culture.
2– Governance and resources
HIVE-RD will allocate reasonable time within fee-earning schedules and a modest annual budget for training, data collection, and external advice where required.
3– Data collection, monitoring, and reporting
> HIVE-RD will collect sex and gender disaggregated data for Members and any contractors or interns engaged during the year.
> Indicators will include recruitment and engagement activity for contractors, allocation of work, fees and pay, leadership duties, professional development, and retention.
> This plan will be reviewed annually and updated where evidence shows the need for improvement.
4– Training and awareness
> Members will complete training on gender equality and unconscious bias, and refresh at least every two years.
> Any person involved in selection of contractors or interns will complete the same training before taking part in any decision.
5– Priority areas and concrete measures
5.1– Work life balance and organisational culture
> Maintain flexible working by default.
> Record and accommodate caring responsibilities in planning of client work and deadlines.
> Review workload allocation quarterly to ensure fairness and transparency.
> Ensure all internal and client facing communications use respectful and inclusive language.
5.2– Gender balance in leadership and decision making
> With two Members, leadership duties will be shared fairly and reviewed twice a year.
> Where an external adviser is asked to support a decision, HIVE-RD will seek balanced representation in the advisory input where practicable.
> Keep a written record of key decisions, the options considered, and how equality risks were addressed.
5.3– Gender equality in recruitment and career progression
If contractors or interns are engaged, the company will:
> Use clear role descriptions and inclusive, gender neutral language
> Advertise opportunities openly where practicable
> Apply a structured and scored selection process with questions provided in advance
> Keep a concise audit trail of decisions and feedback offered on request
> Access to training, mentoring, and client opportunities will be offered on fair and transparent terms.
5.4– Integration of the gender dimension into services and outputs
> For each project, consider whether gender is relevant to objectives, methods, data collection, analysis, outcomes, or user impact.
> Where relevant, document how gender has been considered in proposals, delivery plans, and client reports.
> Maintain a short library of guidance on integrating gender analysis and update it annually.
5.5– Measures against gender-based violence including sexual harassment
> Zero tolerance policy for any form of gender based violence, harassment, or victimisation involving Members, contractors, clients, or partners.
6- Process
> Acknowledge within two working days
> Offer confidential support and signposting
> Appoint an impartial investigator, normally an external advisor
> Follow a fair process, keep records, and conclude without undue delay
> Apply proportionate outcomes and, where appropriate, report to relevant authorities or professional bodies
Protection
No detriment for raising a concern in good faith.
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