At Gökbilge, we believe that innovation, scientific excellence, and sustainable growth must be built on fairness, respect, and equal opportunity. In line with this commitment, we are pleased to publish our Gender Equality Plan (GEP) for 2025–2027.

This plan is a public, management-endorsed document that outlines our approach to strengthening gender equality across our organisational culture and our R&D activities. It also supports Gökbilge’s alignment with good practice in European research and innovation frameworks, including the Horizon Europe Gender Equality Plan eligibility expectations.

What this plan covers

Our GEP addresses the five recommended thematic areas with concrete measures and targets:

1) Work-life balance and organisational culture

We are implementing structured flexible working practices where roles allow, improving managerial accountability for inclusive leadership, and promoting healthier meeting and workload norms.
Targets include wider access to flexible work options for eligible roles and improved employee feedback on work-life balance by 2027.

2) Gender balance in leadership and decision-making

We aim to strengthen representation and transparency in leadership pathways through balanced shortlists when feasible, clear selection criteria, and mentoring/sponsorship opportunities.
Targets include improving women’s representation in decision-making roles in line with our organisational scale and internal talent pipeline.

3) Gender equality in recruitment and career progression

We are applying structured processes, gender-neutral and inclusive job advertising, and consistent evaluation criteria to support fair hiring and advancement.
Targets include systematic use of inclusive language checks and structured interview scoring, as well as equal access to training and skill development.

4) Integration of the gender dimension into R&D

As a company active in software, SCADA, electronics, and data-driven solutions, we will introduce a practical check to assess whether the gender dimension is relevant for each new R&D initiative.
Targets include ensuring that new R&D proposals include a brief statement on gender relevance and documenting this assessment where applicable.

5) Measures against gender-based violence, including sexual harassment

We maintain a zero-tolerance approach. Confidential reporting routes, non-retaliation commitments, defined response timelines, and annual training are core parts of this plan.
Targets include annual anti-harassment training for all staff and timely, fair handling of any formal reports.

Governance and accountability

To ensure effective implementation, Gökbilge will appoint a Gender Equality Lead and establish a GEP Working Group. We will allocate dedicated time and resources for training, awareness, and annual evaluation.

Monitoring and annual updates

We will collect and review gender-disaggregated data on workforce composition, recruitment, career progression, training participation, and workplace culture. Our progress will be reviewed annually, and we will share a brief public update on our website.

Read the full plan

You can access the full Gökbilge Gender Equality Plan (2025–2027) here:
[Signed Plan Declaration]

Signed on behalf of Gökbilge
Fatih Kucukpetek
CEO / Executive Director
01 July 2025