The purpose of the document is to set the commitments and actions that aim to promote gender equality in CYNET-CSIRT through institutional and cultural change.
This document presents the CYNET’s Gender Equality Plan (GEP). It should be considered a dynamic plan that will adapt to the needs of the CYNET. Removing barriers to equality in the workplace is a strategic priority for CYNET. We recognise that gender equality drives excellence, matches employee needs and enables us to attract and retain top industry talent. Therefore, we offer employees the opportunity to develop, progress, and fulfil their career aspirations based on their talent and motivation, not their gender identity, gender characteristics, expression, or sexual orientation. Gender equality intends to include people with various identities, including but not limited to cisgender women, cisgender men, trans men, trans women, and non-binary people. We must be an inclusive and diverse Organisation, and, where needed, we must ensure we foster new mindsets to enable this to happen. We believe every employee’s responsibility to act for change will allow us to become a genuinely gender-balanced Organisation. The GEP is a set of commitments and actions that aim to promote gender equity and gender balance policies as the first step towards absolute equality in an organisation through structural change. GEP aims to promote gender equality through the sustainable transformation of organisational processes, culture and structure that produce and sustain gender imbalances and inequalities. GEP addresses an organisation’s visible structure and practices through policies and procedures and considers how to evolve espoused values (what people say they believe) and underlying assumptions (unconscious beliefs, thoughts, and feelings), including in the production of knowledge and its applications.
Gender equality has been considered a matter of importance at CYNET. CYNET views harassment and bullying as unacceptable. The ‘Code of Practice’ notes that the board of directors and staff must not get involved in anything that could be perceived as sexual, racial or gender-based harassment. Neither should they behave in a manner that may be perceived as intimidating, threatening, oppressive, or bullying. CYNET is an equal opportunity employer that provides amongst others:
• equal training and development opportunities,
• a work-life-balance,
• equal pay between men and women for the same work or work of equal value.
Currently, almost 50% of our employees are female, while we are going to increase significantly this percent in the foreseeable future.
The CYNET’s Gender Equality Plan is:
- Adjusted as enshrined in Article 3 of the Treaty of the European Union (TEU) and Article 8 of the Treaty on the Functioning of the European Union (TFEU).