PHIG Policy Framework v1.2 · Policy 06 · Adopted 1 September 2026 · References: Horizon Europe eligibility condition (Regulation (EU) 2021/695, Art. 22(3)); European Commission guidance “Horizon Europe Gender Equality Plans”; EU Gender Equality Strategy 2020–2025
1. Purpose
A Gender Equality Plan (GEP) is an eligibility condition for public bodies, research organisations and higher-education establishments applying to Horizon Europe, and good practice for every organisation. This plan is PHIG’s formal, public commitment, with dedicated resources, data collection and monitoring, training, and measures in the five thematic areas the Commission recommends.
2. Mandatory process requirements
- Public document: this plan is published on publichealth.ge, signed by the Chair of the Board, and communicated to all persons acting for PHIG.
- Dedicated resources: the Director is accountable for the plan; a Gender Equality Focal Point (a Board or committee member) coordinates it; a line in the annual budget covers training and data collection.
- Data collection and monitoring: sex-disaggregated data on Board, committees, expert pools, staff, authors, reviewers, learners and beneficiaries are collected annually and published in the annual report; progress against the targets below is reported.
- Training and awareness: gender equality and unconscious-bias training for the Board, committee chairs, editors and recruiters, delivered within the first year and refreshed every two years.
3. Thematic areas and measures
| Area | Current situation (October 2026) | Measures | Target |
|---|---|---|---|
| Work–life balance and organisational culture | Small core team; largely remote and flexible work; many volunteers | Written flexible-work rules; meetings within core hours; parental leave in line with Georgian law and, where EU-funded, the Work–Life Balance Directive; zero tolerance of sexist behaviour | Rules adopted 2026; annual culture question in the volunteer survey |
| Gender balance in leadership and decision-making | Board, Scientific Committee and editorial boards being constituted | At least 40% of each sex on the Board, the Scientific Committee of Sheni Labs, the Advisory Board of GILS and the editorial board of the Georgian Medical Journal; chairs and vice-chairs of different sexes where possible | 40% by the first full appointment round; reported annually |
| Gender equality in recruitment and career progression | Recruitment ad hoc | Open calls with neutral wording; mixed selection panels; criteria set in advance; equal pay for equal work verified annually; expert pools and reviewer lists actively balanced | Every panel mixed from 2027; pay audit yearly |
| Integration of the gender dimension into research and teaching content | Sex-disaggregated data reported where available (e.g., GILS labour and OSH data) | Every GILS report, Sheni Labs verdict and Academy course considers sex and gender where relevant (dosing, exposure, occupational risk, access); the journal asks authors to report sex and gender per the SAGER guidelines | Checklist in every template from 2027 |
| Measures against gender-based violence, including sexual harassment | Covered in principle | Equal Opportunities and Anti-Harassment Policy with a confidential reporting route (Whistleblowing Procedure), trained contact persons, protection from retaliation, sanctions | Policy adopted 2026; zero unresolved cases |
4. Monitoring and review
The Focal Point reports to the Board each year with the data above; the Board reviews the plan annually and revises targets; the plan is fully revised every three years.
5. Signature
Adopted by the Board of the Public Health Institute of Georgia; signed by the Chair.
Part of the PHIG Policy Framework. Breaches and concerns may be reported under the Whistleblowing Procedure to info@accreditation.ge (subject “Confidential — integrity”).