CONTENTS
1. Introduction 
2. Regulatory Framework 
3. The Digital Gender Divide 
4. Objectives & Thematic areas of action 
5. Methodology 
6. References and Terminology

1. Introduction
This action plan outlines InterMediaKT’s strategy for advancing gender equality, detailing specific activities and monitoring initiatives. Ensuring equal opportunities is fundamental to our organizational mission, and achieving gender balance is crucial for fostering fair access and equity across our educational, managerial, technical, administrative, volunteering and support roles. Aligned with international, community, and internal standards, InterMediaKT is dedicated to championing the promotion of equal opportunities between girls, boys, women, men and all genders as a core principle and priority.

2. Regulatory framework
This Gender Equality Plan (GE Plan) serves as the official framework endorsing and safeguarding all strategies aimed at fostering gender equality within InterMediaKT. The plan is crafted in accordance with national and European laws and is in alignment with different national initiatives addressing equality between women and men, rights, discrimination prevention, equal treatment, workplace harassment, and the social responsibility of organizations, among other aspects. Detailed information on specific articles, policies, and directives are named below.
2.1. Greek law
In recent years, Greek policy documents concerning research, innovation, technology and education, including the latest National Strategy for the European Research Area (2016-2020), have integrated EU principles on gender equality. Public research bodies are establishing Gender Equality Plans and including relevant provisions in their internal regulations and strategic plans. The Greek Constitution safeguards equality between the sexes (Art. 2, §4) and the right to equal pay for work of equal value regardless of gender or other differences (Art. 22, §1). Moreover, Greece’s constitution recognizes substantive equality between the sexes. The constitutional revision process in 2001 foresaw that positive measures for promoting equality between men and women do not constitute discrimination on grounds of sex and mandated the state to take measures to eliminate practical inequalities to the detriment of women (Art. 116(2)).
This amendment paved the way for positive measures in various domains, such as the adoption of gender quotas for local, national, and European Parliament elections, as well as the inclusion of a gender provision for advisory bodies and scientific councils. Consequently, several new laws and provisions for research and private organizations were formulated. Law 4604/2019, titled “Promoting substantive equality between the sexes and combating gender-based violence,” encourages universities and research organizations to integrate gender into their study programs (Art. 17). The same law also encourages private and commercial entities to adopt equal opportunity policies through the development of Gender Equality Plans. Companies that adhere to these guidelines are eligible for an official distinction called the “Equality Badge” (Sima Isotitas) (Art. 21), as outlined in the Government Gazette, No. 50/1, March 2019.
2.2. European law
Equality between women and men and the principle of non-discrimination are fundamental values upon which the EU is built, deeply enshrined in the Treaties of the European Union, the Charter of Fundamental Rights of the European Union, and secondary legislation. In formulating the GE Plan, InterMediaKT considers:
a) The ‘’Recast’’ Directive (2006/54/EC) on equal opportunities and equal treatment of women and men in employment and occupation. This directive mandates the implementation of prohibitions against direct and indirect sex discrimination, harassment, and sexual harassment in pay and access to employment.
b) Directive 2010/41/EU on the prohibition of direct and indirect (sex) discrimination in self- employment.
c) The Directive on Pregnancy (92/85/EEC), which prohibits discrimination related to pregnancy.
d) The Parental Leave Directive (2010/18/EU).
e) The Part-time Work Directive (97/81/EC).
f) Racial Equality Directive (2000/43/EC), prohibiting discrimination on the grounds of racial or ethnic origin in employment.
g) Employment Equality Directive (2000/78/EC), covering the grounds of religion or belief, disability, age, and sexual orientation.
2.3. Organizational context and relevant initiatives
InterMediaKT is a non-profit organization in Patras, Greece, working since 2012 to promote knowledge transfer through technology and education, with a strong commitment to equity, inclusion, and active citizenship, working in the areas of
– Digital skills development
– Non-formal education
– Social entrepreneurship
– Volunteerism
– Youth empowerment
– Inclusive innovation
– Accessible technology
Throughout the years, InterMediaKT is leading and/or co-leading initiatives, including but not limited to national and EU projects, activities, social campaigns to promote gender equity, combat gender discrimination, raise awareness on the right to equality and all the nuances of such an endeavor. Some active and representative examples of the period, include the projects SheTechTalks: designed to support young women to break the glass ceiling in technology & entrepreneurship, including podcasts with daily heroines/ roles models, training academies, mentoring and career guidance, Relight: reaching out to migrant women and supporting them in leveraging their displaced identity as a broker for self-leadership and entrepreneurship, ON-OFF: an innovative educational model of intervention through teachers and educators acting as ambassadors in combatting online gender-based violence in school with more than 80 schools, 40 teachers and a total of 980 students, direct beneficiaries in 5 EU countries, Equality map: an interactive educational program for Greek students and teachers, empowering them to learn and reflect on the right of equality and democracy as a derivatives with more than 500 students and around 50 teachers in Greece, benefitting from it.
InterMediaKT is also a member of the Digital Skills and Job Coalition since 2015, contributing to the objectives and initiatives of the established annual program, through its work and commitments.

3. The Digital gender divide
The regulatory framework addresses the urgent national and European imperative for a digital future grounded in the equal participation of both men and women. The involvement of women is pivotal for the development of a sustainable, just, and equitable digital economy and society. Unfortunately, in the European digital economy, women are underrepresented. Statistics reveal that only 1 in 6 ICT specialists is a woman, and merely 1 in 5 becomes an ICT entrepreneur. Overall, Europe faces a demand for over 1 million digital experts, regardless of gender, with more than 53% of European companies reporting difficulties in finding such experts.
In Greece, the Ministry of Digital Governance has formulated the Digital Transformation Strategy for 2020-2025 to address these inequalities. Developed in collaboration with stakeholders from the public and private sectors, the academic community, and civil society, this strategy outlines priorities for the country’s digital transformation and sets goals for enhancing the digital skills of the Greek society, irrespective of gender, across all levels and age groups.
InterMediaKT’s vision aligns with the objectives of this strategy. Through its social outreach, education, training and awareness raising initiatives, InterMediaKT aims to contribute to national and European needs in ICT reskilling and upskilling. This plan establishes concrete, gender-oriented measures and interventions to address the Digital Gender Divide. It seeks to empower female colleagues and employees by providing them with the necessary resources to advance their careers.
InterMediaKT acknowledges the diversity within its community, understanding that individuals may not strictly identify within the traditional male or female binary construct. We recognize and respect gender diversity, which includes individuals affirming a gender different from their assigned sex at birth, those born intersex or with indeterminate sex, as well as those identifying as transgender or non-binary.
– Offers an inclusive and welcoming work environment, ensuring pay equity, flexibility, and robust parental policies. We are committed to fostering an atmosphere of inclusion.
– Prioritizes the well-being of its colleagues and employees and has robust anti-discrimination and anti-harassment policies in place to ensure a safe and respectful working environment.
– A Gender & Inclusion Officer has been appointed to coordinate the GEP. If applicable and depending on the context, a Diversity & Ethics Committee may be formed to oversee implementation and ensure alignment with ORRI principles. Annual resources (i.e. budget and time) is allocated for training, monitoring, and inclusive digital tool development.

4. Objectives & Thematic areas of action
The GE Plan has seven tangible objectives towards:
1. Embedding a gender-aware culture by shifting traditional perceptions.
2. Fostering inclusiveness in decision-making by actively involving all personnel in the process, ensuring a diverse range of perspectives, regardless of gender or other identities.
3. Strengthening links with labor market and various industries by encouraging females to participate, express themselves and innovate.
4. Addressing national and European needs for female experts in digital sciences.
5. Creating and facilitating spaces for women and underrepresented genders to thrive.
6. Actively contributing to gender equity initiatives and social campaigns, promoting the principles of equity and inclusion in all fields.
7. Providing and creating spaces for equal representation and encouraging girls, females and women to voice opinions and thoughts and co-creating spaces which break the obstacles to gender equity.
To achieve those objectives, InterMediaKT will focus on key thematic areas, following the guidelines of the European Institute for Gender Equality (EIGE) aiming to “identify and implement innovative strategies to promote cultural change and equal opportunities […]” (EIGE, http://eige.europa.eu).

4.1 Thematic areas of action
4.1.1 Work-Life Balance and Organizational Culture
– Flexible working hours and remote work options. Support for parental leave and caregiving responsibilities.
– Provision for additional days off for women’s health (gynecological checkups, period leave).
– Promotion of a respectful, inclusive, and safe workplace culture.
4.1.2. Gender balance in leadership and decision-making
– Board and management roles
– Project coordination and decision-making bodies
– Transparency in progression, strategic planning and decision-making
4.1.3 Gender equality in personnel and volunteer recruitment
– Use of inclusive language in job postings and calls for volunteers/ participants.
– Recruitment interviews include no gender -biased questions or the use of sexist or non-inclusive language
4.1.4. Integration of gender in projects and digital innovation
Gender dimension integrated into all EU-funded projects, especially in:
– Digital skills training (ensuring equal access for women and marginalized groups)
– Youth exchanges, training courses, seminars and mobility (gender-balanced participation)
– Social entrepreneurship and innovation programs (supporting women-led initiatives)
– Gender impact assessments included in project evaluations, whenever applicable
– Performance meetings objective evaluation process for all staff irrespective of their gender identity
4.1.5. Measures against gender-based violence and harassment
– Clear anti-harassment policy and confidential reporting mechanisms. They include a clear zero tolerance statement, robust reporting and protective procedures, safeguarding anonymity and protection from retaliation and support mechanisms (designated contact person, support structures etc.)
– Annual awareness campaigns and zero-tolerance messaging, especially during key dates (e.g., International Day for the Elimination of Violence Against Women).

5. Methodology
To create the initial version of the GE Plan, various internal procedures and measures needed definition and establishment. The GEB adopted EU Gender Equality Strategy 2026-30, designed by the European Commission and the The Gender-Responsive Budgeting (GRB) Resource Packs and Training Manuals, developed by UN Wmen, as the methodological frameworks for compiling the Plan. The development of the Plan revolves around four key axes:.
5.1. Public commitment
This GEP is published on InterMediaKT’s website and shared with staff, partners, and beneficiaries. It is endorsed by the Board and General Assembly. It reflects the organization’s values of equity, diversity, and inclusion in organizational structure, human relations and digital transformation.
5.2. Dedicated resources
A Gender & Inclusion Officer is appointed to coordinate the GEP. If applicable and depending on the context, a Diversity & Ethics Committee may be formed to oversee implementation and ensure alignment with ORRI principles. Annual resources (i.e. budget and time) is allocated for training, monitoring, and inclusive digital tool development.
5.3. Data collection and monitoring
Annual collection of sex-disaggregated data on:
– Participation in training, mobility, and leadership roles
– Beneficiaries of digital tools, events, trainings and educational programs
Indicators are reviewed annually and used to inform strategic planning and project design.
5.4. Training and capacity building
Mandatory training on gender equality, unconscious bias, and inclusive digital design for all staff and volunteers. Workshops on ethical digitalization and gender-sensitive technology for project teams. Adoption of inclusive communication and design standards in all digital outputs.

6. References and Terminology
6.1 References
• https://www.mopp.qut.edu.au/A/A_08_08.jsp
• https://eige.europa.eu/gender-mainstreaming/toolkits/gear/step-step-guide#step-2
• https://ec.europa.eu/digital-single-market/en/news/women-digital
• https://www.intereconomics.eu/contents/year/2017/number/1/article/gender-equality-in- decision-making-positions-the-efficiency-gains.html
• https://www.europarl.europa.eu/RegData/etudes/STUD/2018/604940/IPOL_STU(2018)604940_ EN.pdf
• https://eca.unwomen.org/en/digital-library/publications/2025/02/the-gender-responsive-budgeting-grb-resource-packs-and-training-manuals
• https://ec.europa.eu/info/law/better-regulation/have-your-say/initiatives/14611-Gender-

• https://op.europa.eu/en/publication-detail/-/publication/f3dd1274-7788-11e9-9f05- 01aa75ed71a1/
• https://diversity-charter.gr/
• inclusion/sites/equality/files/user_media/UL%20Gender%20Action%20Plan%202018- 2022updated.pdf
• https://eige.europa.eu/publications/gender-equality-academia-and-research-gear-tool
• “The European Union and gender equality in research and higher education: A view from Greece” Anagnostou D. and N. Avlona (2019)

6.2 Τerminology

Binary construct (relating to gender) is a social construct that identifies an individual as either male/man or female/woman, and does not take account of other sex or gender identities or presentations.

Gender is part of a person’s social and personal identity. It is typically used with reference to social and cultural differences rather than biological, referring to the characteristics that a culture delineates as masculine/male or feminine/female (see definition for ‘gender diverse’).

Pay Gap means individuals receiving equal pay for work of equal or comparable value and there is no gender bias at any point in the –remuneration process (for example at commencement, base salary, out-of-cycle pay reviews, discretionary loadings and bonuses, and movement within the total remuneration range).

Sex means the characteristics associated with biological sex, generally assigned at birth usually described as being male or female. A person’s sex and gender identity or presentation may not necessarily be the same.

Transgender is a general term for a person whose gender identity is different from their sex assigned at birth. A transgender person may take steps to live permanently in their nominated sex, with or without medical treatment.

Gender diverse is a term used to recognise people who do not fall within the gender binary construct of male and female.

Intersex refers to people who have genetic, hormonal or physical characteristics that are not exclusively ‘male’ or ‘female’. A person who is intersex may identify as male, female, intersex or as being of indeterminate sex.