1. Introduction and Commitment

Innovative Medical Solutions is a private company in the Life Sciences and Healthcare sector, headquartered in Ras Al-Khaimah, UAE. We are committed to fostering a workplace culture built on equal opportunity, diversity, and inclusion for all employees, regardless of gender, background, or personal circumstances.

This Gender Equality Plan (GEP) has been developed in compliance with the Horizon Europe programme requirements and sets out our organisation's formal commitment to gender equality both within our workforce and in our research and innovation activities. The plan applies to all staff, management, and decision-making bodies of the organisation.

The GEP is formally adopted by the CEO and will be published on the company's official website. It will be reviewed and updated every two years to monitor progress and adapt measures as needed.

2. Scope and Applicability

This GEP applies to all current and future employees, management staff, contractors, and research personnel associated with RAMBAS LLC FZE. It covers all phases of the employment lifecycle, including recruitment, onboarding, performance management, promotion, training, and exit.

The principles and measures set out herein also extend to all research and innovation activities undertaken by the company, including Horizon Europe funded projects.

3. Baseline Assessment

As a small organisation (fewer than 49 employees), RAMBAS LLC FZE acknowledges that gender equality efforts must be proportionate to organisational size while remaining substantive and impactful. Our baseline assessment at the time of adopting this GEP includes:

• Collection and review of current gender disaggregated data on all staff by role level, function, and contract type.
• Assessment of existing recruitment and promotion practices for potential gender bias.
• Review of current flexible working and family support provisions.
• Identification of gaps in gender equality awareness and training.

The results of this baseline assessment will inform the specific targets and measures set out in this plan and will serve as a reference point for future monitoring reports.

4. Governance and Dedicated Resources

4.1 Gender Equality Lead

The CEO of RAMBAS LLC FZE assumes overall accountability for the implementation of this GEP. A designated Gender Equality Lead (GEL) — drawn from the HR/Operations function — is responsible for day-to-day coordination, data collection, reporting, and liaison with any external expertise engaged.

4.2 Resource Allocation

RAMBAS LLC FZE commits to dedicating the following resources to GEP implementation:

• A minimum of 5% of HR working time allocated to gender equality activities, including data monitoring, training coordination, and policy review.
• An annual budget allocation for gender equality activities, including training, expert consultations, and awareness campaigns.
• Engagement of external gender equality expertise when required (e.g., for training delivery, policy audits, or grant compliance review).

Evidence of resource allocation will be maintained in the form of HR time-tracking records, financial records, and contracts or agreements with any external consultants engaged.

5. Data Collection and Monitoring

RAMBAS LLC FZE will collect, maintain, and analyse sex/gender disaggregated data on all personnel at least every two years. The following indicators will be tracked:

• Total headcount by gender (male, female, non-binary/other where disclosed).
• Gender breakdown by seniority level (junior, mid-level, senior, management).
• Gender breakdown by department and function.
• Recruitment data: applicant pool, shortlisted candidates, and hires by gender.
• Promotion rates disaggregated by gender.
• Training participation rates by gender.
• Pay and remuneration data disaggregated by gender and role level.
• Retention and turnover rates disaggregated by gender.
• Uptake of flexible working and parental leave by gender.

A formal monitoring report will be produced every two years by the Gender Equality Lead and shared with the CEO. This report will assess progress against the targets set out in this GEP, identify areas requiring corrective action, and inform the next review cycle of the plan.

6. Training and Awareness Raising

RAMBAS LLC FZE is committed to providing regular training and awareness-raising activities on gender equality for all staff and decision-makers. The following activities will be implemented:

6.1 Induction Training

All new employees will receive gender equality induction training as part of their onboarding programme, covering the company's commitment to gender equality, the provisions of this GEP, and expectations for respectful conduct.

6.2 Unconscious Bias Training

All staff, with particular emphasis on managers and decision-makers (e.g., those involved in recruitment, promotion, and performance review), will participate in unconscious bias training. This training will be delivered at least every two years and upon any significant organisational change.

6.3 Gender Equality Awareness Sessions

Periodic awareness sessions will be organised to update staff on gender equality developments, share monitoring results, and reinforce the company's commitments. Topics will include intersectionality, inclusive language, and the gender dimension in Life Sciences research.

6.4 Decision-Maker Training

Senior leadership and any staff with hiring, promotion, or budget authority will receive targeted training on equitable decision-making, including structured interview techniques and objective performance evaluation criteria.

7. Thematic Areas: Measures and Targets

The following summarises the concrete measures and targets adopted under each of the five recommended thematic areas. A detailed action plan with timelines is provided in Section 8.

7.1 Work-Life Balance and Organisational Culture

• Introduce or enhance flexible working arrangements (remote work, flexible hours, compressed work weeks) accessible to all genders.
• Ensure parental leave policies (maternity, paternity, and shared parental leave) are clearly communicated and actively encouraged for all genders.
• Conduct an annual organisational culture survey including gender equality indicators.
• Target: 100% of staff aware of flexible working options and parental leave entitlements within 12 months.

7.2 Gender Balance in Leadership and Decision-Making

• Establish a target of at least 40% representation of each gender in management and senior roles to be achieved within the plan period.
• Ensure balanced gender representation on any hiring panels, committees, and project leadership teams.
• Report on gender breakdown in leadership roles in the biennial monitoring report.

7.3 Gender Equality in Recruitment and Career Progression

• Adopt gender-neutral job descriptions and advertisements; have all vacancy notices reviewed before publication.
• Implement structured, criteria-based recruitment and promotion processes to minimise subjective bias.
• Set a target of at least 50% women in the applicant shortlist for all roles where qualified female candidates are available.
• Track and review any gender pay gap; commit to closing identified gaps within the plan period.

7.4 Integration of the Gender Dimension into Research and/or Teaching Content

• Integrate sex/gender analysis into the design of all relevant research projects, including Horizon Europe funded projects.
• Ensure project teams consider how research outputs may have different impacts on different genders.
• Include gender dimension considerations in project proposals and reporting where applicable.
• Provide guidance materials to research staff on incorporating the gender dimension into Life Sciences research.

7.5 Measures Against Gender-Based Violence Including Sexual Harassment

• Adopt and publish a clear Anti-Harassment and Anti-Discrimination Policy, with specific provisions on gender-based violence and sexual harassment.
• Establish accessible, confidential reporting mechanisms for incidents of gender-based violence or harassment.
• Ensure all staff are informed of reporting channels and support resources during induction and periodic refresher sessions.
• Commit to zero tolerance for gender-based violence or harassment; all reported incidents will be investigated promptly and impartially.
• Designate a confidential contact person for any staff member wishing to report or discuss concerns informally.

8. Action Plan with Timelines

The table below summarises key actions, targets, timelines, and responsible parties for the implementation of this GEP.

9. Review and Update

This GEP will be formally reviewed every two years from the date of adoption. The biennial monitoring report will assess progress against the targets set out in this plan and will inform any revisions required. Any significant organisational changes (e.g., growth in headcount, new research activities, or changes in senior leadership) may also trigger an earlier review.

All versions of this GEP, including any previous editions, will be retained and made available on the company website.

10. Publication and Accessibility

This Gender Equality Plan is published on the official website of RAMBAS LLC FZE and is accessible to all employees and the public. It is formally adopted by the top management as evidenced by the signature on the cover page.

Staff members are encouraged to familiarise themselves with the plan and to raise any questions or suggestions regarding its implementation with the designated Gender Equality Lead.

11. Management Declaration

I, the undersigned, as the Chief Executive Officer of Innovative Medical Solutions, hereby formally adopt this Gender Equality Plan and confirm that the organisation commits to its full implementation. This plan fulfils the minimum process-related requirements of the Horizon Europe Gender Equality Plan eligibility criterion, including: (i) formal publication; (ii) dedicated resources and expertise; (iii) sex/gender disaggregated data collection and monitoring at least every two years; and (iv) awareness raising and training for all staff and decision-makers on gender equality and unconscious bias.