CRAC - Gender Equality Plan (June 2024)
CRAC is committed to ensuring that no employee or job applicant is discriminated against either directly or indirectly on any unlawful grounds, in accordance with the UK Equality Act 2010. This Gender Equality Plan outlines a set of clear actions that aim to promote gender equality across the organisation. It forms part of a wider set of policies that promote equality, diversity and inclusion (EDI).
The plan has been developed in line with the Horizon Europe Guidance on Gender Equality Plans, taking into account mandatory and thematic elements, as well as relevant UK legislation. We align our policies and practices with those of UK Research and Innovation (UKRI) and many UK higher education institutions (HEIs).
The scope for the Gender Equality Plan spans both staff and activities undertaken under both the CRAC and Vitae brands.
Mandatory Processes
| Category | Action |
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Communication |
Publish Gender Equality Plan The CRAC Gender Equality Plan is published along with other similar relevant policies on the CRAC website and is regularly updated. The plan has been endorsed by the organisation’s Senior Management Team (SMT). |
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Dedicated Resource |
Senior Management Team Lead CRAC have identified a member of SMT with overall responsibility for Equality, Diversity and Inclusion. This is communicated clearly to all staff across the organisation. |
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Data Collection |
New Starter Data All new staff complete a staff information form with Human Resources Department (including self-identification of gender) and the opportunity to highlight caring responsibilities. This form was revised in May 2024 and will be revised annually. |
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Reporting |
Reporting CRAC will monitor gender equality across the organisation (including the Associate network) at SMT via regular reporting through internal Human Resource systems. This reporting will be transparent and focus on actionable insights. |
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Training |
Equality Act All CRAC staff will complete and pass an online training module on the UK Equality Act 2010. |
Recommended Thematic Areas
| Category | Action |
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Work-Life Balance and Organisational Culture |
Staff Policies The CRAC staff handbook contains comprehensive statements on maternity, paternity, flexible working and time off for dependents, in line with UK legislation. This is issued in partnership with Citation (an external HR organisation) who revise policies periodically. Changes are communicated to staff members. |
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Gender-Balance in Leadership |
Senior Management Team The balance of gender in the CRAC Senior Management Team is monitored and periodically reported to the Board. Diversity of the Board will also be considered and periodically monitored. |
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Gender in Research |
Gender Balance in Research All research projects have a clear intention and strategy for gender balance in research participants (e.g. in surveys and focus groups). Recruitment strategies and results are evaluated. |
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Measures Against Gender Based Violence, Including Sexual Harassment |
Harassment Policy CRAC has a clear harassment policy which is defined in the staff handbook. This states that the organisation will not tolerate any form of harassment or bullying and describes the procedure for reporting and addressing complaints. |
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Vitae Events and Activities |
Monitor attendance at Vitae events and activities Attendance at Vitae events and activities, including the Vitae International Conference, will be monitored by gender through anonymised evaluation and registration forms. We will use this data to improve inclusivity at events. |
Next Steps
| Category | Action |
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Future |
Review of Gender Equality Plan CRAC will carry out a review of EDI across the organisation and develop a comprehensive EDI action plan by September 2025. This will be led by the nominated SMT lead, involve a staff consultation, and have specific areas of focus e.g. inclusive recruitment practices, transparent career development, and inclusive research practices and partnerships. |