Gender Equality Plan

Purpose and Commitment

At the Lisbon Council, gender balance and an inclusive working environment where every employee can feel safe and express their full potential are valued and promoted. As an organisation that strives for high quality and independence, diversity of opinion in research and across our initiatives is deeply valued.

This Gender Equality Plan (GEP) is formally adopted by the Lisbon Council’s management (attached is the Gender Equality Plan signed by the Lisbon Council’s management), who are committed to ensuring equality of treatment based on merit and to fostering an inclusive culture that values diversity as an asset to the strength, performance and impact of the organisation. The plan is made available internally to all staff involved in planning, managing and monitoring Lisbon Council activities, and is published on the Lisbon Council’s website.

Overall goals

  • Enhance gender-related and inclusion knowledge through training and activities
  • Integrate gender analysis into policy research methodologies, project proposals and outputs where relevant
  • Produce yearly reports on gender representation and inclusion efforts
  • Increase gender balance in leadership and senior roles

Implementation and Dedicated Resources

The Lisbon Council has established a dedicated role and an internal working group to implement this plan:

Equality Officer
Gathers and analyses gender-disaggregated data, produces the yearly report, oversees implementation of the plan across departments, and works with the working group and senior management to uphold commitments.

Gender Equality and Inclusion Working Group
Representing the Lisbon Council’s demographic and role makeup, including members of the secretariat, freelancers and human resources, the working group cultivates a fair and inclusive working environment, strengthens the organisation’s positive attitude towards leadership and diversity, monitors progress, and drives initiatives. It meets periodically with the officer and senior management to set yearly priorities.

Data Collection and Monitoring

A data-driven approach is central to this plan. The equality officer and the working group gather and analyse comprehensive gender-disaggregated data across all organisational levels, covering workforce composition, gender representation in leadership, and gender balance in publications and initiatives, to ensure transparency, accountability and evidence-based adjustments to policy.

The following key performance indicators (KPIs) are tracked annually:

  • Gender composition of the total workforce
  • Percentage of female speakers in Lisbon Council initiatives
  • Percentage of female moderators in Lisbon Council initiatives

Figures are compiled annually as of 31 December and cover both the Lisbon Council Secretariat and freelancers contracted on Horizon Europe-funded research and innovation projects (category A.2 personnel). Each year’s full dataset is published as a standalone annual report; see Section 4.

Annual Reporting

In line with the monitoring commitments above, a standalone annual report each year will be published on the Lisbon Council’s website. Each report includes:

  • The current year’s data against all KPIs listed in Section 3
  • A summary of actions taken during the year
  • Key priorities for the year ahead

The equality officer and working group convene periodically to review these reports, spot challenges early, and adjust the plan proactively where needed.

This Gender Equality Plan is a dynamic, living document. It is annually reviewed, evaluated and broadened if relevant, to reflect newly collected data, incorporate updated organisational priorities, and strengthen alignment with European standards.

Download the signed Gender Equality Plan by the Lisbon Council’s management.

 

For more information, contact:

Giulia Grandin

Policy Analyst and Equality Officer

The Lisbon Council

giulia.grandin@lisboncouncil.net