Talent360Global is a  German SME (Gewerbe) at proof-of-concept stage. Participation in Horizon Europe does not require an SME GEP, but we adopt one voluntarily to align with EU guidance and because our product design embeds bias controls. This plan applies to all staff, contractors, and partners and will scale with hiring.

Top management sign-off
Signed: Aysha Riaz, Founder & Managing Director
Date: 12 March 2025
Contact: HRMservices@talent360global.de
An e-signed PDF copy of this page is archived and will be refreshed on revision.

1) Dedicated resources

GEP Lead: Aysha Riaz, 0.1 FTE reserved for GEP tasks.

Budget: Minimal starter line (training, monitoring, external advice when needed). Scales with headcount.

2) Data collection and monitoring

Maintain sex/gender-disaggregated metrics for headcount, recruitment funnel, pay bands, promotions, exits.

For a one-person company, baseline is recorded and metrics activate on the first hire.

Annual KPI note will be published on this page each Q1.

3) Training and awareness

Annual 120-minute training for all staff and decision-makers on gender equality and unconscious bias.

Onboarding pack includes code of conduct and anti-harassment policy. Attendance is logged.

4) Work–life balance and culture

Flexible hours, remote-first by default.

Zero-tolerance for harassment; confidential channel: HRMservices@talent360global.de.

Service levels: acknowledge within 5 days, target resolution within 30 days.

5) Leadership and decision-making

Aim for balanced representation in decision forums as the team grows.

Transparent criteria for appointments and rotation.

6) Recruitment and career progression

Structured, skills-based hiring using our platform; bias checks at each funnel stage.

Gender-neutral job ads; shortlist balance monitored; annual equal-pay check.

7) Gender in product/content

Product includes bias detection, explainability logs, and human-in-the-loop reviews.

Datasets are checked for representation; mitigations are documented in design reviews.

8) Measures against gender-based violence

Policy and response protocol in place; cases logged without personal data exposure; clear escalation routes.

9) Governance and review

Publish an annual 1-page progress note and KPI table.

Update the GEP every two years or after major organisational change.

Evidence kept on file: GEP Lead appointment note; training plan and attendance; KPI table; archived signed PDF of this GEP.

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This voluntary GEP aligns with Horizon Europe’s four process requirements (public document, dedicated resources, data & monitoring, training) and addresses the recommended areas: work–life balance, leadership, recruitment/progression, gender in R&I content, and anti-violence.