We use the principles of Universal Design and Universal Design for Learning to ensure the best possible inclusion in everything we do.

The founder of Syntezia Sàrl has been an ambassador of the Equal Salary Foundation for many years.

Our commitment is effective, voluntary and lasting to prevent all forms of discrimination and promote diversity in the management of our human resources and the various relationships between people (recruitment, integration, career management, events) while taking into account takes into account our context of intervention (territorial anchoring, supplier relationships, customers, users).

We promote interdisciplinarity in our innovations and in our projects.

Whenever possible and our projects allow it, we operate with a gender budget and parity in our teams.

This is how we organized the first edition of syntezia open, our flagship eco-responsible event in Geneva in 2022 , on carbon-free mobility. This syntezia open format is the basis of all ideas, development or publication projects. Then, the second edition in Lausanne in 2023 on the symbiotic economy , with the same principles.

May 24, a day like no other at syntezia sàrl.

On May 24, 2023, our founder participated in the international day against all forms of harassment and discrimination , which took place in Geneva, in support of this cause. May 24 is also the International Day of Pansexual and Panromantic Visibility.

The gender equality plan below defines a global framework to promote equality between women and men within Syntezia Sàrl.

This plan aims to combat systemic bias, promote inclusive policies, and create a supportive work environment that empowers all employees, regardless of gender.

By implementing this plan, Syntezia Sàrl aims to foster a culture of equality, diversity and inclusion, which will result in improved employee satisfaction, productivity and overall company success. 'organization.

1. Leadership and accountability: a. Establish a gender equality committee composed of various representatives from different levels and departments to lead and supervise the implementation of the plan. b. Appoint a gender equality officer responsible for monitoring progress, collecting data and recommending policy changes to promote gender equality.

2. Equal employment opportunity: a. Develop and implement a gender-neutral recruitment process that focuses on skills, qualifications and competencies rather than gender. b. Promote transparency in job descriptions, salaries and promotions to eliminate gender-based disparities and biases. vs. Implement diversity training programs for hiring managers and human resources staff to mitigate unconscious bias during the recruiting process.

3. Workplace Policies: a. Establish flexible work arrangements, such as remote work options, flexible work schedules and job-sharing programs, to meet the diverse needs of employees and promote work-life balance private. b. Establish a zero-tolerance policy towards any form of gender-based discrimination, harassment or violence, and provide clear procedures for reporting and handling such incidents. vs. Ensure equitable access to career development opportunities, training and mentoring programs for all employees, regardless of gender.

4. Pay equity between men and women: a. Conduct regular pay equity audits to identify and rectify any pay gap for the same position between men and women within the organization. b. Develop a clear and transparent salary structure based on job responsibilities, qualifications and experience to ensure fair compensation for all employees. vs. Provide training and resources to executives to reduce negotiation gaps and unconscious bias when determining salaries and benefits.

5. Work-life balance and family support : a. Propose extended parental leave policies for mothers and fathers, including paternity leave, to encourage shared caregiving responsibilities. b. Provide on-site or subsidized child care or partner with local child care providers to support working parents. vs. Promote a culture that values work-life balance by discouraging excessive overtime and encouraging employees to take advantage of the leave to which they are entitled.

6. Training and education :

has. Implement regular gender sensitivity and unconscious bias training for all employees to increase awareness and promote inclusive behavior. b. Develop leadership development programs specifically designed to address the underrepresentation of women in leadership positions. vs. Organize workshops and seminars on topics related to gender equality, inviting external experts and thought leaders to foster a culture of continuous learning.

7. Measurements and reporting:

has. Establish a system for collecting, analyzing and reporting sex-disaggregated data on key indicators such as recruitment, promotion, remuneration and employee satisfaction.

b. Track progress against predefined goals and share results transparently with employees and stakeholders.

vs. Conduct regular employee surveys to gather feedback, identify areas for improvement and measure the effectiveness of gender equality initiatives.

Conclusion: By adopting this global plan for equality between women and men, Syntezia Sàrl aims to create an inclusive and supportive corporate culture that values diversity and equality between women and men. By tackling systemic bias, implementing fair policies and promoting equal opportunities, Syntezia Sàrl aims to foster an environment in which all employees thrive and give their best. themselves and of themselves and realize their full potential.

We are confident that the successful implementation of this plan will not only strengthen Syntezia Sàrl 's reputation as an employer of choice, but will also contribute to a more equitable society .