1. Introduction and Commitment

Intelligent Omics Ltd is committed to fostering a workplace that is inclusive, fair, and equitable for all staff, collaborators, and stakeholders. As a data-driven biomedical AI company, we recognise the importance of diversity in enhancing scientific innovation, strengthening decision-making, and ensuring the societal relevance of our work.

This Gender Equality Plan (GEP) sets out the principles, resources, actions, and monitoring mechanisms through which Intelligent Omics Ltd will promote gender equality across all aspects of its operations.

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2. Process-Related Requirements

2.1 Publication

This plan is a formal document approved by senior management and made publicly available on the Intelligent Omics Ltd website. It will be reviewed and updated annually.

2.2 Dedicated Resources

- Appointment of a Gender Equality Officer (from existing staff with appropriate expertise, supported by management).
- Allocation of dedicated time and resources for implementing, monitoring, and reporting on GEP actions.
- Access to external gender equality expertise when required.

2.3 Data Collection and Monitoring

- Annual collection of sex/gender-disaggregated data on staff recruitment, promotions, leadership roles, salary bands, and training participation.
- Monitoring of gender equality indicators (see Section 6).
- Annual report presented to management and shared with staff.

2.4 Training

- Annual awareness sessions for all staff on gender equality and unconscious bias.
- Targeted training for hiring panels, line managers, and senior decision-makers.
- Integration of gender equality awareness into onboarding of new staff.

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3. Content Areas and Measures

3.1 Work-Life Balance and Organisational Culture

- Flexible working arrangements (hybrid work, adaptable hours).
- Family-friendly leave policies aligned with UK legislation and best practice.
- Promotion of a respectful and inclusive workplace culture through codes of conduct and team engagement.

3.2 Gender Balance in Leadership and Decision-Making

- Ensure diverse representation in project leadership teams, advisory boards, and management committees.
- Implement transparent criteria for assigning leadership roles.
- Annual review of gender balance in decision-making structures.

3.3 Gender Equality in Recruitment and Career Progression

- Use of inclusive language in all job advertisements.
- Requirement for diverse shortlists (where feasible).
- Structured and bias-aware interview processes.
- Transparent criteria for promotion and career advancement.
- Mentoring opportunities for early-career staff.

3.4 Integration of Gender Dimension into Research and Teaching Content

- Encourage researchers to consider sex/gender differences in biomedical and AI models.
- Integration of gender considerations in the design and reporting of projects.
- Encourage partners and clients to consider gender aspects in collaborative projects.

3.5 Measures Against Gender-Based Violence and Harassment

- Adoption of a zero-tolerance policy for sexual harassment and gender-based violence.

- Clear internal reporting and support mechanisms.
- Confidential points of contact for staff.
- Awareness training on harassment prevention.

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4. Governance and Implementation

​- The Gender Equality Officer will oversee implementation and report annually to the Senior Management Team.
- A GEP Working Group (representatives from management, HR, and research staff) will meet twice a year to monitor progress.
- Results will be communicated internally (staff meetings, intranet) and externally (website updates).

 

5. Monitoring and Indicators

Key Indicators:
- Gender distribution by staff category and role.
- Gender distribution of applicants, hires, and promotions.
- Gender balance in leadership and decision-making bodies.
- Participation rates in gender equality training.
- Number of cases/reports related to gender-based harassment and resolution outcomes.

 

6. Review and Update

The plan will be reviewed annually based on monitoring results. New measures will be introduced as needed to ensure continuous improvement.

 

7. Endorsement

This Gender Equality Plan is formally adopted and supported by the senior leadership of Intelligent Omics Ltd.

Prof. Graham R. Ball
Founder & Chief Scientific Officer
Intelligent Omics Ltd