Last updated: January 14, 2026

2026–2029

1. Strategic Commitment

Invitrolize SA is committed to fostering an inclusive, diverse, and equitable work environment as a foundation for scientific excellence, innovation, and responsible research. As a developer of advanced human-relevant New Approach Methodologies (NAMs), we recognise that gender equality contributes directly to research quality, creativity, and regulatory alignment.

This Gender Equality Plan (GEP) fulfils Horizon Europe eligibility requirements. It is formally adopted, signed by top management, and published on the Invitrolize website. The plan applies for 2026–2029 and is subject to annual review.

Signed,
Prof. Dr. Arno Gutleb
Managing Director, Invitrolize GmbH
Date: 14.01.2026

2. Governance and Resources

• The Managing Director holds overall responsibility for implementation.
• A designated Gender Equality Contact Point supports monitoring and awareness activities.
• Proportionate working time and budget are allocated annually.
• External expertise will be consulted when required.

Gender equality considerations are integrated into company strategy, recruitment, and research governance.

3. Monitoring and Data Collection

Invitrolize collects and reviews sex-disaggregated data annually, including:

• Staff composition (scientific/administrative; permanent/temporary)
• Recruitment, promotion, and turnover rates
• Representation in leadership and decision-making
• Participation in training activities

An annual management review evaluates indicators and identifies corrective actions if gender imbalances are observed. The objective is to prevent structural disparities and ensure merit-based progression.

4. Training and Awareness

Invitrolize commits to:

• Regular awareness-raising on gender equality and unconscious bias
• Bias-awareness in recruitment and evaluation procedures
• Inclusion of equality principles in onboarding
• Leadership awareness regarding inclusive management practices

Participation in awareness activities will be documented.

5. Key Thematic Areas and Targets

Work-Life Balance & Organisational Culture

• Flexible working arrangements where operationally feasible
• Support for parental leave and reintegration
• Zero tolerance for discrimination

Target: Maintain equitable retention rates across genders.

Gender Balance in Leadership

• Transparent nomination and decision-making processes
• Monitoring of leadership representation

Target: Avoid structural gender imbalance as the company scales.

Recruitment & Career Progression

• Gender-neutral job advertisements
• Transparent, competence-based selection criteria
• Equal access to training and professional development

Target: No unjustified gender disparities in hiring or promotion outcomes.

Integration of the Gender Dimension in Research

• Systematic consideration of sex/gender relevance in R&I activities where scientifically appropriate
• Alignment with Horizon Europe gender dimension requirements

Target: Strengthen scientific robustness and regulatory readiness.

Prevention of Gender-Based Violence and Harassment

• Clear internal code of conduct
• Confidential reporting mechanism
• Protection against retaliation

Target: Ensure a safe and respectful workplace for all staff.

6. Review and Continuous Improvement

This GEP will be reviewed annually by management and updated as Invitrolize grows. Gender equality is recognised as an ongoing commitment embedded in the company’s innovation strategy and responsible research practices.