1. Introduction and Commitment

At Addition GmbH, we believe that diversity, equity, and inclusion are fundamental to innovation, creativity, and long-term success. As a high-tech company operating at the intersection of advanced manufacturing, computational design, and sustainability, we recognize that our workforce is our greatest asset. Ensuring gender equality is therefore not only a matter of fairness but also a driver of excellence and competitiveness.

This Gender Equality Plan (GEP) sets out our vision, goals, and concrete measures to promote gender equality throughout our organization. It has been approved by top management, published on our website, and will be reviewed and updated on a regular basis in line with European Union requirements.

2. Objectives

• Ensure equal opportunities and treatment for all employees regardless of gender.
• Increase female representation at all levels of the company, with a particular focus on leadership and technical roles.
• Create an inclusive, respectful, and supportive working environment.
• Strengthen gender perspectives in our research and innovation activities.
• Prevent and address gender-based violence, discrimination, and harassment.

3. Content Areas and Measures

3.1 Work-Life Balance and Organisational Culture

• Flexible working models (remote work, flexible hours, part-time opportunities).
• Support for parental leave for all genders, with reintegration programs to ensure smooth return.
• Company culture based on respect, inclusion, and zero tolerance for discrimination.
• Employee well-being initiatives, including mental health support.

3.2 Gender Balance in Leadership and Decision-Making

• Target: Achieve balanced representation in management bodies by 2030, with at least 30% women in leadership positions.
• Transparent promotion criteria and succession planning that avoid structural bias.
• Mentoring and sponsorship programs for underrepresented groups to advance into decision-making roles.

3.3 Gender Equality in Recruitment and Career Progression

• All job postings use gender-neutral language.
• Shortlists for interviews must include qualified candidates of different genders wherever possible.
• Structured interviews and standardized evaluation criteria to reduce unconscious bias.
• Career development workshops and leadership training for women and other underrepresented groups.

3.4 Integration of the Gender Dimension into Research and Innovation Content

• Project proposals systematically assess whether gender aspects are relevant to research content, methods, or impacts.
• Gender-sensitive data collection and analysis in R&D activities.
• Inclusion of gender perspectives in product design, testing, and user research where applicable.
• Regular exchange with universities, research organizations, and EU consortia on best practices.

3.5 Measures Against Gender-Based Violence and Harassment

• Clear, accessible reporting mechanisms for harassment and discrimination, including anonymous options.
• Dedicated ombudsperson within the company to handle complaints confidentially.
• Disciplinary measures and zero tolerance for proven cases of harassment or discrimination.
• Mandatory annual training on respectful workplace behavior for all employees.

4. Building Blocks (Process-Related Requirements)

• Publication: This GEP is a formal, publicly available document approved by the management of Addition GmbH.
• Dedicated Resources: Responsibility for implementation is anchored in HR, supported by compliance officers and external experts when necessary. Budget and resources are allocated annually.
• Data Collection and Monitoring:
  • Annual collection of gender-disaggregated data on staff composition, recruitment, promotions, and pay.
  • Monitoring of leadership representation and research content integration.
  • Annual reporting to management and external stakeholders where required (e.g. EU projects).
• Training and Awareness:
  • Awareness-raising activities on gender equality, diversity, and unconscious bias.
  • Training for hiring managers, team leaders, and executives.
  • Integration of gender equality modules into onboarding.

5. Monitoring and Evaluation

The GEP will be reviewed on an annual basis. Progress is measured through:

• Share of women and men across different career levels.
• Representation of women in leadership and decision-making positions.
• Uptake of parental leave and flexible working arrangements by gender.
• Number and type of complaints related to discrimination or harassment and their resolution.
• Results of employee satisfaction and workplace culture surveys.

Key performance indicators (KPIs) will be defined in 2025 and reviewed annually to track continuous improvement.

6. Conclusion

Addition GmbH is committed to advancing gender equality as a cornerstone of our corporate culture and as a prerequisite for sustainable innovation. By implementing this Gender Equality Plan, we ensure that all employees have equal opportunities to contribute, grow, and succeed.

This plan is not static: it is a living document that will evolve in dialogue with our employees, partners, and stakeholders. Through clear actions, measurable targets, and accountability, Addition GmbH seeks to be a role model for inclusivity and excellence in the European toolmaking and advanced manufacturing ecosystem.