ILIS BIOENERGY was recently founded (2003). Due to the nature of the work in biorefineries, such a workplace is typically dominated by men. However, ILIS BIOENERGY intends developing and efficient strategy for integration of women in the company. As a starting point, the company recruited female researchers in key managing positions for the implementation of National and European research projects. Furthermore, the following plan will be implemented:
1. Commitment
- ILIS BIOENERGY will keep being committed to gender equality and emphasize that it is part of the company's core values. The company will ensure equal opportunities for males and females, eliminate bias in recruitment, and foster an inclusive culture.
2. Recruitment & Retention
- Equal Opportunity Recruitment will be promoted to ensure job advertisements and recruitment processes do not favor one gender over another.
- Targeted Outreach has already been initiated through partnership with universities (University of Patras, University of Peloponnese), that focus on women in STEM (Science, Technology, Engineering, and Mathematics) to encourage the recruitment of women into technical roles at the biorefinery.
- Family-Friendly Policies are implemented partially through regular state laws, that offer paid parental leave, and further on through the ILIS BIOENERGY company that promote flexible working hours, and the ability to work from home for non-operational roles, making it easier for women (and men) to balance work and family responsibilities.
3. Equal Pay & Career Development
- Equal Pay for Equal Work through regular state law ensure equal pay for male and female employees performing the same roles with equivalent qualifications, experience, and responsibilities.
- Promotion & Leadership Opportunities will is implemented by ILIS BIOENERGY to create transparent career advancement pathways for women, including access to leadership roles and participation in high-impact projects. In this respect, ILIS BIOENERGY recruited a female researcher for leadership and management of the national and European projects.
- Training and Upskilling is planned to offer equal access to training opportunities in areas such as leadership, technical skills, and health and safety training for all employees. We will ensure that women are encouraged to attend training in areas traditionally dominated by men (e.g., technical production).
4. Workplace Culture & Environment
- Zero Tolerance for Discrimination is implemented through regular state laws, that consist in clear policies and procedures for addressing sexual harassment, gender-based violence, and discrimination. Foster an environment where all employees feel safe and respected.
- Gender-Sensitive Communication is also promoted within ILIS BIOENERGY, for an inclusive language policy in all company communications to avoid gender stereotypes and bias.
5. Further Implementation Timeline
- Short-Term Goals (0-6 months): Revise recruitment strategies, implement family-friendly policies, and begin training programs.
- Medium-Term Goals (6-12 months): Develop mentorship programs, introduce flexible work arrangements, and continue gender pay analysis.
- Long-Term Goals (1-3 years): Achieve measurable changes in leadership diversity, close the gender pay gap, and ensure equal representation in technical and operational roles.
CONCLUSION: ILIS BIOENERGY is committed to progress by dedication to continual improvement in gender equality. Publicize successes and challenges to show transparency and encourage employees to participate in the ongoing process of building a more equitable workplace.