Gender Equality Plan (GEP)

Last updated: 7th of August 2026

HortiScience Innovation Center (HIC) is committed to providing an inclusive working and innovation environment in which people have equal opportunities to participate, contribute and develop, regardless of gender. As an innovation center working at the intersection of entrepreneurship, technology and commercial horticulture, we believe that diversity contributes to better decision-making, stronger innovation and solutions that reflect the needs of the sector. This Gender Equality Plan sets out how HIC promotes gender equality within our organisation and across our innovation, demonstration, education and ecosystem activities.

Governance and responsibility

Responsibility for the implementation of this Gender Equality Plan lies with the Managing Director of HIC. HIC commits the necessary management and staff capacity to implement the measures described in this plan. Gender equality will be considered in relevant organisational decisions, recruitment processes, project activities and partnerships. Progress under this plan will be reviewed annually and the plan will be updated when necessary.

Equal opportunities in recruitment and career development

HIC is committed to fair and transparent recruitment and career development. Recruitment and selection are based on qualifications, experience, competencies and suitability for the role. HIC seeks to use inclusive and gender-neutral language in vacancies and recruitment communications and aims for diverse candidate pools where reasonably possible. Gender should not influence decisions regarding recruitment, remuneration, professional development or career progression.

Gender balance in leadership and decision-making

HIC aims to achieve balanced representation in leadership, project teams and decision-making structures. Where HIC establishes project teams, advisory groups, panels or other decision-making bodies, gender balance will be considered alongside the expertise required. HIC will also encourage balanced representation among speakers, experts and participants in events, workshops and other public-facing activities organised by the organisation.

Work-life balance and organisational culture

HIC aims to provide a working environment that enables employees to combine professional responsibilities with responsibilities outside work. Flexible working arrangements may be used where compatible with an employee's responsibilities and the operational requirements of HIC. Employees taking parental or other forms of care-related leave should have equal opportunities to continue their professional development and career progression. HIC promotes a culture based on respect, inclusion, openness and equal treatment.

A safe working environment

HIC does not tolerate discrimination, intimidation, bullying, sexual harassment, gender-based violence or other forms of inappropriate behaviour. Concerns about inappropriate behaviour can be raised with HIC management and will be handled seriously, confidentially and with appropriate consideration for the people involved. Where necessary, HIC will take appropriate action to address reported behaviour and to protect the safety and wellbeing of employees and others participating in HIC activities.

Entrepreneurship and ecosystem activities

HIC works with growers, researchers, technology companies, entrepreneurs and startups through its programmes and demonstration activities. Within these activities, HIC aims to provide equal access to opportunities and encourages participation by entrepreneurs and professionals of different genders. Selection of participants, ventures and technologies is based on the quality, relevance and potential of the proposed innovation. HIC will monitor participation where appropriate and use this information to identify opportunities to improve diversity within its programmes and ecosystem.

Data collection and monitoring

HIC will monitor gender equality within the organisation using appropriate indicators. At least annually, HIC will review available sex/gender-disaggregated data relating to its personnel. Where relevant and proportionate, HIC may also monitor gender representation in recruitment, leadership, project participation, events, training activities and entrepreneurship programmes.

Because HIC is a relatively small organisation, reporting will take account of employee privacy and will not publish information that could unnecessarily identify individual employees. The results of this monitoring will be used to assess progress and identify areas where additional action may be appropriate.

Awareness and training

HIC will promote awareness of gender equality, inclusion and unconscious gender bias among employees and decision-makers. Relevant staff involved in recruitment, team management and project decision-making will be encouraged to undertake appropriate awareness or training activities. Gender equality and inclusive practices may also be addressed through internal discussions and organisational development activities.

Review and continuous improvement

This Gender Equality Plan is a living document. HIC will review the plan and its implementation at least annually. The review will consider available monitoring data, organisational developments, experiences from HIC programmes and projects, and relevant changes in European or national requirements. Where the review identifies opportunities for improvement, HIC will define appropriate actions for the following period.

HortiScience Innovation Center endorses this Gender Equality Plan and commits to its implementation across the organisation.

Loet Rummenie
Managing Director
HortiScience Innovation Center