Date of Publication: October 2025
Approved by: Nick Tune, Chief Executive Officer
Available at: www.optimise-ai.com

1. Introduction and Commitment

OptimiseAI is committed to building a culture where diversity, equity, and inclusion are fundamental to our success as a technology company. This Gender Equality Plan (GEP) formalises our pledge to ensure equal opportunities and eliminate gender-based discrimination across all levels of the organisation.

The GEP is a public document, endorsed and signed by OptimiseAI’s top management, and integrated into the company’s overall people strategy. It reflects our belief that gender equality strengthens creativity, innovation, and business performance.

This plan will be reviewed annually to track progress, measure impact, and continuously improve our practices.

2. Dedicated Resources

OptimiseAI dedicates clear human and financial resources to implement, monitor, and evaluate the GEP.

• GEP Lead: A designated HR and DEI (Diversity, Equity, and Inclusion) Manager is responsible for coordinating the implementation of all GEP actions.

• Gender Expertise: The company will engage internal and external gender equality experts to guide best practices and provide independent feedback.

• Budget Allocation: Dedicated funding is reserved annually for training, awareness campaigns, and monitoring activities.

3. Data Collection and Monitoring

Transparent, data-driven evaluation is at the core of OptimiseAI’s equality strategy. The company will:

• Collect gender-disaggregated data on all staff across roles, seniority levels, and functions.

• Analyse gender representation in recruitment, promotions, salary levels, leadership, and decision-making roles.

• Publish annual diversity and inclusion reports summarising key metrics, progress, and actions.

• Introduce key performance indicators (KPIs) such as:

  • Gender ratio across departments and management levels

  • Pay equity assessments

  • Representation on hiring and promotion panels

• Review and update GEP objectives annually based on insights from data and feedback.

4. Training and Awareness

OptimiseAI recognises that lasting change depends on building awareness and accountability throughout the organisation. To achieve this:

• Mandatory unconscious bias training for all employees, with specialised sessions for managers, interviewers, and decision-makers.

• Inclusive leadership workshops for senior teams to embed equitable practices in management and evaluation.

• Awareness campaigns on inclusive communication, allyship, and workplace respect.

• New hire induction sessions include a module on OptimiseAI’s gender equality principles and anti-harassment policies.

5. Key Thematic Areas and Measures

5.1 Work-Life Balance and Organisational Culture

• Encourage flexible working hours, remote-first policies, and part-time options for all employees.

• Provide equal access to parental leave for all genders.

• Support employees returning from leave with reintegration programmes and flexible arrangements.

• Celebrate diversity and inclusion milestones and promote a culture that values work-life balance and wellbeing.

5.2 Gender Balance in Leadership and Decision-Making

• Set clear targets to improve gender balance in leadership roles and project teams.

• Ensure gender-diverse panels in hiring and promotion processes.

• Regularly review leadership development programmes to ensure equitable access.

5.3 Gender Equality in Recruitment and Career Progression

• Review job descriptions to eliminate gendered language and bias.

• Monitor gender ratios at all stages of recruitment, from application to offer.

• Provide transparent career development frameworks with objective promotion criteria.

5.4 Integration of the Gender Dimension into Research and Product Development

• Embed gender perspectives into AI model design, testing, and data collection to mitigate bias.

• Require teams to assess the gender impact of AI systems and ensure equitable outcomes.

• Provide training for engineers and product managers on ethical AI development and bias mitigation.

• Encourage research projects that explore gender inclusion in technology use and outcomes.

5.5 Measures Against Gender-Based Violence and Sexual Harassment

• Enforce a zero-tolerance policy on gender-based violence, harassment, and discrimination.

• Maintain clear and confidential reporting mechanisms, accessible through HR or anonymous channels.

• Provide support services including counselling and legal guidance for affected individuals.

• Conduct regular climate surveys to assess the safety and inclusivity of the workplace.

• Train all employees and managers on recognising, preventing, and responding to harassment.

6. Governance and Accountability

• Oversight: The Diversity & Inclusion Committee reports quarterly to the Executive Team and annually to the CEO.

• Monitoring: HR and DEI teams track indicators and report progress company wide.

• Transparency: Results and updates will be communicated in internal town halls and published externally in an annual DEI Report.

• Continuous Improvement: The GEP will be reviewed every year and updated to reflect organisational growth and societal change.

OptimiseAI’s Gender Equality Plan represents our ongoing commitment to equity, respect, and inclusion. By implementing this plan, we strive to make OptimiseAI a place where every person regardless of gender can thrive, lead, and shape the future of ethical, human-centred AI.

For questions or clarification, contact:

Nick Tune, CEO

Email: nicktune@optimise-ai.com

Address: OptimiseAI c/o Bevan & Buckland, Cardigan House, Swansea, SA7 9LA