Institutional Policy & Framework

Gender Equality Plan (GEP)

FRESHDATA

Institutional policy guiding equal opportunity, inclusive workplace practices, responsible research, and diverse leadership in deep-tech innovation.

Explore Action Areas Download Document (PDF)

Document Governance

Public Institutional Policy
Organization FRESHDATA
Document Title Gender Equality Plan (GEP)
Document Version Version 1.0
Status & Availability Publicly Available Institutional Policy • Download PDF
In-Charge Person COO Ayça Osunluk
Approval & Adoption Formally adopted by COO Ayça Osunluk of FRESHDATA
Review & Reporting Cycle Annual review and annual reporting based on indicators (Horizon Europe GEP requirement)
Horizon Europe Alignment Structured with reference to Horizon Europe GEP requirements
Review Timeline Effective Date: 1 September 2026 • Next Review: 1 September 2027
Adoption This Gender Equality Plan was formally adopted by COO Ayça Osunluk on behalf of FRESHDATA on 1 September 2026.

Institutional Scope

This Plan provides the institutional framework guiding FRESHDATA’s approach to gender equality across recruitment, employment, research, innovation, and professional collaboration. The principles set out herein apply, as relevant to their role and relationship with the organisation, to employees, managers, interns, candidates, researchers, and individuals collaborating with FRESHDATA.

Our Vision

FRESHDATA believes that scientific and technological excellence should be supported by equal opportunity.

As we grow from a research-driven startup into an international deep-tech company, we are committed to building an organisation in which people can contribute, develop and lead based on their abilities, ideas and achievements.

Our Principles

Core institutional values underpinning our operational and research activities

Equal Opportunity

Ensuring fair access to employment, advancement, and professional development opportunities across all activities.

Merit and Transparency

Basing recruitment, assignment of responsibilities, and career progression on competence, contribution, and clear evaluation.

Respect and Inclusion

Maintaining a collaborative, dignified workplace culture built on mutual respect and free from discrimination or harassment.

Accountability

Assigning policy oversight and operational responsibility institutionally to management and HR functions.

Continuous Improvement

Progressively monitoring indicators and updating policies as the organisation evolves through iterative review.

Core Action Areas

Structured policy commitments reflecting the principal pillars of gender equality in European research and innovation

Recruitment and Equal Opportunity

FRESHDATA is committed to fair, transparent and merit-based recruitment.

Recruitment and selection decisions are based on the qualifications, competencies, experience and potential required for each position. We aim to use inclusive language in job advertisements and structured evaluation criteria throughout candidate assessment.

Gender, marital status, pregnancy or family responsibilities shall not constitute grounds for discrimination in recruitment or employment decisions.

Career Development, Leadership and Decision-Making

FRESHDATA aims to provide equitable access to professional development, technical responsibilities, mentoring and leadership opportunities.

As the organisation grows, gender representation across technical, managerial and decision-making positions will be periodically reviewed. Career progression and assignment of responsibilities will be based on competence, performance, contribution and organisational needs.

We particularly encourage the visibility and professional advancement of women in engineering, research, entrepreneurship and technology leadership.

Work-Life Balance and Organizational Culture

FRESHDATA promotes a working culture based on mutual respect, collaboration, flexibility and individual responsibility.

Where compatible with operational and project requirements, flexible working practices may be used to support employees in balancing their professional and personal responsibilities.

Parental and family responsibilities should not create disadvantages in access to career development, responsibility or professional opportunities.

We also promote inclusive and respectful language in internal and external communication.

Gender Equality in Research and Innovation

As a research-driven technology company, FRESHDATA recognizes the importance of diversity in the development of emerging technologies.

Where relevant to the research question, application, user group or expected impact, gender and diversity dimensions will be considered. Depending on project context, such consideration may take place during:

  • Research planning and problem formulation
  • Requirements definition and technology design
  • Testing, validation, and evaluation methodologies
  • User group analysis and societal impact assessment

FRESHDATA also seeks to encourage women's participation in R&D, engineering and innovation activities and their involvement in research projects, intellectual property development, scientific dissemination and technology commercialization.

This commitment complements our broader work in IoT, LoRaWAN, next-generation wireless communications, goal-oriented communication and non-terrestrial connectivity.

Prevention of Discrimination and Harassment

FRESHDATA has zero tolerance for discrimination, sexual harassment, gender-based harassment, intimidation, bullying or retaliation.

All employees, managers, and collaborators are expected to contribute to a professional environment based on dignity and mutual respect.

Concerns relating to discrimination or harassment will be treated seriously and, to the extent appropriate and legally permissible, confidentially. Individuals raising concerns in good faith should be protected from retaliation.

Awareness and Organizational Development

FRESHDATA will seek to provide proportionate awareness-raising and guidance activities as the organisation grows.

Relevant awareness and guidance themes may include:

  • Gender equality and inclusive workplace practices
  • Unconscious bias in technical and professional environments
  • Inclusive recruitment and fair candidate evaluation
  • Respectful workplace behaviour and prevention of harassment
  • Inclusive communication and managerial responsibilities
Managers and individuals involved in recruitment and decision-making share institutional responsibility for maintaining an equitable and respectful culture.

Implementation and Monitoring

Institutional governance, dedicated resources, and progressive data collection

A

Governance and Responsibility

The implementation, coordination, and periodic review of the Gender Equality Plan are assigned institutionally to COO Ayça Osunluk in coordination with FRESHDATA management and relevant HR functions. This ensures direct executive accountability and operational integration across company activities.

B

Dedicated Resources

FRESHDATA will allocate appropriate management and HR time and operational resources, proportionate to the size, structure, and developmental stage of the organisation, to support effective implementation, data monitoring, awareness initiatives, and periodic policy reviews.

C

Data Collection and Monitoring

FRESHDATA will progressively monitor relevant gender-disaggregated indicators according to organisational size, data availability, and applicable data protection requirements (KVKK / GDPR). Indicators will be reviewed and reported annually to track institutional development.

Monitored Indicators:
  • Workforce gender representation across departments
  • Applicant profiles and recruitment process outcomes
  • Representation in engineering, R&D, and technical roles
  • Gender balance in management and decision-making roles
  • Participation in professional development and training
D

Continuous Improvement & Annual Review

The Plan will normally be reviewed at least annually and may be updated earlier where organisational growth, regulatory developments, working practices or implementation experience require revision. Identified areas for improvement will directly inform future HR practices.

Gender-related information will be handled with strict adherence to applicable privacy and data protection standards.

Continuous Improvement Cycle

Through this structured process, gender equality is treated not as a one-time initiative but as an ongoing institutional responsibility.

Phase 01
Assess
Review indicators & needs
Phase 02
Plan
Set proportionate goals
Phase 03
Implement
Execute actions across HR & R&D
Phase 04
Monitor
Annual indicator review
Phase 05
Improve
Iterative policy updates
Reporting & Governance

GEP, Equality and Workplace Concerns Contact

For questions regarding FRESHDATA’s Gender Equality Plan, or to share feedback, suggestions, or workplace concerns in confidence, inquiries may be directed to management and relevant HR functions:

info@freshdatatechnology.com General Contact Page

Concerns relating to discrimination, harassment, or retaliation will be treated seriously and, to the extent appropriate and legally permissible, confidentially. Individuals raising concerns in good faith are protected from retaliation.

Formal Adoption

This Gender Equality Plan has been formally adopted by COO Ayça Osunluk on behalf of FRESHDATA, who is also the designated in-charge person, with effect from 1 September 2026.

In-Charge Person COO Ayça Osunluk, FRESHDATA
Effective Date 1 September 2026
Signed Institutional Policy Document: Download Signed GEP (PDF)
Formally Signed In-charge person: COO Ayça Osunluk • 1 September 2026