Syntetiq Limited: Gender Equality & Inclusion Plan

Last Updated: [Feb, 2025]

At Syntetiq Limited, we believe that diversity and inclusion are not just values but strategic imperatives. We are committed to creating a work environment where every individual—regardless of gender—has an equal opportunity to thrive, innovate, and contribute. This Gender Equality & Inclusion Plan aligns with the UK Equality Act 2010 and serves as our roadmap for continuous improvement.

1. Foster an Inclusive Culture
   Promote a culture that celebrates differences and ensures every voice is heard and respected.
2. Provide Equitable Opportunities
   Guarantee fair access to professional growth, training, and promotion for all employees, backed by clear and transparent criteria.
3. Maintain Pay Equity
   Conduct regular pay audits to ensure equal compensation for equal work across all roles and departments.
4. Support Work-Life Balance
   Offer flexible working arrangements and robust family-friendly policies, ensuring employees can balance professional and personal responsibilities.
5. Prevent Harassment and Discrimination
   Uphold a zero-tolerance policy on harassment or discrimination, with clear reporting mechanisms and support systems.
6. Measure and Report Progress
   Establish measurable targets and timelines, conducting periodic reviews to track and publish our progress.

• Flexible Working
  Provide options such as remote/hybrid work, flexible hours, and part-time roles to cater to diverse needs.
• Bias and Inclusion Training
  Deliver regular workshops on unconscious bias, inclusive leadership, and bystander intervention.
• Celebrating Diversity
  Recognise and participate in events that advance gender equality and broader inclusion goals.

• Leadership Targets
  Aim to achieve a minimum of 40% women and/or underrepresented genders in leadership and decision-making positions by 2025.
• Mentorship and Sponsorship
  Implement and expand formal mentorship programmes, pairing emerging talent with senior leaders who actively champion their growth.

• Inclusive Job Descriptions
  Review and update all job postings to eliminate gendered language and implicit biases.
• Diverse Hiring Panels
  Ensure interview panels include individuals of different genders and backgrounds.
• Clear Promotion Pathways
  Publish transparent guidelines for career progression and support employees in meeting promotion criteria.

• Intersectionality in Policies
  Recognise how gender intersects with race, age, disability, sexual orientation, and other identities to shape experiences in the workplace.
• Inclusive Innovation
  Incorporate a gender lens in product design, user research, and testing to create solutions that serve all.

• Zero-Tolerance Policy
  Maintain and clearly communicate our zero-tolerance stance on harassment, bullying, and discrimination of any kind.
• Reporting Mechanisms
  Provide multiple confidential channels for reporting incidents, including anonymous hotlines and dedicated HR contacts.
• Support and Remedy
  Offer professional counselling or referrals and ensure fair, timely investigations of all complaints.

Gender Equality & Inclusion Committee

• Composed of representatives from different departments and management levels.
• Responsible for setting annual goals, coordinating initiatives, and reviewing compliance with the UK Equality Act 2010 and internal standards.
• Publishes an annual report outlining achievements, challenges, and next steps.

Data Collection & Review

• Conduct anonymous surveys and pay audits bi-annually to track satisfaction, retention, and compensation equity.
• Monitor key performance indicators (KPIs) related to hiring, promotion rates, and leadership representation.
• Share results company-wide to maintain transparency and accountability.

• Short-Term (6–12 months):
  • Finalise flexible work policies and roll out unconscious bias training.
  • Establish baseline data on gender composition and pay equity.
• Medium-Term (1–2 years):
  • Launch mentorship/sponsorship programmes, set measurable targets for leadership roles.
  • Introduce and refine anonymous reporting channels for harassment or discrimination.
• Long-Term (3+ years):
  • Continuously evaluate and adjust targets to ensure progress.
  • Expand intersectional policies and global best practices, aiming for consistent improvement across the organisation.

SyntetiQ Limited is dedicated to nurturing a diverse, equitable, and inclusive workplace. This Gender Equality & Inclusion Plan underlines our commitment to continuous learning and progress. By measuring our outcomes, refining our strategies, and celebrating our successes, we ensure a culture where every employee can contribute meaningfully and reach their full potential.