Gender Equality Plan

Purpose and Commitment

ASRHÜR Kimya ve Makina Sanayi A.Ş. upholds equality, diversity, inclusion, and accessibility as core company values. We align with the European Commission's Gender Equality Strategy 2026–2030 and the UN Convention on the Rights of Persons with Disabilities (CRPD), recognizing that inclusive workplaces and gender balance strengthen innovation, resilience, and social impact.

ASRHÜR aims to:

• Guarantee equal opportunity, accessibility, and fair treatment for all, regardless of gender, age, disability, or background.
• Promote participation of women and underrepresented groups in STEM, R&D, and leadership roles.
• Integrate intersectional and gender-sensitive perspectives into research, design, and innovation management.

Governance and Responsibilities

• Responsible Officer:CEO or appointed Equality & Inclusion Lead.
• Review Cycle: Annual review and report to management and staff; updated as EU policy evolves.
• Transparency: Plan and progress reports published on the ASRHÜR website and internal channels.

Key Action Areas

A. Work–Life Balance and Organizational Culture

• Maintain flexible and accessible work options, including remote and part-time models.
• Ensure parental leave, re-entry, and family-care support for all employees, including those supporting family members with disabilities.
• Cultivate a safe, inclusive, and harassment-free environment, emphasizing zero tolerance for discrimination or gender-based violence.

B. Gender and Accessibility in Leadership and Decision-Making

• Reach at least 40% representation of each gender in leadership and project management by 2030.
• Encourage women with disabilities and diverse backgrounds to take part in leadership, mentorship, and R&I coordination.
• Embed accessibility principles (physical, digital, and procedural) in all decision-making processes.

C. Equality in Recruitment and Career Progression

• Use inclusive and gender-neutral language in job adverts and recruitment materials.
• Guarantee equal consideration of candidates of all genders and abilities.
• Apply transparent, merit-based, and bias-free promotion criteria.
• Provide reasonable accommodations and accessible workplaces for employees with disabilities.

D. Integration of Gender and Disability Dimensions in R&I

• Evaluate how gender and disability factors affect technology adoption, user safety, and societal benefit.
• Ensure co-design and testing phases include participants of different genders and abilities.
• Incorporate universal design principles into product and prototype development.

E. Training and Awareness

• Deliver annual training on gender equality, unconscious bias, and accessibility awareness.
• Introduce special sessions on intersectionality, disability rights, and inclusive leadership.
• Promote mentoring and capacity-building programs for underrepresented groups, including women in STEM.

Monitoring and Evaluation

• Collect and analyse gender- and disability-disaggregated data on recruitment, pay, promotions, and R&D participation.
• Track indicators for accessibility, work–life balance, and representation.
• Publish an annual progress report; adapt objectives based on results.

Public Availability and Alignment

This Gender Equality Plan is:

• Approved by ASRHÜR leadership and integrated into corporate HR and ethics policy.
• Publicly available on the company website and shared with EU project partners.
• Aligned with Horizon Europe eligibility criteria and the EU Gender Equality Strategy 2026–2030, including recommendations from the European Disability Forum and the UN CRPD Committee.

The contents of this publication are the sole responsibility of ASRHÜR Kimya ve Makina Sanayi A.Ş. and do not necessarily reflect the opinion of the European Union.

Contact: invest@asrhur.com · Last reviewed: August 2025 · Next review: August 2026