GEP Policy

Pinky-Tech | Last Updated: August 20, 2024

Our Mission

We make cybersecurity accessible for small businesses across Europe and entire world by onboarding them on the Pinky CyberSafe® educational journey that empowers any non-tech users to build their own robust cybersecurity programe.

Pinky Gender Equality Statement

At Pinky Tech, we are fully and wholeheartedly committed to fostering an inclusive, equitable workplace where gender diversity and equal opportunities drive innovation and success in cybersecurity.

Our Team’s Commitment To GEP

Here is a breakdown of the roles, rights, and responsibilities of key actors in the Gender Equality Plan for Pinky Tech:

1. Board of Directors

Role: Strategic oversight of gender equality initiatives

Rights:

  • Access to comprehensive reports on gender-related policies and practices.

  • Ability to approve or request revisions to the Gender Equality Plan.

Responsibilities:

  • Ensure alignment of the Gender Equality Plan with the Company’s vision and strategic goals.

  • Allocate resources for gender equality initiatives.

  • Monitor the plan’s implementation and hold leadership accountable for progress.

2. CEO

Role: Overall leadership and champion of gender equality efforts

Rights:

  1. Authority to lead and set the tone for gender equality across the organization.

  2. Ability to make final decisions on the allocation of resources for gender-related initiatives.

Responsibilities:

  1. Lead by example, promoting a culture of inclusion and respect.

  2. Ensure the Gender Equality Plan is integrated into the Company’s broader strategy.

  3. Report progress to the Board and address any gaps or challenges in implementation.

3. C-level Executives (CTO, CFO, COO, etc.)

Role: Operational implementation of the Gender Equality Plan within their respective departments

Rights:

  • Access to data and insights related to gender equality to guide decision-making.

  • Influence in shaping gender equality strategies that align with departmental objectives.

Responsibilities:

  • Implement gender equality initiatives and policies in their teams.

  • Promote equal opportunities in recruitment, retention, and professional development.

  • Collaborate with HR to monitor and report on gender-related outcomes and gaps.

4. All Employees

Role: Active participation in creating an inclusive workplace.

Rights:

  • Equal access to professional development, career progression, and leadership opportunities.

  • Right to voice concerns or provide input on gender-related issues without fear of reprisal.

Responsibilities:

  • Uphold the values of gender equality in everyday interactions.

  • Participate in training and awareness programs related to diversity and inclusion.

  • Report any incidents of discrimination or bias and contribute to a positive, respectful work environment.

This framework ensures that all levels of the organization are actively engaged and accountable for promoting gender equality at Pinky Tech.

Current State of Things

Representation in the Board: Female – 50%, Male – 50%

Representation at C-level: Female – 50 %, Male – 50%

Representation at general employee level: Female – 10%, Male – 90%

While the representation at decision-making level is in accordance with our goals and principles of equality, we see a big area of improvement in attracting more women in daily operations.

The current underrepresentation at the general employee level is conditioned by global disparity in tech in general and cybersecurity in special (women make up around 24-25% of total workforce in cybersecurity).

To improve the current state of things Pinky Tech commits to support and encourage more women to pursue STEM education and a career in deep tech. We are also offering mentorship and support for women who would like to change their career path or are thinking to choose cybersecurity as the starting point for their path in professional life.

Our GEP Objectives

Pinky Tech’s mission of making cybersecurity accessible to small businesses across Europe and the world aligns closely with our commitment to gender equality. By fostering an inclusive and equitable workplace, as stated above, we ensure that diverse perspectives and talents contribute to our mission. Just as our Platform empowers non-tech users to build robust cybersecurity programs through the embedded educational journey, the Company also aims to empower all employees—regardless of gender—to contribute to and lead in cybersecurity, ensuring that innovation is driven by diverse voices and experiences.

Here are three gender equality objectives for Pinky Tech and their value in relation to the Company's profile, target population, key activities, and overall mission:

1. Increase the Representation of Women in Technical Roles

Enhances the company’s reputation as a diverse and forward-thinking leader in cybersecurity.

Target Population: Encourages more women to pursue careers in cybersecurity, aligning with Pinky Tech’s mission to democratize cybersecurity for all.

Key Activities: Fosters innovation through diverse teams, bringing unique perspectives to product development and solutions.

Mission Alignment: By promoting gender diversity, Pinky Tech empowers a broader range of users—both internally and externally—to engage in cybersecurity, reflecting its commitment to accessibility.

2. Foster an Inclusive Workplace Culture through Training and Development

Builds a culture of inclusion where all employees feel valued, helping Pinky Tech attract top talent.

Target Population: Ensures that all employees, regardless of gender, have equal opportunities for growth, thereby creating a more engaged and empowered workforce.

Key Activities: Drives internal innovation and collaboration, which directly impacts the development of products like Pinky CyberSafe®.

Mission Alignment: An inclusive workplace culture mirrors Pinky Tech’s external mission to empower non-tech users globally, breaking down barriers within the company and beyond.

3. Promote Work-Life Balance Through Flexible Policies and Support

Establishes Pinky Tech as an employer of choice by offering flexibility and support that enables employees to balance personal and professional commitments.

Target Population: Benefits all employees, particularly women, by reducing barriers to career progression that are often linked to caregiving responsibilities or other personal commitments.

Key Activities: Supports sustained employee productivity and well-being, which directly impacts the quality of Pinky Tech’s offerings, such as Pinky CyberSafe®.

Mission Alignment: By promoting work-life balance, Pinky Tech ensures a healthy, motivated workforce, enabling the company to deliver on its mission to make cybersecurity accessible while also reflecting the inclusivity and empowerment it promotes externally.

Our Action Plan

Here’s an outline for implementation of our Gender Equality Plan (GEP):

1. Strategies for Unmet Objectives

Action: Regularly assess progress toward gender equality goals through quarterly reviews. If objectives are unmet:

  • Conduct root cause analysis to identify barriers (e.g., lack of resources, ineffective implementation).

  • Develop corrective action plans, such as revising timelines, increasing training efforts, or reallocating resources.

  • Engage leadership in addressing strategic gaps and set new milestones to get back on track.

Responsibility: C-level executives in collaboration with HR.

2. Documentation of Activities

Action: Keep comprehensive records of all activities related to the Gender Equality Plan, including:

  • Training sessions (attendance, topics, feedback).

  • Recruitment and hiring data (gender breakdown).

  • Promotion and leadership tracking.

  • Reports on work-life balance initiatives (e.g., flexible work policies).

Responsibility: HR department, with quarterly audits by an internal quality control team.

3. Internal and External Information and PR

Internal Communication: Regular updates on gender equality initiatives via newsletters (emails), intranet, and offline meetings.

Action: Highlight success stories, progress updates, and upcoming initiatives to keep employees engaged and informed.

Responsibility: Internal communications team in partnership with HR.

External Communication: Promote Pinky Tech’s gender equality efforts through public relations (PR), website updates, and social media.

Action: Showcase achievements (e.g., increased female representation, leadership appointments) to build brand reputation and attract diverse talent.

Responsibility: Marketing and PR teams.

4. Success Indicators

Key Indicators:

  • Increased percentage of women in technical and maintain percentage in leadership roles.

  • Positive employee feedback on inclusivity and work-life balance (measured through surveys).

  • Reduction in gender-based disparities in promotions and pay.

  • Engagement in training programs and policy participation.

  • Public recognition or awards for diversity and inclusion efforts.

Action: Track progress using both quantitative (data-driven) and qualitative (feedback-driven) indicators.

Responsibility: HR and data analytics team to compile reports for the Board and CEO.

5. Monitoring and Evaluation

Action: Establish a Gender Equality Task Force responsible for:

  • Ongoing monitoring of initiatives.

  • Collecting data on recruitment, retention, promotion, and employee satisfaction.

  • Conducting bi-annual evaluations to compare progress against objectives and KPIs.

Responsibility: Task Force led by HR with cross-department representation.

6. Capacity Building

Training and Development:

Action:

  • Provide ongoing training on unconscious bias, diversity, and inclusion for all employees, with targeted leadership development programs for women.

  • Offer mentorship programs to support underrepresented groups in their career progression.

  • Allocate budget for diversity and inclusion education.

Responsibility: HR and Learning & Development teams, with involvement from senior leadership as mentors.

7. Feedback Mechanisms

Action:

  • Set up anonymous feedback channels for employees to raise concerns or provide suggestions regarding gender equality.

  • Regularly review feedback to identify emerging issues or trends and respond with timely interventions.

Responsibility: HR and the internal communications team.

8. Continuous Improvement

Action: Foster a culture of continuous improvement by:

  • Conducting annual reviews of the GEP to assess its effectiveness and make necessary updates.

  • Engaging employees in focus groups or feedback sessions to refine strategies and policies.

Responsibility: Board and CEO, in collaboration with the Gender Equality Task Force.

By adhering to this action plan, Pinky Tech will ensure that its Gender Equality Plan remains dynamic, accountable, and fully aligned with the company’s mission and values.