Gender Equality
CLINICA PREVENCIA SRL is committed to equal opportunity, equal treatment and dignity at work. We aim to maintain a professional environment in which decisions are fair, barriers are identified and addressed, and discrimination, harassment and retaliation are not tolerated.
Gender Equality Plan 2026 to 2028
Our Gender Equality Plan sets out the measures, responsibilities, indicators and monitoring arrangements that apply from the date of signature until 31 December 2028.
The Plan follows the Gender Equality Plan framework used under Horizon Europe and includes:
- publication as a formal document signed by top management;
- dedicated time, responsibilities and access to relevant expertise;
- lawful collection and monitoring of gender-related data;
- annual progress reporting;
- training on gender equality and unconscious bias.
The Plan addresses five priority areas:
- Work-life balance and organisational culture
- Gender balance in leadership and decision-making
- Gender equality in recruitment and career progression
- Integration of the gender dimension into research, innovation and clinical content
- Prevention of gender-based violence, including sexual harassment
Monitoring and transparency
Implementation will be reviewed annually using verified information and defined indicators. Public progress updates will present aggregated findings and completed actions without disclosing personal, medical, patient or confidential case data.
The Plan does not contain unverified workforce statistics. A documented baseline will be established from lawful and quality-checked records after the Plan enters into force.
Reporting discrimination or harassment
CLINICA PREVENCIA SRL does not tolerate discrimination, sex-based harassment, sexual harassment, workplace moral harassment, gender-based violence or retaliation.
Concerns may be reported in writing, electronically or verbally. Anonymous reports will also be examined when they contain enough factual information to permit meaningful checks.
The alternative contact should be used when the primary contact is unavailable, is mentioned in the report or may have a conflict of interest.
Reports will be handled impartially, promptly and confidentially on a need-to-know basis. Retaliation against a person who raises a concern, supports another person or participates in a review is prohibited.
Using the internal reporting procedure does not restrict anyone’s right to contact a competent authority, court, employee representative, trade union or legal adviser.