MAVERICKS Gender Equality Policy

1. Introduction 

MAVERICKS Advancing Higher Education, is rooted in the mission of advancing HE and building a more balanced society in relation to gender equality. Advancement in education pursues a more just and humane world and as an organisation dedicated to this field, we bear a particular responsibility to set an exemplary standard. 

MAVERICKS Global, headquartered in Brussels, Belgium, acknowledges the European Union's commitment to advancing gender equality across all levels of European society. We follow the latest developments and policies: 

As our company is based in Belgium, we regularly check the information published at  The Institute for the equality of women and men and the Gender Equality Plan (or GEP) published in 2023. In addition to the European Union policies, as a global organisation, we have also researched several global policies, reports and frameworks, like the United Nations Sustainable Development Goals (SDGs), Goal 5 specifically focuses on achieving gender equality and empowering all women and girls. The SDGs provide a global framework for countries and organisations to work towards gender equality across various sectors. 

The International Labour Organization (ILO), through their Gender, Equality, Diversity and Inclusion Branch (GEDI) also provides a valuable framework that promotes gender equality in the workplace through various conventions, recommendations, and reports, focusing on issues such as equal pay, non-discrimination, and work-life balance. 

The Organisation for Economic Co-operation and Development (OECD) provides reports, data, and policy recommendations on gender equality issues in member countries and beyond. Their Gender Initiative includes research on topics such as gender gaps in education, employment, and entrepreneurship. 

Furthermore, MAVERICKS will comply with specific national legislation and policies within the EU member states concerning gender equality.

 

2. Objectives- MAVERICKS Policy for Gender Equality 

1. To promote gender equality by advancing equitable opportunities and representation across all roles and levels within the company. 

2. To prevent gender-based discrimination through the implementation of measures that eliminate all forms of gender-based discrimination in recruitment, career development and workplace practices.

3. To ensure a harassment-free workplace establishing and maintaining a safe, inclusive work environment through the active prevention and management of harassment;

4. To support work-life balance by providing policies on parental leave and caregiving that ensure flexibility and support for employees with family responsibilities;

5. To Increase awareness of gender equality by conducting regular programmes that promote understanding and encourage inclusive behaviours across the company.

6. To continuously monitor gender policies and practices by implementing ongoing assessment mechanisms to evaluate and improve the effectiveness of gender-related policies. 

3. Expertise and resources 

The company possesses established expertise in gender and inclusion, supported by a dedicated team specialising in diversity and equity practices. This team will drive the implementation of the GEP, backed by resources including training programmes, data analytics tools and strategic partnerships. An annual budget allocation will fund ongoing initiatives, staff training and regular monitoring, ensuring sustained progress towards gender equality goals. 

4. MAVERICKS commits to comply with the following principles and actions: 

a. Promote equal opportunities, ensuring that all partners, employees and consultants, regardless of gender, have equal opportunities for hiring, promotion, salary compensation and professional development and participation in consultancy and administrative tasks.

b.  Forster policies that support work-life balance, such as flexible working hours or remote working options, to accommodate diverse family responsibilities. 

c. Develop parental leave and caregivers support: offer equitable parental leave policies that support both mothers and fathers, as well as other forms of caregivers/ family support where applicable under European laws. 

d. Address proactively and prevent gender-based discrimination in all aspects of employment, including recruitment, compensation, benefits, and assignments. 

e. Establish a harassment-free environment through setting procedures for handling complaints of harassment or discrimination related to gender and ensure a supportive environment for reporting such incidents for both partners and clients.

f.  Increase awareness and understanding of gender issues through continuous training, education and communication on gender sensitivity, unconscious bias, and diversity awareness.

g. Monitor and evaluate regularly the effectiveness of our gender policy through surveys, feedback mechanisms and diversity metrics to identify areas for improvement and proactive adjustments based on feedback and changing best practices. The company will monitor its GEP through the collection and analysis of sex- and gender-disaggregated data on personnel. 

Key indicators will guide annual reporting to assess progress and identify areas for improvement. An annual update, based on these findings, will be published on the company website to ensure transparency and accountability. 

Identified key indicators: 

  • Gender distribution: Percentage of employees by gender across all levels and departments

  • Recruitment and promotion rates: Proportion of hires and promotions by gender

  • Pay equity: Comparison of average salaries by gender within similar roles

  • Retention rates: Turnover rates by gender

  • Parental leave uptake: Percentage of employees employing parental leave by gender

  • Work-Life balance use: Usage rates of flexible work options by gender

  • Training and development: Participation rates in training programmes by gender

  • Harassment incidents: Number of reported harassment cases, disaggregated by type and gender

  • Leadership representation: Percentage of women in senior and management positions

  • Engagement and satisfaction: Survey responses on gender equality and workplace inclusion by gender


These policies apply to all MAVERICKS partners, employees and consultants in order to create a supportive and inclusive workplace culture. We aim to attract and retain talented partners and employees while upholding principles of equality and fairness and work- life balance. 

4. Implementation and Revision: 

MAVERICKS partners and contractors are responsible for compliance with this policy. Violations of the policy will be addressed through established disciplinary procedures. This policy will be reviewed and updated annually to reflect changes in legislation, best practices and the changing needs of the educational community. MAVERICKS’ Board of Directors ensures both adaptations and updates are included as we move forward. 

For more information regarding this policy, to report an infringement or for general support, please contact Mavi Calabrese at mavi@mavericks.global .