1. Introduction

MSAM CLINIC is fully committed to advancing gender equality across all levels of its organization. Gender equality enhances performance, fosters innovation, and upholds fundamental human rights.
This Gender Equality Plan (GEP) formalizes our commitment to building an inclusive, fair, and supportive working environment.

2. Formal Commitment and Publication

This GEP is formally approved and signed by the highest level of management at MSAM CLINIC.

The GEP is publicly available on the MSAM CLINIC website and will be prominently accessible under the "About Us" and "Careers" sections.

Updates to the GEP will be published annually.

3. Dedicated Resources

MSAM CLINIC allocates dedicated human and financial resources to support the implementation of this GEP:

Appointment of a Gender Equality Officer responsible for oversight and coordination.

Creation of a Gender Equality Taskforce composed of representatives from all departments.

Allocation of specific budgetary provisions to fund gender equality actions, including training programs, events, and monitoring initiatives.

4. Data Collection and Monitoring

MSAM CLINIC systematically collects, monitors, and analyzes gender-disaggregated data:

Annual Gender Audits will be conducted, analyzing staff composition, recruitment, promotion rates, salary gaps, training participation, and retention.

Gender-disaggregated data will be collected across the following categories:

Staff recruitment and promotion

Salary structure

Access to training and professional development

Leadership positions

Research project leadership (if applicable)

Key gender equality indicators will be published yearly in the MSAM CLINIC Annual Equality Report.

5. Training and Capacity Building

MSAM CLINIC commits to mandatory and voluntary training activities to raise awareness and foster gender-sensitive skills:

Mandatory gender equality and unconscious bias training for all new hires during onboarding.

Annual refresher workshops for existing staff.

Specialized leadership training on gender equity for managerial and supervisory roles.

Inclusion of gender dimensions in research and clinical work where relevant.

6. Gender-Sensitive Policies and Practices

MSAM CLINIC integrates gender equality into its organizational policies and everyday practices:

Inclusive Recruitment and Promotion Practices: Gender-neutral language in job advertisements; balanced shortlists; structured and bias-free interviews.

Work-Life Balance Measures: Flexible working arrangements, teleworking policies, and parental leave policies equally accessible to all genders.

Zero Tolerance Policy on Harassment and Discrimination: Clear reporting channels, protection mechanisms, and swift actions.

Support for Career Development: Mentoring programs open to all genders, with particular support for underrepresented groups.

Gender Dimension in Clinical and Research Content: Where applicable, MSAM CLINIC ensures that sex and gender differences are appropriately considered in research and patient care protocols.

7. Accountability and Review

The GEP will be reviewed annually by the Gender Equality Taskforce.

A formal progress report will be submitted to the MSAM CLINIC Management Board each year.

The plan will be revised as necessary to incorporate new evidence, feedback from staff, and evolving best practices.