Gender Equality at DeepSea
At DeepSea, we are looking for people who share our values and are aligned with our mission. It is important to us to ensure that no-one who is eager and capable of contributing constructively to our team is excluded because of ethnic or social origin, gender or sexuality, age or family status, disability or medical conditions etc. Diversity and gender equality is well-proven to be a vital characteristic of teams that succeed, so we do everything we can to make our environment welcoming and safe for everyone. The company regularly monitors the progress towards gender equality goals, and reviews its Gender Equality Plan to ensure it remains relevant and effective.
Inclusive Organisational Culture
DeepSea aims to promote and foster an inclusive organisational culture. This involves implementing policies that support flexible working arrangements, such as remote work and flexible hours, to accommodate the diverse needs of employees and ensure that caregiving responsibilities are shared equally between genders. Employee surveys and pulses, including anonymous feedback mechanisms, are run regularly to assess satisfaction and investigate new initiatives and benefits.
Gender Balance in Leadership and Decision-Making
DeepSea recognises the importance of gender balance in leadership and decision-making positions. Percentage of women in leadership roles, as well as ratio of percentage of women in leadership roles vs percentage of women in the company as a whole, are KPIs of the company which are tracked and reported in board of director’s meetings and the improvement of which is set as a target with respect to hiring, promotions and other People Operations decisions. As of the report in March 2023, the absolute percentage of women in leadership stands at 33%, while the ratio of percentage in leadership vs percentage in the company overall stands at 1:1. Both figures have risen since the company was founded. Women in leadership roles in DeepSea span the entire organisation, including both technical and non-technical directors, team leads, supervisors and engineering leaders.
The company strives to eliminate barriers that hinder women’s advancement to leadership roles, through a variety of initiatives. These initiatives may include mentoring programs, leadership development training, upskilling, and actively encouraging women’s participation in decision-making processes at all levels. By promoting equal opportunities for women to assume leadership roles, the plan aims to create a more diverse and inclusive organisational hierarchy.
Gender Equality in Recruitment and Career Progression
To achieve gender equality in recruitment and career progression, the DeepSea emphasises fair and transparent processes. It advocates for unbiased recruitment practices that attract a diverse pool of candidates and actively encourages the inclusion of women in traditionally male-dominated fields, such as STEM. The People Operations team frequently reviews job descriptions and requirements to ensure they are gender-neutral and do not inadvertently discourage women from applying. The recruitment process involves case studies and technical questions to mitigate unconscious bias in candidate selection and that assess the candidates based on relevant skills and qualifications. Recruitment decisions are taken by a process that includes a diverse cross-section of people from the People Operations department and the department being hired to, reducing to effectively zero the chances of only one gender being represented in the recruitment decision. The recruitment team regularly monitors and analyses data on gender representation at different stages of the recruitment and career progression process to identify potential disparities and address them proactively.
The company frequently reviews salary data to detect whether there are any cases where employees of different gender doing similar work at similar levels of seniority and performance are earning different salaries and takes steps to equalise the difference if such a case is detected. The company also provides benefits that are equitable for employees of all genders, including programs and career development initiatives, to ensure equal opportunities for professional growth and advancement for all employees, regardless of gender.
Measures against Gender-Based Violence, including Sexual Harassment
DeepSea’s Internal Regulation places a strong emphasis on creating a safe and respectful environment by implementing robust measures against gender-based violence, including sexual harassment. It establishes comprehensive policies and procedures to prevent and address such issues, ensuring that all incidents are taken seriously and handled promptly. Clear reporting mechanisms, documented in the regulation, ensure confidentiality, accessibility, and protection against retaliation for victims. The company will provide support services, such as counselings, for employees who feel they need it. Moreover, it regularly evaluates and improves the effectiveness of measures through surveys and feedback mechanisms. The regulation also expresses the company’s belief in the importance of education and awareness-raising campaigns to promote a culture of consent, respect, and zero tolerance for any form of gender-based violence.
Violation of this policy
These measures and targets aim to promote a more inclusive and equitable environment, integrate the gender dimension, and take measures against gender-based violence. DeepSea Technologies takes this policy very seriously and violations may lead to disciplinary action or including termination of employment, as per the Internal Regulation. Any disciplinary process will be undertaken in accordance with the applicable Greek law.