EMPOWERING INNOVATION * FOSTERING INCLUSIVITY * DRIVING SOCIAL IMPACT

Commitment Statement

Dare Innovations (hereinafter: DARE) is firmly committed to fostering gender equality and building an inclusive workplace where all employees have equal opportunities, irrespective of gender. We believe that a diverse workforce drives creativity, innovation, improves employee engagement and retention, and enhances our ability to effectively guide start-ups towards successful commercialization. Through this commitment, we aim to cultivate a workplace culture that values diversity and ensures equal opportunities for all.

About DARE: Driving Inclusive Innovation and Empowering Start-ups

This Gender Equality Plan (GEP) underscores DARE’s commitment to promoting gender equality and eliminating gender-based discrimination within our workplace. By fostering an inclusive environment, we aim to attract and retain top talent, improve employee satisfaction, and enhance our overall competitiveness in the market.

We are dedicated to helping visionary scientists, innovators, and start-ups transform their groundbreaking ideas into scalable, investment-ready businesses. Our expertise encompasses business modeling, strategy development, and facilitating access to crucial funding opportunities.

Our impact extends beyond individual start-ups. We actively support universities and incubators in cultivating entrepreneurial ecosystems, designing effective incubation programs, and upskilling teams to navigate the unique challenges of deep-tech innovation. Furthermore, we collaborate with international organizations, providing our specialized expertise in mission-driven innovation programs and ecosystem development.

Diversity and inclusion are fundamental to our operations. We actively champion women entrepreneurs and founders from emerging regions such as the Western Balkans and Central-Asia, providing them with access to the essential tools, networks, and funding opportunities required for their success. Our extensive European network includes leading innovation-backing organizations such as the European Institute of Innovation and Technology (EIT), European Innovation Council (EIC), and UNDP-UNICEF STEM4All among others. Through these partnerships, we offer tailored support that connects deep-tech innovators with the most relevant expertise, funding avenues, and market opportunities.

DARE proudly partners with international organizations, universities, and policymakers to build inclusive deep-tech ecosystems that specifically empower women and underrepresented groups. With over 10 years of experience in the field, we design and implement impactful programs that help start-ups translate innovative ideas into tangible real-world impact, particularly in regions like Emerging Europe, Central Asia, and the Western Balkans. Our dedication to bridging the gender gap in STEM is demonstrated through our tailored support programs, mentorship initiatives, and provision of access to global networks. Our partnerships span 34 countries, fostering growth and inclusivity within innovation hubs across Europe.

Our Impact so far:

• • • 200+ STARTUPS MENTORED: We’ve helped over 200 deep-tech start-ups from Emerging Europe, including women-led ventures, secure investment and achieve business success.
    • 64% WOMEN-LED START-UPS: 64% of our portfolio comprises women-led start-up companies.
    • 7 DEEP TECH ACCELERATORS DEVELOPED: Our methodology underpins 7 deep tech accelerators that work towards closing the skills-gap and promoting innovation and inclusivity in Emerging Europe.

We believe innovation should be accessible to all, regardless of gender or geographic location, and we are committed to closing the gender gap in STEM.

Embracing Equality: DARE’s Current Approach to Gender Equality

As a value-driven organization, gender equality has consistently been a core principle guiding both our external work and our internal operations and culture. At DARE, we actively strive to uphold EU values in all aspects of our work, from the way we treat each other internally to our external engagements. Our commitment, reinforced by our female leadership, ensures that our current practices naturally align with and often exceed the typical benchmarks for organizational dedication to gender equality. We continuously seek opportunities to improve and go beyond minimum requirements, fostering an even more productive and secure working environment for everyone.

We actively support international initiatives that promote women’s entrepreneurship through training, mentoring, and volunteering, including collaborations with WomenTechEU, the GirlsGoCircular initiative of the European Institute of Innovation and Technology, and the STEM4All Network of the UNDP-UNICEF. We are dedicated to celebrating the diversity of our team and ensuring that everyone feels equally safe, welcomed, and valued for their unique contributions. This GEP reflects our ongoing journey of learning and growth. As we continue to expand our network and engage in more projects focused on gender equality, we deepen our understanding of what it means to be a progressive European organization.

Let’s examine our current performance in relation to the five thematic areas recommended by the Horizon Europe Guidance on Gender Equality Plans:

1. Work-life balance and an inclusive organizational culture
2. Gender balance in leadership and decision-making
3. Gender equality in recruitment and career progression
4. Integration of gender dimension into research and training content
5. Measures against gender-based violence

1. Work-life balance and organizational culture

At DARE, we firmly believe in providing excellent working conditions that enable all staff to achieve a healthy work-life balance. Employee retention is a high priority for us, evidenced by our low rate of employee turnover. We believe that by prioritizing work-life balance, we empower our team members to thrive both personally and professionally while maintaining optimal performance. DARE offers the following to all employees, regardless of gender identity:

• • • Fully remote working
    • Annual leave
    • Sick leave
    • Flexible working time arrangements and time off in lieu, with consideration for how departmental processes and timelines.
    • Workload management practices that ensure fair allocation and distribution of tasks.
    • Proactive advice and support on work-life balance from company management and department heads to prevent burnout and encourage the utilization of flexible work arrangements.
    • The option to work reduced hours, where feasible.

All staff are encouraged to utilize these arrangements, and it is clearly communicated that doing so, for any reason including caring responsibilities or personal needs, will not negatively affect their career progression within the company. We recognize the importance of diversity within our fully remote workforce. A significant portion of our team comprises women, and we embrace individuals with diverse sexual orientations, gender expressions, and backgrounds. Our open and inclusive culture ensures that everyone feels welcome and respected, regardless of age, disability, ethnicity, or any other characteristic. By valuing diverse perspectives, we foster a collaborative environment that supports gender equality and drives our success. In all our internal and external communications, we consistently use gender-neutral language.

2. Gender balance in leadership and decision-making

Currently, DARE’s workforce is predominantly female:

• Core Team Composition: 100% of our core team consists of women, reflecting our strong commitment to inclusivity at the highest levels.
• Consultants: 70% of our consultants are women, demonstrating our dedication to integrating gender equality across all aspects of our operations.

While we are proud of these figures, our ambition is to achieve a fully gender-equal organization by 2030. This plan outlines the steps we will take to further enhance gender equality and create an even more inclusive environment that empowers all employees.

3. Gender equality in recruitment and career progression

DARE has established a standardized recruitment and selection process that ensures fairness and impartiality. Our process is based solely on qualifications, skills, and experience relevant to the role, eliminating discrimination based on gender or other protected characteristics. All new employees receive the same terms of employment, comprehensive onboarding, and relevant training upon joining DARE.

Regarding career progression, every employee is evaluated based on their performance in their current role, their understanding of the company’s objectives, and their professional conduct with all colleagues and external stakeholders, including clients, consultants, and partners. DARE is committed to ensuring equal pay for equal work, guaranteeing fair and equitable compensation for all employees regardless of gender or other protected characteristics.

4. Integration of gender dimension into research and training content

We actively integrate gender aspects and diversity into our training content. A key example is our frequent mentoring of women start-up founders, focusing on developing their leadership skills and negotiation abilities, which is particularly crucial in the context of the EU WIDENING countries and Central-Asian regions. In projects we are currently developing, we are committed to integrating gender equality aspects and tailored training relevant to the specific sectors of each project.

5. Measures against gender-based violence including sexual harassment

DARE firmly believes in treating everyone with respect and without discrimination based on religion or religious belief, disability, age, sex, sexual orientation, political orientation, and racial or ethnic origin. We are fully committed to maintaining a safe and respectful workplace for all.

We enforce a zero-tolerance policy towards gender-based violence and sexual harassment. Any behavior that undermines the safety and dignity of our employees will not be tolerated. This policy applies to all our employees, regardless of their position, as well as to our partners and clients. Should any partner or client engage in such behavior, DARE reserves the right to immediately terminate the business relationship.

Any staff member who witnesses or experiences such behavior from a colleague, client, or partner is required to report it immediately to ensure the safety and well-being of themselves and their colleagues. This commitment is fully aligned with our goal of fostering a respectful and inclusive environment for everyone.

 

Goals (2025-2030)

Dare Innovations sets the following ambitious goals to achieve gender equality:

Goals	Timeline
Implement annual training programs focused on gender equality	Starting 2025
Increase Participation in Gender Equality Training: Achieve a 95% participation rate in our annual gender equality training programs for all employees.	Annually, starting from 2026
Formalize Gender-Sensitive Communication Guidelines: Develop and implement formal guidelines for gender-sensitive language and imagery in all internal and external communications.	By the end of 2026
Strengthen Integration of Gender Dimension in Programs: Ensure that gender equality considerations are explicitly integrated into the design, content, and delivery of at least 80% of our developed accelerator programs.	By the end of 2030
Conduct biannual surveys to assess workplace satisfaction and gender equality	Biannually

Action Plan

To achieve these goals, the following action steps will be implemented:

1. Mentorship Program:
   We will launch a mentorship program aimed at female employees to facilitate professional growth and leadership development. This program will connect less experienced employees with senior female leaders, fostering guidance and support to enhance their career trajectories.
2. Training and Workshops:
   Annual training sessions will be organized to raise awareness about gender equality, unconscious bias, and inclusive practices. These workshops will not only educate employees on gender-related issues but also empower them to create a more equitable workplace.
3. Regular Surveys and Feedback:
   We will implement biannual surveys to gather employee feedback on workplace culture and gender equality. The results will be analyzed to identify areas for improvement, and action will be taken to address any concerns raised by employees.

 

Monitoring and Evaluation

To ensure the effectiveness of our Gender Equality Plan, we will implement the following monitoring and evaluation measures:

• • Annual Reviews: A thorough review will be conducted annually to measure progress toward the established goals.
  • Feedback Mechanisms: Regular feedback will be solicited from employees regarding their perceptions of workplace inclusivity and satisfaction. This feedback will be integral in shaping future initiatives and addressing any emerging issues.
  • Transparent Reporting: The findings from our assessments and surveys will be compiled into an annual report shared with all employees, fostering transparency and accountability in our commitment to gender equality.

Governance and Responsibility for Gender Equality

To ensure the effective implementation and ongoing success of this Gender Equality Plan, clear responsibility and oversight are essential.

The Role of the Gender and Diversity Officer

Faustine Felici will serve as the Gender and Diversity Officer for DARE. In this crucial role, she will be responsible for overseeing the implementation of all aspects of this Gender Equality Plan. Their primary focus will be to ensure that all employees are well-informed about the various initiatives outlined within the plan and that accountability for achieving our gender equality goals is maintained at every level of the organization.

The Gender and Diversity Officer will actively engage with employees across DARE to foster a culture of inclusivity and gender equality. This will involve promoting awareness, gathering feedback, and championing initiatives that support our commitment.

Issue Resolution and Escalation

Should any issues or disputes arise related to the implementation or interpretation of this Gender Equality Plan, the matter should be brought to the attention of the Gender and Diversity Officer, for initial review and potential resolution. If a resolution cannot be reached by the Gender and Diversity Officer, or if the issue requires further attention, it should also be escalated to the Managing Director for final decision and action.
Any issues regarding gender-based violence and sexual harassment should be immediately brought to the attention of the Managing Director.

This ensures a clear pathway for addressing any concerns and reinforces the importance of gender equality and safety within DARE’s leadership.

With this Gender Equality Plan in place, DARE reaffirms its deep commitment to fostering gender equality, a commitment that directly supports our core belief that innovation should be accessible to all, regardless of gender or geographic location.

Date last updated: 14 March 2025