New Loop – Gender Equality Plan (GEP)

Published: August, 2025
Approved by: CEO / Management Team
Status: In force and applicable for the duration of Horizon Europe funded projects

1. Introduction and Commitment

At New Loop, we are committed to advancing gender equality, diversity, and inclusion in all aspects of our work. As a mission-driven company working to create circular solutions for society, we recognize that real impact requires an inclusive approach – both in how we build our team and how we engage with partners, customers, and citizens.

This Gender Equality Plan (GEP) sets out New Loop’s commitments, measures, and monitoring practices to ensure equal opportunities for all, regardless of gender or background.

2. Governance and Responsibility

• The CEO and Management Team carry the overall responsibility for implementing and monitoring this plan. 
• The combined HR function oversees recruitment, reporting, and follow-up on diversity and gender balance. 
• Budget and resources are allocated to ensure implementation, including external expertise and training if needed. 

3. Process-Related Mandatory Requirements

3.1 Public Document

• This GEP is a formal document, signed by New Loop’s top management and published on our website. 

3.2 Dedicated Resources

• Responsibility for gender equality initiatives is anchored with the CEO and management. 
• New Loop commits staff time and, when relevant, financial resources to support gender equality actions. 

3.3 Data Collection and Monitoring

• We collect and monitor gender-disaggregated data on recruitment, staff composition, and management representation. 
• Progress is reported annually to management, with adjustments to initiatives as needed. 

3.4 Training and Awareness

• All staff and decision-makers receive awareness training on gender equality and unconscious bias. 

4. Thematic Priorities and Measures

4.1 Work-Life Balance and Organisational Culture

• We offer flexible working arrangements to support employees’ work-life balance. 
• We promote an inclusive, respectful workplace culture where diversity is seen as a strength. 

4.2 Gender Balance in Leadership and Decision-Making

• We actively work to achieve balanced gender representation in leadership roles and project teams. 
• Recruitment to leadership positions follows transparent and inclusive processes. 

4.3 Gender Equality in Recruitment and Career Progression

• Job postings and evaluation processes are gender-neutral and competence-based. 
• Career development opportunities are offered on equal terms for all employees. 

4.4 Integration of Gender Dimension into Projects and Innovation

• While not a traditional research institution, New Loop integrates gender and inclusivity perspectives in our innovation and communication activities. 
• We aim to ensure that solutions are designed with attention to accessibility and inclusiveness. 

4.5 Measures Against Gender-Based Violence and Harassment

• New Loop has a zero-tolerance policy for harassment, discrimination, or gender-based violence. 
• Clear procedures exist for prevention, reporting, and handling of incidents. 

5. Monitoring and Reporting

• Annual review of gender-disaggregated HR data and reporting to management. 
• Adjustments to measures based on feedback and outcomes. 
• Updates to the GEP will be published on our website to ensure transparency. 

Signed by:
Anders Barsøe, CEO, New Loop
August 5th, 2025