Introduction

At Alisios, we believe that equity is an essential value for the progress and advancement of society, which is why it is one of our priorities to consolidate a culture of respect for people and behaviours that are favourable and open to diversity, as well as guaranteeing equality of opportunities and treatment of all the groups with which we interacts. For this reason, this document outlines the commitments, strategic axes and lines of work to include in your action plans and contribute to closing gender gaps, achieving equity and inclusion in the institution and in the sector.

Purposes

Our commitment to equity and inclusion policies stems from our belief that every individual deserves respect, dignity, and equal opportunities regardless of their background, identity, or characteristics.

• Fostering a Culture of Belonging: We aim to create an environment where every employee feels valued, respected, and included, regardless of their race, ethnicity, gender, sexual orientation, disability, or any other dimension of diversity.
• Driving Innovation and Creativity: Our equity inclusion policy encourages the exchange of ideas, perspectives, and insights from individuals with varied backgrounds, enabling us to develop more robust solutions to better serve our clients world-wide.
• Mitigating Bias and Discrimination: Our equity inclusion policy provides mechanisms to identify, address, and prevent bias and discrimination in all aspects of our operations, from recruitment and hiring, to project assignments and promotions.

Commitments

• Guarantee equal opportunities between women and men, as well as non-discrimination based on sex, gender, sexual orientation, race, ethnic origin in our hiring processes, project assignments and promotions.
• Guarantee the provision of services from a differential approach with criteria of efficiency, agility and accessibility in accordance with the demands and needs of the user population, which take into account their specific characteristics and eliminate all those practices and customs that have a discriminatory effect or result due to reasons of gender, sexual orientation, ethnic origin, or disability.
• Actively encourage gender balance within our research teams. By fostering an environment that values diversity and equal opportunity, we strive to harness the full potential of all team members, regardless of gender, to drive innovation and excellence in our work.
• Maintain balanced gender representation across all levels of decision-making within our organization. This includes ensuring gender diversity in the president’s committee, expert groups, and peer review processes. By embracing diverse perspectives, we aim to create a more inclusive and equitable environment where everyone’s voice is heard and valued.
• Secure the necessary human, financial and technical resources, as well as the creation and strengthening of appropriate and convenient instances, methods and procedures for the implementation of the policy.
• We require our employees to consider and describe how gender dimensions are integrated into the activities and tasks they undertake. This includes addressing both social and biological aspects of gender and gender identity. By ensuring a comprehensive approach, we aim to promote understanding and inclusivity in all our endeavours.
• Recognize the importance of using neutral language in our publications and communications. By adopting inclusive language that avoids reinforcing gender stereotypes or biases, we strive to create an environment that values and respects the diversity of all individuals. This approach aligns with our dedication to developing an inclusive culture where everyone feels valued and empowered to contribute.
• Foster equity plans among the research teams we work with. By partnering with teams that share our dedication to promoting inclusivity, we strive to create environments where everyone has equal opportunities to thrive and contribute to impactful research.