GEP

Gender Equality Plan

1. Company Overview and Principles of Gender Equality

HRG Co., Ltd. (hereinafter referred to as the “Company”) is a small enterprise composed of three employees (one male and two females).

The Company believes that, regardless of its small size, all members must be respected as equal partners irrespective of gender.

To this end, the Company establishes the following Gender Equality Plan (GEP).

This Plan is an official document approved by the Chief Executive Officer and shall be effective from January 1, 2025.

It shall be made accessible to all employees through the Company website or an internal notice board/shared folder.

2. Gender Equality Responsibility and Basic Resources

2.1 Gender Equality Responsible Person Gender Equality Responsible (GEP Responsible): Chief Executive Officer Responsibilities:

  • Ensuring that gender equality principles are upheld in recruitment, task allocation, and organizational culture

  • Receiving and responding to reports related to sexual harassment or gender discrimination

  • Chairing an annual gender equality review meeting

2.2 Resources

  • Allocation of time for one annual meeting and brief training/review session (approximately 1–2 hours during working hours) HRG Gender Equality Plan (GEP)

  • Utilization of online materials and guidelines provided by public institutions

3. Annual Review of Gender Composition and Company-wide Review Meeting

  • The Company reviews and records the gender composition of all employees at the end of each year.

    • Example: 3 males, 3 females (updated in case of changes)

  • In the event of new recruitment or employee departure, the gender composition shall be reviewed again at the end of the relevant year.

  • During the annual review meeting (with participation of all employees), the following items are examined:

1. Whether specific tasks have been disproportionately assigned to one gender

2. Whether gender has influenced decisions related to recruitment or task allocation

3. Whether any employee has experienced or perceived sexual harassment or gender discrimination

If necessary, improvement measures shall be agreed upon and reflected in the following year.

4. Gender Equality Criteria in Recruitment and Task Allocation

4.1 Recruitment and Task Allocation

  • During recruitment, the Company does not ask questions related to gender, marital status, or childbirth plans in résumés or interviews.

  • Task allocation and roles (e.g., external relations, documentation work, organization and cleaning tasks) are determined based on individual competence, preference, and work circumstances, not gender.

4.2 Workplace Culture

  • Participation in company dinners, overtime work, or business trips is voluntary, and non-participation shall not result in any disadvantage.

  • HRG Gender Equality Plan (GEP) 2 Requests for flexible working arrangements due to childcare, family caregiving, or personal health reasons are discussed flexibly regardless of gender.

4.3 Prevention and Response to Sexual Harassment and Gender Discrimination

The following behaviors are strictly prohibited within the Company:

  • Physical contact without consent

  • Sexual jokes, comments on appearance, or intrusive questions about private life (dating, marriage, childbirth plans, etc.)

  • Remarks that demean a specific gender or impose gender stereotypes

Reporting and Counseling Channel: Chief Executive Officer

  • If the reporting individual does not wish, they shall not be forced to confront the alleged perpetrator directly.

  • Upon receiving a report, the CEO shall:

    • Confirm the reporter’s account and desired protective measures

    • Investigate relevant facts (seeking external assistance if necessary)

    • Issue warnings or take personnel/work-related actions against the perpetrator

    • Provide guidance to all employees to prevent recurrence

5. Education and Awareness Raising

Once per year, all employees gather to openly discuss:

  • Whether there have been any words or behaviors that caused discomfort within the Company

  • What standards should be upheld going forward

During this session, public institutional materials or online content are referenced to collectively learn examples of sexual harassment and gender discrimination, as well as preventive measures.

6. Gender Perspective in Horizon Europe and R&D Projects

When the Company participates in Horizon Europe or other R&D projects, it examines whether gender or gender-related issues are relevant to the project content.

If deemed relevant, the Company discusses with project partners the inclusion of gender as a variable in research design, data collection, and data analysis.

7. Monitoring, Revision, and Approval

This Plan shall be reviewed for effectiveness during the annual review meeting chaired by the Chief Executive Officer.

If necessary, it shall be revised and supplemented based on feedback from all employees.

  • Date of Establishment: June 30, 2025

  • Effective Date: July 1, 2025

Chief Executive Officer: Jungah Won