GEP

The Gender Equality Plan of Ross Consulting & Solutions

Thr., 1. Januar 2026

Management: Dr. Corina Ross and Peter Ross

Status: Approved
Plan period: Three years from approval
Review frequency: Annually

1. Purpose and commitment Ross Consulting 6 Solutions is committed to providing a working environment in which people of all genders have equal opportunities, receive fair treatment, and can contribute fully to the organisation’s success.

This Gender Equality Plan establishes practical measures to embed gender equality in recruitment, remuneration, professional development, leadership, working conditions, and consulting activities. It also sets out measures to prevent discrimination, harassment, and retaliation.

The plan applies to management and all employees. Its principles also guide relationships with contractors, associates, clients, and business partners.

2 . Leadership and resources Dr. Corina Ross and Peter Ross share responsibility for implementing and reviewing this plan. Management will:

-Assign a named coordinator to maintain the action plan and monitor progress.

-Allocate working time and an annual budget proportionate to the organisation’s size and needs.

-Communicate the plan to employees and make it available externally following approval.

-Review progress annually and agree corrective actions where necessary.

-Employees will have opportunities to contribute suggestions and raise concerns confidentially.

3. Objectives and actions

Recruitment and selection: Use inclusive job descriptions, consistent selection criteria, and structured interviews. Encourage applications from underrepresented genders through appropriate recruitment channels.

Pay and remuneration:Review pay, fees, bonuses, and benefits for comparable roles, considering responsibilities, experience,and working time. Investigate unexplained differences and document corrective action.

Career development:Make training, mentoring, promotion criteria, and project leadership opportunities transparent. Review access to client-facing work and high-visibility assignments.

Leadership and decision-making:Encourage balanced participation in management discussions, project leadership, and external representation. Use transparent criteria when assigning responsibilities.

Work–life balance: Offer flexible working arrangements where compatible with role and client requirements. Support parental leave, caring responsibilities, and return to work without career disadvantage.

Workplace culture and safety:Establish a clear process for reporting discrimination, bullying, sexual harassment, and other gender-based misconduct. Provide an alternative reporting route when a concern involves a manager.

Awareness and skills: Provide training on gender equality, unconscious bias, respectful conduct, and fair selection and evaluation practices.

Consulting services and communication:Consider gender-related needs and impacts where relevant to assignments. Use inclusive language and review marketing materials for stereotypes.

4. Prevention and handling of misconduct

Ross Consulting 6 Solutions will treat concerns seriously, respond promptly and impartially, and protect individuals who raise concerns in good faith from retaliation.Information will be shared only with those who need it to assess and address a concern. Where internal handling could create a conflict of interest, management will arrange an independent external contact or investigator. Findings will inform appropriate corrective measures.

5. Monitoring and confidentiality

During the first six months, management will establish a baseline using available information on workforce composition, recruitment, remuneration, development opportunities, leadership responsibilities, and working arrangements.

Personal information will be handled confidentially. Participation in voluntary equality monitoring will not affect employment decisions. For a small workforce, results will be combined or withheld where reporting could identify individuals.

Targets will focus initially on completing the actions in this plan. Any further representation targets will be set after reviewing the baseline and will support fair, merit-based decisions.

6. Annual review

Management will prepare a brief annual progress review covering:

Actions completed and outstanding.

Findings from available data and employee feedback.

Barriers identified and corrective measures agreed.

Priorities, responsibilities, and resources for the following year.

The plan will be updated when the review identifies a need for change.

7. Approval

By approving this plan, management commits to supporting its implementation and monitoring its effectiveness.

Dr. Corina Ross
Peter Ross
The 1^st of January 2026