GENDER EQUALITY PLAN
FOR CASAGRANDE LABORATORY

As part of the European Commission's Gender Equality Strategy for 2020–2025, the European Commission is committed to promoting gender equality in research and innovation. This is alongside the well-established regulatory framework within the EU on gender equality, which applies widely across the labor market, including the research and design sector.

It is important to address issues related to gender equality in research and innovation in order to overcome the relevant structural and cultural barriers. These issues within research have been typically addressed through the following measures:

funding instruments such as Horizon Europe

the European Research Area in collaboration with member countries and research organisations.

Gender Equality within corporate responsibility

Gender Equality at Casagrande Laboratory is part of a wider context related to our Diversity, Equity, and Inclusion (DEI) framework. We are strongly committed towards gender equality within our working community and in the wider research and design ecosystem.

Casagrande Laboratory supports and promotes a diverse and inclusive working culture where everyone is treated equally, respectfully, and inclusively, regardless of their background. We do not accept any discrimination against employees based on age, gender, origin, sexual orientation, political activity, or any other reason. All Casagrande Laboratory employees adopt the code of conduct as a part of induction and are committed to act according to it.

Casagrande Laboratory supports the development of structures and targeted measures that enhance gender equality and social equality within the organisation. Equality (gender and in a wider context) is emphasized in all processes, including recruitment, competence development, talent programs or career progression.

Casagrande Laboratory has a gender equality plan made in accordance with the requirements of the Finnish Act on Equality between Women and Men (in Finnish: Laki naisten ja miesten välisestä tasa-arvosta 609/1986). The plan is re-evaluated and updated by employer and personnel representatives. The plan takes a systematic stand on actions advancing equality and parity, defining goals, actions, metrics, and responsible parties.

Dedicated resources

Casagrande Laboratory has a dedicated Manager for Diversity, Equality, and Inclusion topics, with a strong commitment from the top leadership who support the researchers and designers in the preparation and implementation of European research project plans. This support also includes overlooking the integration of the gender dimension and gender balance.

In addition, Casagrande Laboratory has a dedicated resource that focus on employee well-being, health and safety and a healthy work environment, which also entails the subject of psychological safety.

Data collection and monitoring

Casagrande Laboratory collects data on and monitors sex/gender disaggregated data on its personnel.

Internal data collection and monitoring is done regularly, fully respecting the EU GDPR. The collected data include the following:

The percentage share of men and women in Casagrande Laboratory
The percentage share of men and women in different personnel groups
The percentage share of international personnel
The average age of personnel
The percentage share of men and women in different age groups
Statistics on equal pay

Work-life balance and organisational culture

Casagrande Laboratory is aware that organisational culture and work-life balance are key components for establishing an environment where all employees can thrive and have equal opportunities in building a fulfilling career. Organisational culture and work-life balance is a wide area that covers issues such as the following:

Gender-sensitive communication
Childcare provisions and flexible working arrangements
Maternity/paternity/parental leave provisions

Casagrande Laboratory offers tools and has policies in place. We already offer a collection of services ranging from services to support one’s mental health and a healthy lifestyle, to mindfulness and time management.

In addition, Casagrande Laboratory offers the possibility for flexible working hours and supports remote and hybrid work. This helps the work-life balance. Casagrande Laboratory strongly supports the opportunity given by Finnish legislation to work part-time when children are small, and thus we contribute to being a family-friendly employer.

Casagrande Laboratory is planning company-wide training opportunities to raise awareness on gender equality and in unconscious biases for employees to avoid/diminish the biases in regular work processes such as inclusive recruitment and selection, on-boarding, and communication.

Casagrande Laboratory encourages all its employees to spend as much precious time as possible with their newborns. Employees are entitled to maternity leave, paternity leave, parental leave , and child-care leave according to the Finnish law and collective agreement provisions. The duration of the maternity leave is about four months. Maternity leave begins one to two months before the excepted due date. The total maximum duration of the paternal leave is about two months. Fathers are entitled to stay home at the same time with the mother for a limited time and additional longer time when mother is not on maternity or parental leave. Parental leave can be divided between the parents, and the total duration is about six months. Employees are also entitled to take child-care leave for the full-time care of a child under the age of three and for the care of an adoptive child for two years after adoption with some limitations.

If the employee's child, who is under 10 years, falls suddenly ill, the employee is entitled to temporary child-care leave. There are some extensions and limits to this general rule.

Gender balance in leadership and decision making

Casagrande Laboratory strives to be a gender-balanced research and design company, where its members have equal access to and a balanced participation in leadership and other decision - making roles.

Casagrande Laboratory collects data on and monitors gender balance in different levels of leadership roles and decision making.

Gender equality in recruitment and career progression

Casagrande Laboratory’s recruitment goal is to attract top researchers, designers, and professionals in their field regardless of their gender, country of origin or other aspects irrelevant for the job performance. In all recruitments, we utilise a competency-based approach. This means that, in the beginning of the recruitment process, we select the key competences and criteria used for the candidate evaluation through the process to ensure equality and objectivity highlighting the importance of being aware of bias affecting hiring decisions and provide the related support materials. Talent review is based on predesigned competences and behaviours supporting and defined by the Casagrande Laboratory strategy. The process also contains the follow up and reporting of diversity matters, such as gender, nationality, and age.

Integration of the gender dimension into research and trainings content

Gender dimension is taken into account in the EU and other funding proposals and projects. Casagrande Laboratory has special support for researchers and designers for investigating the gender perspective regarding their research and design context. In addition, Casagrande Laboratory actively promotes the Responsible Research, Design, and Innovation approach, including gender and diversity dimensions.

Casagrande Laboratory works in close cooperation with UNFPA on engagement, gender, and inclusiveness. The cooperations gives insight to the implementation of gender dimension to the research and design practice. The cooperation is framed in the UNFPA Endorsement Letter.

Against gender-based violence, including sexual harassment

Casagrande Laboratory’s values leave no space for violence or harassment. We show empathy and collegiality in all situations and take ownership of our work & show leadership building on community and trust. We are inspired to co-create with high ambition, staying curious, continuously learning, and driving customer-centricity. We have the courage to go beyond the obvious and pave the way for a better future. With us, you dare to try, fail, learn, and excel. Always a little further.

Casagrande Laboratory does not tolerate any form of harassment. Casagrande Laboratory as an employer has a legal obligation to address the discrimination occurring in the workplace. Sexual harassment is criminalised by the Criminal Code of Finland (Chapter 20, section 5a).

Casagrande Laboratory’s all the line managers react firmly and decisively to any behaviour, which is against Casagrande Laboratory’s values, ethical norms, or good leadership principles. Recognising emotions and understanding their power in decision making is a key to successful leadership, research and design, and this is why Casagrande Laboratory enhances the skills on emotional intelligence. For us, the Zero Accident policy also includes a Zero-tolerance policy for bullying or incidents of violence and harassment.

GENDER EQUALITY PLAN FOR CASAGRANDE LABORATORY