1 | Appointment of Equality Officers, or establishment of an Equality Committee within the enterprise with the participation of both male and female employees, responsible for receiving and handling complaints of discrimination on grounds of sex, or more general equal treatment issues between men and women within the organization. |
2 | Organising workshops about Women in Leadership, addressed to female employees who are either already in senior management positions or are candidates for such positions, with the aim of encouraging them to identify career barriers, engage in self-evaluation, improve their communication skills and upgrade their professional profile. |
3 | Providing mentoring to high performance female employees with the goal of supporting them in setting and pursuing individual goals and offering them experiences and opportunities for their personal development. |
4 | Applying a “Working Mothers Scheme” under which female employees have the right to flexible working arrangements after having children (and before they reach 18 years of age), as a way of balancing their work and family life better (flexible working hours, reduced hours, compressed work week, tele-working). |
5 | Granting part of the kindergarten cost incurred by an employee (25% -50%), on the provision that the choice of school allows the immediate response of the employee to the child’s needs, while at the same time ensuring the employee’s uninterrupted execution of duties at work. |
6 | Offering summer school for employees' children, organised at the employer’s premises, the cost being largely subsidized by the employer, while providing creative time, education and entertainment to children. |
7 | Training programmes targeted to employees after long-term absence from their duties, aiming at their smooth reintegration, and their equal treatment in terms of evaluation, pay and career prospects |
8 | "First-day-of-school” leave granted to working parents, in order to be able to escort their children on the first day of elementary school. |
9 | Special working facilities for pregnant workers during the last month of their pregnancy, providing the right to work from home several days a week. |
10 | Temporary movement of a pregnant employee, from a position that requires manual work or increased physical effort, to office duties, until she returns from maternity leave. |
11 | Complementing the maternity allowance of employees up to their salary level. |
12 | Actions to increase the representation of women in technical departments of the enterprise / organization through the provision of full-time and part-time jobs, flexible working hours and recruitment of trainees. |
13 | Professional guidance offered by the enterprise to employees’ children, for guiding them in choosing education fields and professions. |
14 | Establishing an on-line training platform within the enterprise, ensuring that every employee, regardless of their gender, family status, work duties or family responsibilities, has access to life-long learning. |