Gender Equality Plan

1. Introduction

• Organization: Hypha Energy Coöperatief U.A.
• KvK: 95991689
• RSIN: 867417456
• Period: 2026 to 2028
• Approval Date: 3 February 2026
• Signed by: Cooperative agreement

2. Strategic commitment

Hypha Energy will ensure equal opportunities between women and men across all levels of the organization and in all research and innovation activities. This GEP is endorsed by all members and will be actively communicated to collaborators and stakeholders. This GEP is publicly available on the company website at www.hypha.energy/gender-equality-plan.

3. Dedicated resources

• Responsible Person: Olga Ribeiro, Gender Equality Coordinator
• Time Allocation: Minimum 5% FTE dedicated to GEP implementation and monitoring
• Budget: Annual allocation for training, awareness-raising activities, and monitoring tools
• Expertise: Access to external gender equality consultants is not needed, the cooperative has sufficient expertise

4. Data collection and monitoring

Hypha Energy commits to collecting and analyzing sex/gender disaggregated data on:

• Personnel composition by gender (leadership roles, technical staff, administrative)
• Recruitment and hiring rates by gender
• Promotion and career progression by gender
• Salary levels and pay gaps by gender and role
• Training participation by gender
• Work-life balance measures usage by gender

Annual reporting: Progress will be monitored through key performance indicators (KPIs) and reported annually in a Gender Equality Report published on the company website.

Baseline indicators (2026):

• 21% women in membership (work force).
• 33% women in management and supervisory board.
• Gender pay gap: existing.

5. Training and awareness raising

Mandatory activities:

• Annual gender equality training as part of the yearly alignment meeting for all staff covering unconscious bias, inclusive communication, and equal opportunities
• Internal training for managers and decision-makers on recruitment without bias, equitable performance evaluation, and inclusive leadership
• Onboarding sessions for new employees including gender equality principles

6. Thematic areas and actions

6.1 Work-life balance and organizational culture

Objectives:

• Foster an inclusive and respectful organizational culture
• Support work-life balance for all employees

Actions:

• Promote flexible working arrangements (hybrid regime, flexible hours)
• Ensure equal access to parental leave for all genders
• Implement zero tolerance policy for gender-based violence and harassment
• Conduct annual organizational culture surveys including gender equality aspects

Indicators:

• 100% staff using flexible work arrangements (by gender)
• Equal parental leave take-up rate
• Staff satisfaction scores on organizational culture

6.2 Gender balance in leadership and decision-making

Objectives:

• Increase equal representation of underrepresented genders in all leadership positions
• Ensure gender balance in decision-making bodies

Actions:

• Minimum 40% representation of each gender in management positions by 2026
• Strive to gender-balanced composition in project teams and working groups
• Provide mentorship programs for all members in technical and leadership roles
• Monitor gender composition of committees and decision-making bodies

Indicators:

• >40% women in management positions
• >40% women in project leadership roles
• Gender composition of decision-making committees

6.3 Gender equality in recruitment and career progression

Objectives:

• Ensure gender-neutral recruitment processes
• Promote equal career advancement opportunities

Actions:

• Use gender-neutral language in all job postings and communications
• Ensure gender-balanced recruitment panels where possible
• Implement transparent criteria for recruitment and promotion decisions
• Conduct regular pay equity audits and address any identified gaps
• Provide equal access to professional development and training opportunities

Indicators:

• % women among applicants, shortlisted candidates, and new hires
• No gender pay gap (monitored annually)
• % women receiving promotions
• % participation in training programs (by gender)

6.4 Integration of gender dimension in R&I content

Objectives:

• Integrate sex and gender analysis in research and innovation projects where relevant
• Ensure gender considerations are addressed in technology development

Actions:

• Provide training on integrating gender dimension in energy community tools and platforms
• Consider gender aspects in user research, product design, and service delivery
• Ensure diverse user testing groups in product development
• Include gender analysis in project proposals and reporting

Indicators:

• % of projects with documented gender dimension analysis
• Diversity of user testing participants

6.5 Measures against gender-based violence

Objectives:

• Prevent and address any form of gender-based violence, including sexual harassment

Actions:

• Adopt and communicate clear anti-harassment and anti-discrimination policies
• Establish confidential reporting mechanisms
• Provide support services information to all staff
• Include anti-harassment training in onboarding and annual training programs

Indicators:

• Number of staff trained on anti-harassment policies
• Complaints reported and resolved (handled confidentially)

7. Implementation timeline

8. Governance and accountability

Responsibility:

• Overall responsibility: Board and Directors
• Implementation: Gender Equality Coordinator
• Monitoring: Management Team (quarterly reviews)

Reporting:

• Internal reports to management: Quarterly
• Public Annual Gender Equality Report: Published by March each year
• Review and update of GEP: Every 3 years or as needed

9. Stakeholder engagement

Hypha Energy will engage with:

• All employees through surveys, consultations, and feedback mechanisms
• Partner organizations within Hypha Energy network
• EU project consortia and collaborators
• External gender equality experts and organizations

10. Link to organizational mission

This GEP aligns with Hypha Energy's mission to develop innovative, inclusive, and sustainable energy community solutions. Gender equality strengthens our organizational excellence, enhances creativity and innovation, and ensures our technologies serve diverse user needs.

Contact for GEP queries: Olga Ribeiro, Gender Equality Coordinator — hello@hypha.energy