Gender Equality Plan (GEP)

1. Purpose and Commitment

Kinset is committed to fostering an inclusive, equitable, and respectful workplace where all individuals, regardless of gender identity, gender expression, sex, sexual orientation, ethnicity, age, disability, family status, or background, have equal opportunities to thrive, lead, and succeed.

As a values-led climate and compliance technology company operating across Europe and globally, Kinset recognises that gender equality is both a human rights issue and a strategic driver of innovation, resilience, and long-term performance.

Kinset formally commits to:

  • Embedding gender equality into our organisational culture, governance, and decision-making
  • Preventing discrimination, harassment, and gender-based violence
  • Actively addressing gender imbalances where they exist
  • Monitoring progress through data, transparency, and accountability

This Gender Equality Plan (GEP) aligns with EU best practice and the requirements of Horizon Europe and other public funding programmes.

2. Governance and Responsibility

2.1 Leadership Accountability

Responsibility for the implementation and monitoring of this GEP sits with:

  • CEO & Co‑Founder (Gender Equality Lead) – overall accountability
  • Leadership Team – implementation within teams and projects
  • Board / Advisors – oversight and challenge

Gender equality considerations are integrated into:

  • Strategic planning
  • Hiring and resourcing decisions
  • Partnership and consortium participation
  • Product and customer engagement strategy

2.2 Resources

Kinset commits appropriate time and resources proportionate to company size and stage, including:

  • Leadership time
  • External expertise where required
  • Ongoing training and awareness activities

3. Data Collection, Monitoring, and Transparency

Kinset commits to the regular collection and analysis of gender-disaggregated data, in compliance with GDPR and privacy requirements.

3.1 Data Areas

Where relevant and lawful, Kinset will monitor:

  • Workforce composition by gender and role
  • Recruitment, promotion, and retention rates
  • Pay and compensation bands
  • Leadership and decision-making representation
  • Participation in training, funding proposals, and external visibility

3.2 Review and Reporting

  • Data will be reviewed at least annually by leadership
  • Key findings will inform hiring plans, policies, and corrective actions
  • High-level progress may be shared with partners or funders where required

4. Work–Life Balance and Flexible Working

Kinset supports diverse working patterns and recognises that flexibility is critical to gender equality.

4.1 Flexible Work Practices

Kinset offers, where operationally feasible:

  • Flexible working hours
  • Remote and hybrid working
  • Outcome-focused performance management

4.2 Family and Care Responsibilities

Kinset is committed to supporting parents and carers by:

  • Encouraging shared caregiving responsibilities
  • Supporting flexible return-to-work arrangements after parental leave
  • Ensuring no disadvantage due to family or caring responsibilities

5. Gender Balance in Leadership and Decision-Making

Kinset recognises the importance of balanced representation in leadership, governance, and influence.

Commitments:

  • Strive for gender balance in leadership roles as the company scales
  • Ensure diverse representation in advisory boards and project governance
  • Promote inclusive decision-making processes
  • Actively encourage women and underrepresented genders to take on leadership and technical roles

6. Gender Equality in Recruitment, Career Progression, and Pay

6.1 Inclusive Recruitment

Kinset commits to:

  • Gender-neutral and inclusive job descriptions
  • Transparent role criteria and evaluation processes
  • Diverse shortlists where possible
  • Skills- and values-based assessment

6.2 Career Development

  • Equal access to training, mentorship, and progression opportunities
  • Clear role expectations and feedback mechanisms
  • Recognition of diverse leadership and working styles

6.3 Pay Equity

  • Commitment to equal pay for equal work
  • Periodic review of compensation bands
  • Transparent decision-making around pay and progression

7. Measures Against Gender-Based Violence, Harassment, and Discrimination

Kinset maintains a zero‑tolerance approach to:

  • Sexual harassment
  • Bullying or intimidation
  • Discrimination on the basis of gender or any protected characteristic

Measures include:

  • Clear code of conduct
  • Confidential reporting mechanisms
  • Prompt, fair, and respectful investigation processes
  • Protection against retaliation

These standards apply across:

  • Internal teams
  • External contractors
  • Partners, pilots, and consortium activities

8. Training, Awareness, and Culture

Kinset commits to building awareness and capability through:

  • Gender equality and inclusion training (scaled appropriately)
  • Leadership awareness of unconscious bias
  • Inclusive communication practices
  • Respectful collaboration across cultures and geographies

Gender equality principles are embedded into Kinset’s broader values of trust, transparency, and accountability.

9. Intersectionality and Inclusive Approach

Kinset recognises that gender inequality intersects with other forms of disadvantage.

Our approach considers:

  • Ethnicity and cultural background
  • Disability and neurodiversity
  • Socioeconomic background
  • Age and career stage

Policies and practices are reviewed through an intersectional lens wherever possible.

10. Implementation, Review, and Continuous Improvement

10.1 Implementation

This GEP is:

  • Approved by Kinset leadership
  • Communicated internally
  • Integrated into company policies and funding participation

10.2 Review

  • Annual internal review of actions and outcomes
  • Formal update at least every two years or upon significant organisational change

10.3 Continuous Improvement

Kinset commits to learning, adapting, and improving this plan as the company grows, regulations evolve, and best practice advances.

11. Approval

Approved by:

Katie O’Riordan
Co‑Founder & CEO, Kinset

Date: 5 January 2026

This Gender Equality Plan is publicly available upon request and may be shared with funding bodies, partners, and collaborators as required.

Contact Us

Should you have any questions, queries or complaints with respect to our GEP, please contact us

Last Updated: January 2026