Gender Equality Plan

1. Introduction

MedicalMountains GmbH is committed to an active gender equality policy that goes far beyond the statutory minimum requirements. With the Gender Equality Plan (GEP), the organisation promotes equal opportunities for all genders in everyday work and firmly anchors their actual implementation. MedicalMountains GmbH regards the GEP as an essential instrument for human resources planning and development, as well as a foundation for the sustainable promotion of all employees – regardless of ethnic origin, gender, religion, belief, disability, age, or sexual identity.
The GEP defines objectives, measures, indicators, and resources to promote gender equality within the company. It is publicly accessible, signed by the management, and evaluated at least once a year.

2. Integration and Responsibility

Gender equality is an integral part of the corporate strategy. The value-based management approach of MedicalMountains GmbH fosters a tolerant and appreciative working environment, characterised by respect, empathy, and social acceptance.

  • Management: Overall responsibility for implementation, provision of resources, and strategic development.
  • Gender Equality Core Team: Continuously supports the measures, reviews target achievement, and initiates adjustments.
  • Activities are closely aligned with existing sustainability initiatives and personnel policies.
  • Legal framework: German General Equal Treatment Act (AGG), EU gender equality directives, ILO core labour standards.

3. Data Collection and Monitoring

A systematic collection of gender-specific data is carried out annually in the following areas:

  • Proportion of management positions by gender
  • Work-life balance
  • Use of flexible working time models, part-time work, and parental leave
  • Participation in training and development measures

Indicators & Targets:

  • Balanced gender distribution in management and project leadership positions
  • Male employees taking parental leave
  • Increase diversity among external speakers by 5% per year

The results are documented in the Gender and Diversity Monitoring and presented at an annual strategy meeting.

4. Awareness-Raising

  • Inclusion of gender equality, diversity, and unconscious bias topics in team meetings and onboarding processes.
  • Management and leadership staff are specifically sensitised to fair and equitable decision-making processes..

5. Areas of Action and Measures

5.1 Open and Trust-Based Collaboration

  • Promotion of a culture of respect, transparency, and life-phase-oriented personnel policies.
  • Support for individual life situations (part-time work, remote work, leave of absence, mentoring).

5.2 Work-Life Balance

  • Flexible working time models with core hours and time-off compensation.
  • Possibility of remote work.
  • In exceptional cases, bringing children to the office is permitted.
  • Equal distribution of tasks for part-time employees; part-time work is not a barrier to higher-level duties.

5.3 Health Services and Diversity Framework

  • Regular exercise breaks.
  • Barrier-free offices and sanitary facilities.
  • Security ensured by an access card system and well-lit premises..

5.4 Gender Distribution in Management and Team

  • Currently, the management team is entirely female, with a high proportion of women in the overall team.
  • Gender-neutral replacement for personnel changes.
  • Promotion of potential regardless of employment level.

5.5 Gender Equality in Recruitment, Re-entry, and Career Advancement

  • Non-discriminatory recruitment processes based on objective criteria.
  • Equal access to training and development opportunities.
  • Gender-independent parental leave arrangements.
  • Return-to-work interviews after extended absences.
  • Promotion of entry into the profession through targeted recruitment of students.

5.6 Integration of Gender Dimension in Events, Training, and Projects

  • Diversity in the selection of speakers and participants, where professionally appropriate.
  • Thematic integration of sustainability and diversity in projects.

5.7 Measures Against Gender-Based Violence and Sexual Harassment

  • Zero-tolerance policy towards sexual harassment and discrimination.
  • Access to office premises only for authorised persons.
  • Appointment of a confidential contact person and clearly defined reporting channels.
  • Confidential and prompt handling of all reports.

6. Resources

  • Time resources for gender equality work.
  • Budget for training, events, and monitoring.

7. Evaluation and Further Development

  • Evaluation cycle: Annually in the first quarter.
  • Report: Presentation of results at the internal strategy meeting and the shareholders’ meeting.
  • Suggestions from the team are incorporated through a participatory process.

8. Publication and Communication

  • Publicly accessible at: www.medicalmountains.de/gleichstellung
  • Firmly integrated into internal and external communications.
  • Awareness-raising content is regularly shared through internal channels.

9. Gender Equality Contact Person

The contact person for gender equality is the management, which is responsible for implementing and further developing the Gender Equality Plan: Julia Steckeler, Email: steckeler@medicalmountains.de
Status: August 2025

Gender Equality Plan PDF