Gender Equality Plan

Top management will appoint a director to oversee this plan. The director will allocate staff time to maintain the measures below, review progress, arrange training and address issues raised. The company will provide the resources needed for these activities and obtain specialist advice where internal expertise is insufficient.

ESGen Limited will collect sex- and gender-disaggregated personnel data where individuals provide it, including data relevant to recruitment, roles, progression and training. It will review indicators, identify any patterns requiring action and report on implementation at least every two years. Published reporting will protect individuals from identification, particularly where staff numbers are small. The director responsible for the plan will record agreed actions and check their completion.

Gender-equality awareness will form part of induction for staff and decision-makers. The company will arrange continuing training for both groups, including fair recruitment, respectful working practices and recognising unconscious bias. It will retain the training plan and records of delivery and attendance.

The company will consider flexible working arrangements and caring responsibilities consistently, plan meetings with reasonable regard to working patterns, and make its expectations for respectful conduct clear. The plan owner will review how these measures operate and address barriers reported by staff.

Appointments to leadership roles and opportunities to contribute to decisions will use clear, role-related criteria. The plan owner will review access to these opportunities and take action where the monitoring data or staff feedback identifies an imbalance.

Recruitment and progression decisions will use documented criteria relevant to the role. The company will review job wording, selection processes, access to development and progression outcomes for avoidable barriers. The plan owner will record any changes made following that review.

ESGen Limited will communicate that sexual harassment and other gender-based misconduct are unacceptable. It will provide a confidential route to raise concerns, identify an alternative contact where the usual contact is involved, respond promptly and prohibit retaliation against anyone who reports a concern. The plan owner will review whether reporting routes and responses remain effective.

This plan takes effect when approved by top management and published on the ESGen Limited website. The company will retain evidence of approval, implementation, monitoring and training, and publish any revised version with its approval date.