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Gender Equality Plan (GEP)

GEMESIS

Version : Août 2025

Signé par : Samuel GUESNE, Directeur

Site internet : www.gemesis.eu

1. Commitment and context

Gemesis designs, develops, and implements testing systems, test benches, and automated solutions for breakthrough technologies in hydrogen, batteries, and mechatronic components. As an innovative and forward-looking company, Gemesis is fully committed to promoting gender equality across all levels of its operations: recruitment, career development, work organisation, research, education, and governance. By 2035, Gemesis aims to achieve a balanced gender representation through concrete measures, clear indicators, and an inclusive company culture.​

À horizon 2035, Gemesis vise à instaurer une véritable parité, en s’appuyant sur des engagements concrets, des indicateurs transparents, et une culture d’entreprise inclusive et équitable.

2. Current situation and future compensation strategy

As of today, the representation of women in Gemesis’ technical teams remains low. This reflects a broader issue — the underrepresentation of women in instrumentation, industrial electronics, and test engineering, which are core to our business and traditionally male-dominated fields.

Gemesis acknowledges this imbalance and is committed to actively correcting it through the following actions:

  • Testimony, mentorship, and outreach in secondary schools and engineering institutions to promote technical careers among young women;
  • Collaborations with engineering schools and training centres to increase the attractiveness of technical pathways for women;
  • Active recruitment and promotion policies targeting women, especially during upcoming high-growth phases, to compensate for the predominantly male hires made during the early years of the company;
  • Gender tracking in hiring and HR data, with medium-term objectives.

3. Core pillars of the GEP

a) Publication and validation

This plan is published on the Gemesis website and formally signed by the top management, establishing it as an official commitment of the organisation.

b) Dedicated resources

Gemesis appoints a Gender Equality Officer within the HR team and allocates dedicated resources (budget and time) to implement and monitor gender actions.

c) Data collection and monitoring

An annual monitoring process will track:

  • Gender balance in applicants and new hires;
  • Career advancement and promotions;
  • Gender distribution in leadership and governance roles.

d) Training and awareness

Starting in 2026, annual internal training will be deployed to:

  • Raise awareness of gender bias;
  • Promote inclusive workplace practices;
  • Equip managers and recruiters with tools for equitable decision-making.

4. Priority action areas

✔ Work-life balance and organisational culture

  • Flexible hours and hybrid working opportunities;
  • Meeting times adjusted to respect family commitments;

✔ Gender balance in leadership and decision-making

  • Target: reach at least 40% representation of each gender in management roles by 2030.

✔ Gender equality in recruitment and career progression

  • Gender-neutral and inclusive job ads;
  • Balanced shortlists and recruitment panels;
  • Regular review of salary grids and promotion pathways.

✔ Integration of gender dimension in research and innovation

  • Training for project leads on gender aspects in R&D;
  • Review of technical and commercial content to avoid stereotypes.

✔ Measures against gender-based violence and harassment

  • Confidential reporting system;
  • Zero tolerance for harassment and sexist behaviour;

5. Commitment to diversity and equal opportunity

Gemesis is equally committed to promoting diversity and equal opportunity regardless of ethnic, social, or cultural background.

To support this vision:

  • Gemesis rejects all forms of discrimination based on origin, religion, or appearance;
  • The company fosters a respectful and socially inclusive workplace;
  • Partnerships are developed with inclusion-focused organisations and outreach networks.

6. Monitoring and updates

This GEP will be reviewed every two years, and an internal annual progress report will be issued. Progress and gaps will be discussed at executive level and actions adapted accordingly.