Our commitment to equity, diversity and inclusion is intended to be effective, voluntary and lasting, covering relationships between people as well as recruitment, integration, career management, events, customers, users, suppliers and Syntezia's wider territorial ecosystem.

Universal Design and Inclusive Participation

Syntezia uses the principles of Universal Design and Universal Design for Learning to encourage inclusion in its activities.

The objective is to make participation possible for people with different needs, abilities, backgrounds and levels of digital or educational access.

This approach is particularly relevant to Syntezia's workshops, learning activities, events and innovation projects, where accessibility and participation can influence the quality of the outcome.

Equal Opportunities

Syntezia promotes equal opportunities and seeks to avoid discrimination in recruitment and professional development.

Its equality framework proposes a gender-neutral recruitment process based on skills, qualifications and competencies, together with greater transparency around job descriptions, remuneration and promotion.

It also proposes diversity-awareness and unconscious-bias training for people involved in recruitment and human-resources decisions.

Diversity in Projects and Innovation

Diversity is not limited to the internal organisation.

Syntezia promotes interdisciplinarity in innovation and projects, recognising that combining different professional, academic and personal perspectives can produce stronger and more creative solutions.

Where projects allow it, Syntezia also seeks to work toward gender-balanced teams and gender budgeting.

Career Development, Training and Mentoring

Equal opportunity also means ensuring that people can develop once they join an organisation.

Syntezia's equality plan proposes equitable access to:

• Career development.
• Training.
• Mentoring.
• Leadership development.

It also includes proposals to address underrepresentation of women in leadership positions and to provide continued training around gender equality and inclusive behaviour.

Pay Equity

The equality framework also addresses pay equity.

It proposes regular pay-equity reviews, transparent salary structures based on responsibilities, qualifications and experience, and training for managers to reduce unconscious bias and negotiation-related inequalities when determining salaries and benefits.

A Safe and Supportive Environment

Syntezia's approach also includes a zero-tolerance principle toward discrimination, harassment and violence based on gender or other characteristics.

The equality plan proposes clear procedures for reporting and handling incidents, while also encouraging a culture that respects work-life balance and supports people with family responsibilities.

Measuring Progress

Inclusion also requires measurement.

The proposed equality framework includes collecting and analysing gender-disaggregated information around recruitment, promotion, remuneration and employee satisfaction, tracking progress against predefined objectives and sharing results transparently with employees and stakeholders.

Employee surveys are also proposed to identify areas for improvement and evaluate the effectiveness of inclusion measures.

Our Aim

Our aim is to build a culture in which different backgrounds, perspectives and experiences are recognised as a strength.

Through equal opportunities, inclusive design, interdisciplinary collaboration and continuous improvement, Syntezia seeks to create an environment where people can participate, develop their skills and contribute to their full potential.