underandbeneath

gender equality plan (GEP) policy

1. Commitment and Publication

Under+beneath limited is fully committed to fostering a workplace culture of equality, diversity, and inclusion. We believe that gender equality is fundamental to our success, innovation, and ethical responsibility as an employer.

This Gender Equality Plan (GEP) is our formal commitment to achieving gender equality across all levels of our organization, and it supports our obligations under The UK Equality Act 2010 to prevent discrimination based on protected characteristics, including Sex and Gender Reassignment.

    • Formal Publication: This GEP document is formally published on our institution’s website at underandbeneath.com/geppolicy, making our commitment and progress publicly accessible.
    • Endorsement: This policy is officially endorsed and signed by Amelia Tombs, the Founder + CEO, demonstrating commitment from the highest level of management.
    • Effective Date: 10th September 2025
    • Review Date: 10th January 2026

2. GEP Implementation: Accountability and Resources

To ensure the GEP is actively and effectively implemented, under+beneath limited clearly defines the responsibility and accountability for its execution:

    • GEP Lead/Champion: The Founder + CEO is responsible for the overall coordination, implementation, and monitoring of the GEP. This ensures that gender equality is driven directly from the highest level of management.
    • Dedicated Resources: Given the strategic commitment from the Founder + CEO, the implementation of GEP initiatives will be integrated into the strategic planning and operational workflows. As the company grows, resource allocation for GEP initiatives will scale proportionately.
    • Gender Expertise: The Founder + CEO, in consultation with appropriate internal and external advisors on an ad-hoc basis, will ensure that sufficient specialized gender expertise is available to inform our actions and decisions.

3. Data Collection and Monitoring

Transparency and evidence-based action are central to our GEP. We systematically collect, analyze, and monitor data to track our progress and identify areas for improvement.

    • Data Collection: We will collect and monitor sex/gender-disaggregated data on personnel as the team grows. This data will be vital for ensuring future compliance with UK Gender Pay Gap Reporting requirements once the company meets the statutory employee threshold.
    • Annual Reporting: We commit to annual reporting on our GEP progress, focusing on key indicators relevant to our size, including but not limited to, gender balance in recruitment, internal retention rates by gender and working with gender balance among our suppliers. This report will be made available to all staff and shared publicly on our website.

4. Training and Awareness

We aim to provide comprehensive training to raise awareness of gender equality issues and combat unconscious bias across the organisation.

    • Mandatory Training: All staff and decision-makers are required to complete regular training on:
      • – Gender equality principles and policy.
      • – Unconscious gender biases in the workplace.
      • – Recognising and preventing gender-based violence and sexual harassment.
    • Targeted Training: Specific training will be provided for those involved in recruitment, promotion panels, and grievance handling as these processes are established and the team expands, to ensure fair and objective decision-making.

5. Core Areas of Action and Targets (Proportionate Measures)

The GEP includes concrete measures and measurable targets in the following core areas:

Area Commitment and Measures Target
Work-Life Balance and Organisational Culture Measure: Promote a flexible, inclusive culture by offering flexibility regarding working hours and location, where operationally feasible. We commit to ensuring a "right to disconnect" outside of core working hours. 100% of employees will have access to and be encouraged to utilise flexible work arrangements.
Gender Balance in Leadership and Decision-Making Measure: Implement a strategy to ensure a pipeline of diverse talent for leadership roles as the company scales. We commit to supporting the professional development of the under-represented gender (currently focusing on women). Achieve and maintain a minimum of 70% representation of the under-represented gender in future senior leadership/decision-making bodies as the team grows.
Gender Equality in Recruitment and Career Progression Measure: Implement gender-neutral language in all job descriptions. Ensure all future recruitment and promotion criteria are objective, merit-based, and trained in avoiding bias. 100% of recruitment processes will utilise gender-neutral language and bias-aware selection training.
Integration of the Gender Dimension into Research and Innovation Measure: Encourage and support the integration of sex and gender analysis into any new technology development, research, or innovation practices to improve the quality, relevance, and market fit of our products. 100% of new product/innovation concepts will include a brief assessment of the gender dimension in its design and target audience impact.
Measures Against Gender-Based Violence (GBV) and Sexual Harassment Measure: Maintain a zero-tolerance policy for all forms of GBV, including sexual harassment. Implement clear, confidential, and accessible reporting and disciplinary procedures for all employees, fully in compliance with the UK Equality Act 2010. 100% of employees trained annually on anti-harassment/GBV policy.
Shopping Basket