Unsere oeffentlichen Verpflichtungen zu Gleichstellung, inklusiver Organisationsentwicklung und gemeinnuetziger Wirkung.
Gender Equality Plan 2026-2028
Diese Seite ist die oeffentlich kontrollierte Fassung des Gender Equality Plan von Aegis SafeForge. Die englische Fassung ist die massgebliche Arbeitsfassung fuer Horizon-Europe-Nachweise.
Scope and principles
This plan applies to Aegis SafeForge personnel, founders, managers, contractors, recruitment, research, product development, partnerships, and organisational decision-making. It is proportionate to the organisation's current size and will mature as the team grows.
Aegis SafeForge commits to equal opportunity, fair treatment, inclusive participation, evidence-based monitoring, privacy, and freedom from discrimination, harassment, retaliation, and gender-based violence. Gender equality is treated as an operational responsibility, not a statement of intent alone.
Horizon Europe process requirements
This Gender Equality Plan is a formal public document adopted by Aegis SafeForge top management and published on the organisation website. The controlled public version records its effective date, owners, review cycle, and adoption statement.
Top management is accountable for implementation. A designated GEP coordinator maintains actions and monitoring, supported by management time, staff participation, and an annual implementation and training budget. External gender-equality expertise may be commissioned when specialist review or training is required.
Aegis SafeForge will collect proportionate sex/gender-disaggregated personnel data, recruitment and progression indicators, leadership representation, training participation, reported incidents, and action completion. A monitoring report will be prepared at least every two years, with privacy-preserving suppression where small groups could make individuals identifiable.
Gender-equality and unconscious-bias awareness are included in onboarding and recurring learning for staff. Decision-makers and people involved in recruitment, promotion, performance review, or complaints handling receive role-relevant training. Participation is recorded and reviewed annually.
Measures and targets
Target: Annual culture review, with documented corrective actions for material gaps.
Target: Demonstrable year-on-year progress toward balanced participation, without tokenism or unlawful positive discrimination.
Target: 100% of formal recruitment processes use structured criteria and receive an equality check.
Target: 100% of new research initiatives and material AI evaluations complete the gender-dimension check.
Target: All reports acknowledged promptly, handled confidentially, and tracked to resolution under the applicable procedure.
Implementation
Top management reviews progress annually. The GEP coordinator maintains an action register, records training and monitoring evidence, raises material gaps, and proposes updates. Personnel can provide feedback or raise concerns through management or the published contact channel. The plan will be updated when monitoring, law, organisational growth, or project obligations require it.
Formal adoption
Adopted on 23 June 2026 by Aegis SafeForge top management: Muhammad Aashir, Founder and AI / Safety Lead; and Waleed Aman, CTO. Management accepts responsibility for implementation, resourcing, monitoring, and periodic review of this plan.
Charitable giving
Aegis SafeForge commits to donating two cents for every dollar earned, equivalent to 2% of revenue received, to charitable organisations. Donations will be calculated and reported annually. The initial list of eligible charities, selection criteria, and allocation will be published after due diligence is complete.
This commitment begins with the 2026 financial year. Updates will identify recipient organisations and aggregate contributions without disclosing confidential customer information.