Two Hills Lab
Valid for the period: 2024–2027
1. Introduction and Declaration of Commitment
At Two Hills Lab, we believe that an inclusive, equitable, and diverse environment is fundamental to achieving excellence in research and innovation. Gender equality benefits our entire organization by improving the quality of our work, attracting and retaining top talent, and ensuring that every team member can maximize their potential within a fair ecosystem.
This Gender Equality Plan (GEP) aligns with the European Commission’s Horizon Europe Framework Programme requirements. It outlines our strategic commitment to dismantling barriers to inclusion, fostering an equitable workplace, and integrating the gender dimension into our research outputs.
2. Mandatory Process Requirements
To ensure compliance and drive sustainable institutional change, Two Hills Lab commits to the following four foundational pillars:
2.1. Public Document
This GEP is a formal, strategic document approved and signed by the top management of Two Hills Lab. It is published publicly on our organizational website (twohillslab.org) and is actively communicated to all staff, researchers, and collaborative partners to ensure transparency and accountability.
2.2. Dedicated Resources
Two Hills Lab commits the necessary human and financial resources to ensure the effective implementation of this plan.
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Designated Leadership: A dedicated Equality, Diversity, and Inclusion (EDI) Officer has been appointed to oversee the execution of the GEP.
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Working Group: An internal Gender Equality Task Force, comprising representatives from various levels of the organization, meets quarterly to review progress, implement initiatives, and address emerging challenges.
2.3. Data Collection and Monitoring
Evidence-based policymaking is critical to our strategy.
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Baseline Data: We continuously collect and analyze sex- and gender-disaggregated data regarding our personnel, including demographics on recruitment, career progression, retention, and leadership representation.
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Annual Reporting: An annual EDI report is generated to monitor our progress against specific indicators. This data is used to evaluate the effectiveness of our current policies and inform future actions.
2.4. Training and Capacity Building
We recognize that fostering an inclusive culture requires ongoing education.
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Unconscious Bias Training: Mandatory training on unconscious gender bias is required for all staff, particularly decision-makers, hiring managers, and review committees.
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Awareness Campaigns: We conduct regular workshops and awareness-raising activities focused on microaggressions, inclusive language, and the importance of equity in scientific research.
3. Thematic Areas of Action
To drive cultural and operational change, Two Hills Lab focuses its efforts on five core thematic areas recommended by the European Commission:
3.1. Work-Life Balance and Organizational Culture
We strive to create a supportive culture that recognizes the personal and family responsibilities of our staff.
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Flexible Working: Promoting flexible working hours, remote work options, and core-hours scheduling for meetings to accommodate caregiving responsibilities.
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Parental Leave: Supporting all parents in taking their entitled leave and providing structured reintegration processes for staff returning from extended career breaks.
3.2. Gender Balance in Leadership and Decision-Making
We are committed to achieving equal representation at all levels of governance.
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Targeted Representation: Implementing targets to ensure a balanced representation of women and underrepresented genders on all internal committees, advisory boards, and management teams.
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Leadership Development: Providing mentorship and leadership training programs designed to support the career advancement of female researchers and staff.
3.3. Gender Equality in Recruitment and Career Progression
Two Hills Lab ensures that all hiring and promotion processes are transparent, merit-based, and free from bias.
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Inclusive Job Postings: Utilizing gender-neutral language in all recruitment materials and ensuring diverse hiring panels.
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Equitable Progression: Regularly reviewing promotion criteria and salary scales to identify and close any gender pay gaps or structural barriers to advancement.
3.4. Integration of the Gender Dimension into Research Content
We recognize that sex and gender analysis (SGA) enhances the societal relevance and excellence of research.
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Methodological Integration: Requiring researchers to consider sex and gender dimensions in the design, methodology, and implementation of all research projects, unless explicitly irrelevant to the topic.
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Researcher Support: Providing resources and specialized training to assist our scientific staff in integrating gendered innovations into their work.
3.5. Measures Against Gender-Based Violence and Sexual Harassment
Two Hills Lab enforces a strict zero-tolerance policy toward any form of gender-based violence, harassment, or discrimination.
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Clear Reporting Channels: Maintaining confidential, accessible, and safe reporting mechanisms for staff to raise concerns without fear of retaliation.
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Support Protocols: Establishing clear protocols for investigating complaints and providing immediate psychological and administrative support to victims.
4. Endorsement and Signature
This Gender Equality Plan represents the active commitment of Two Hills Lab to building a fairer, more inclusive scientific community. It will be reviewed and updated continually to reflect our progress and evolving best practices.
Approved by:
Dr. Guy Shaked
Director, Two Hills Lab
Date: June 26, 2026