Hydro Road (EU) – Gender Equality Plan (GEP)



Version 1.0 – 2025
Public Document


 

1. Introduction and Commitment


Hydro Road (EU) is committed to fostering an inclusive, diverse, and equitable workplace. Gender equality is a core organisational principle and directly aligns with our mission to deliver sustainable, socially responsible innovation across the European road-building and infrastructure sector.

This Gender Equality Plan (GEP) has been developed in line with the Horizon Europe and European Institute for Gender Equality (EIGE) requirements. It outlines the structures, policies, and actions Hydro Road (EU) will adopt to ensure equal opportunities for all employees, regardless of gender, background, or identity.

The GEP is a public, living document, reviewed annually and accessible to all employees and external stakeholders.

 

2. Leadership Responsibility


The Managing Director of Hydro Road (EU) is responsible for implementing and overseeing this GEP. A designated Equality & Inclusion Lead will coordinate day-to-day delivery, track progress, and report annually to the Board.

 

3. Dedicated Resources


  • Hydro Road (EU) commits the following resources to gender-equality implementation:
  • An internal Equality & Inclusion Lead (0.2 FTE during initial scale-up).
  • Annual training budget for equality and anti-bias training.
  • HR resources for monitoring recruitment, career progression, and pay equity.
  • A board-level review each year to assess performance against targets.


4. Data Collection & Monitoring


Hydro Road (EU) will:

  • Collect anonymised gender-disaggregated data on recruitment, promotions, salary bands, training, parental leave uptake, and leadership representation.
  • Review gender pay balance annually.
  • Track gender distribution across job families (technical, commercial, operational, leadership).
  • Publish an annual internal Gender Equality Report.

Data will be collected with full respect for GDPR and employee privacy.

 

5. Training & Capacity Building


Hydro Road (EU) will provide:

  • Mandatory anti-bias and inclusive recruitment training for hiring managers.
  • Awareness sessions on gender equality, inclusive leadership, and respectful workplace culture.
  • Optional professional-development pathways to support under-represented groups aspiring to leadership positions.

Training effectiveness will be reviewed annually.

 

6. Work–Life Balance & Flexible Work Arrangements


Hydro Road (EU) recognises that inclusive working environments benefit productivity and retention.

We commit to:

  • Flexible working options where operationally feasible (remote work, flexible hours, tailored schedules).
  • Supporting all genders in accessing parental leave and return-to-work programmes.
  • Ensuring no career penalty for taking parental or caregiving leave.
  • Encouraging equal uptake of family-related leave by all employees.

 

7. Gender Balance in Leadership & Decision-Making


Hydro Road (EU) aims to:

  • Build a leadership team with balanced gender representation as the organisation scales.
  • Ensure all senior recruitment shortlists include qualified candidates of all genders.
  • Avoid single-gender decision-making panels wherever possible.
  • Identify and support high-potential talent from under-represented groups.

 

8. Recruitment, Advancement & Pay Equity


Hydro Road (EU) will ensure:

Inclusive, gender-neutral job descriptions.

  • Shortlisting and selection processes that follow objective, bias-free criteria.
  • Equal access to training, promotion, and professional development.
  • Annual review of pay equity across all roles to ensure equal pay for equal work.
  • Mentorship opportunities for under-represented groups in technical and leadership tracks.

 

9. Preventing Gender-Based Violence & Harassment


Hydro Road (EU) maintains a zero-tolerance policy toward harassment, discrimination, or gender-based misconduct.

We will:

  • Maintain clear, confidential reporting channels.
  • Provide mandatory training on respectful workplace behaviour.
  • Appoint a trained point of contact for employee concerns.
  • Investigate any incidents promptly, fairly, and without retaliation.
  • Ensure consequences are enforced consistently and appropriately.

 

10. Intersectional Inclusion


  • Hydro Road recognises gender equality as interconnected with other dimensions of identity, including age, ethnicity, disability, sexual orientation, and socioeconomic background.
  • We commit to ensuring that:
  • No policy or practice disadvantages people based on intersecting identities.
  • Recruitment and progression consider broader inclusion realities, not only gender.
  • Employees from all backgrounds feel welcome, represented, and supported.

 

11. Communication & Transparency


  • This GEP will be published on the Hydro Road website.
  • All employees will receive a copy during onboarding.
  • Progress updates will be shared annually.

 

12. Monitoring & Annual Review


The GEP will be reviewed every 12 months by the Equality & Inclusion Lead and approved by the Board. The review will assess:

  • Gender representation trends
  • Recruitment and promotion patterns
  • Pay-equity analysis
  • Effectiveness of training
  • Progress toward inclusion targets

Actions will be updated based on organisational growth and staff feedback.

 

13. Approval


Approved by:
Board of Directors, Hydro Road (EU)
Date: September 2025
Version: 1.0