1. Institutional Commitment
The Policy Center for the New South (PCNS) is committed to promoting an inclusive, respectful, transparent, and non-discriminatory working environment. This commitment is grounded in the institution’s Code of Ethics, which establishes integrity, transparency, and responsibility as core principles of PCNS’s institutional culture.
The Gender Equality Plan (GEP) formalizes these existing commitments and translates them into concrete measures, monitoring mechanisms, and dedicated responsibilities. The GEP will be made publicly available on the PCNS website.
2. Dedicated Resources
PCNS designates the Human Resources Manager as the focal point for the coordination and follow-up of the GEP.
In this capacity, the Human Resources Manager supports the implementation and monitoring of the measures set out in the Plan, coordinates the collection of relevant data where applicable, and facilitates awareness-raising initiatives related to gender equality, non-discrimination, and respectful workplace conduct.
The Human Resources Manager may liaise, as needed, with PCNS management and the Ethics Committee, particularly on matters related to non-discrimination, harassment prevention, reporting mechanisms, research-related considerations, and the handling of complaints, in line with the PCNS Code of Ethics.
PCNS may also seek external gender expertise or guidance where necessary to support the implementation, review, or strengthening of the GEP.
3. Data Collection and Monitoring
PCNS will seek to monitor, where legally permissible and where data is available, gender-disaggregated information relevant to the implementation of this GEP.
This monitoring may be carried out as part of existing HR and institutional follow-up processes and may include data relating to staff composition, recruitment, career progression, and representation in leadership, management, committees, and decision-making processes.
Relevant indicators may include, where available:
gender distribution of staff by department, function, or category;
gender balance in recruitment and career progression;
gender representation in leadership, management, and decision-making roles;
reported cases related to discrimination, harassment, or gender-based violence, handled in strict confidentiality and in accordance with the PCNS Code of Ethics.
The information reviewed under this GEP may be used to identify possible gaps and inform future updates to the Plan.
All data collected and reviewed under this GEP will be processed in accordance with applicable data protection rules and the confidentiality principles set out in the PCNS Code of Ethics.
4. Awareness Raising on Respectful and Non-Discriminatory Workplace Conduct
PCNS will promote awareness of the principles set out in its Code of Ethics, particularly those relating to respect, professionalism, non-discrimination, harassment prevention, and appropriate workplace conduct.
Awareness-raising efforts may include internal communication, reminders of the applicable ethical principles, and, where relevant, dedicated sessions on respectful, inclusive, and non-discriminatory professional conduct.
These efforts aim to support a working environment that is safe, respectful, inclusive, and free from discrimination or harassment, in line with the PCNS Code of Ethics.
5. Work-Life Balance and Organizational Culture
PCNS is committed to fostering a professional environment based on respect, responsibility, dignity, and mutual consideration, in line with the principles set out in its Code of Ethics.
PCNS will seek to promote an organizational culture that supports respectful working relations, inclusion, dignity at work, and a safe and professional workplace, while taking into account institutional needs and applicable internal policies.
6. Gender Balance in Leadership and Decision-Making
PCNS recognizes the importance of inclusive and balanced participation in leadership, management, committees, and decision-making processes.
Where possible, PCNS will seek to encourage balanced representation and to monitor gender representation in relevant leadership and decision-making roles, in line with the principles of fairness, merit, transparency, and non-discrimination.
7. Gender Equality in Recruitment and Career Progression
PCNS is committed to ensuring that recruitment, evaluation, professional development, and career progression processes are guided by the principles of fairness, transparency, merit, and non-discrimination.
In line with its Code of Ethics, PCNS prohibits any form of discrimination and seeks to provide equal opportunities in employment and professional development.
Where relevant, PCNS may review available information related to recruitment and career progression in order to identify possible gaps and inform future improvements.
8. Integration of the Gender Dimension into Research Content
PCNS recognizes the relevance of gender-related issues in public policy analysis and research, including through dedicated publications and debates on gender and society.
Where relevant to the subject matter, PCNS encourages researchers to consider the gender dimension in research design, analysis, publications, events, and policy recommendations.
9. Measures Against Gender-Based Violence
PCNS maintains a zero-tolerance policy toward all forms of harassment, including sexual harassment, psychological harassment, and any form of gender-based violence.
All members of the institution have the right to work in a safe, respectful, and professional environment. Any inappropriate behavior, offensive remarks, intimidation, or conduct contrary to these principles may give rise to appropriate disciplinary measures and/or legal action, in accordance with applicable rules and legislation.
Concerns or complaints may be reported to the relevant hierarchy, to the Human Resources Manager, and/or directly to the Ethics Committee. Reports may be submitted anonymously or with identification, and will be reviewed with impartiality and handled with the strictest confidentiality, in accordance with the PCNS Code of Eth
