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Gender Equality Plan
Association of Social Assistance


Introduction

Gender Equality Plan (GEP)

The Association de l’Aide Sociale (AAS) is actively committed to promoting gender equality both within its organization and throughout its actions. This Gender Equality Plan (GEP) aims to guarantee the balanced participation of women and men, ensure an inclusive working environment, and combat all forms of discrimination based on sex or gender.

Main Objectives

This plan aims to:

  • Promote gender parity in governance and strategic decision-making.

  • Guarantee equal opportunities regarding recruitment, appointments, promotions, and remuneration.

  • Combat discrimination and harassment by ensuring a respectful working environment.

  • Integrate a gender perspective into the social and cultural projects supported by the association.

  • Raise awareness and train our teams on equality and inclusion issues.

1. Governance and Leadership

Measures:

  • Ensure gender parity within the Board of Directors and executive bodies.

  • Encourage the appointment of women to positions of responsibility.

Target:

  • Maintain balanced representation (at least 50% women in decision-making bodies).

Monitoring:

  • An annual report will evaluate the gender distribution within the governance structure.

2. Recruitment, Career, and Development

Measures:

  • Apply transparent and gender-neutral recruitment procedures.

  • Implement equal opportunity training for recruiters.

  • Offer mentoring programs to support women’s career paths.

Target:

  • Ensure a fair selection process and increase the representation of women in underrepresented positions.

Monitoring:

  • Annual analysis of recruitment and promotion statistics by gender.

3. Work-Life Balance

Measures:

  • Encourage teleworking policies, flexible hours, and egalitarian parental leave.

  • Adapt working conditions to the needs of parents and family caregivers.

Target:

  • Foster a work-life balance that respects the needs of employees and volunteers.

Monitoring:

  • Internal surveys on the well-being of staff and volunteers.

4. Combating Harassment and Discrimination

Measures:

  • Adopt a strict policy against sexual harassment and discrimination.

  • Establish a confidential reporting mechanism.

  • Organize mandatory training to raise awareness regarding inappropriate behavior.

Target:

  • Zero tolerance toward harassment and discrimination.

Monitoring:

  • Creation of an internal committee responsible for processing reports and proposing corrective actions.

5. Integrating Gender Equality into Social and Cultural Projects

Measures:

  • Support projects that favor balanced gender representation.

  • Require the integration of a gender dimension in all funded initiatives.

Target:

  • Ensure that 50% of supported projects are led or produced by women by 2026.

Monitoring:

  • Annual evaluation of the gender distribution in funded projects.

6. Training and Awareness

Measures:

  • Organize regular workshops and training sessions on gender equality for staff and partners.

  • Raise awareness regarding gender stereotypes and unconscious bias.

Target:

  • Train 100% of staff and association members by the end of 2025.

Monitoring:

  • Tracking participation rates and gathering feedback from participants.

Conclusion

The Association de l’Aide Sociale adopts this Gender Equality Plan to guarantee an inclusive, respectful, and equitable environment. This plan will be subject to annual monitoring to evaluate its implementation and provide improvements where necessary. We affirm our commitment to making gender equality a priority within our organization and in all our social and cultural projects.