Gender Equality Plan (GEP) 2024–2027

1. Introduction and Commitment

At It From Bit (IFB), we recognize that diversity, equity, and inclusion (DEI) are not only ethical imperatives but also strategic drivers of innovation in the field of Artificial Intelligence. This Gender Equality Plan (GEP) constitutes our formal commitment to fostering a workplace that ensures equal opportunities, prevents discrimination, and promotes gender balance across all levels of the organization.

2. Mandatory Process-Related Requirements

2.1. Public Document

This GEP is a formal document adopted by the top management of it from bit d.o.o. It is published on our official website (https://itfrombit.biz/gep/) and is accessible to all employees, partners, and the general public.

2.2. Dedicated Resources

IFB commits the following resources to ensure the effective implementation of this plan:

• Responsibility: The CEO (Mario Brcic) and the AI Auditor & Ethicist (Sarah Isufi) are responsible for overseeing the GEP.
• Working time: Dedicated time is allocated for the annual review of gender data and the organization of awareness sessions.
• Expertise: We leverage our internal expertise in AI Ethics and Sociology to ensure that our internal policies and technical outputs (AI models) are free from gender bias.

2.3. Data Collection and Monitoring

IFB will collect and monitor sex/gender-disaggregated data on its personnel annually. This includes:

• Total number of employees by gender.
• Gender distribution in leadership/management roles.
• Recruitment and promotion rates by gender.
• Salary levels by gender to ensure "equal pay for equal work."

Reporting: A summary report on these indicators will be produced every two years and presented to the management board.

2.4. Training and Awareness Raising

IFB commits to the following training activities:

• Unconscious Bias Training: Mandatory biennial workshop for all staff and decision-makers to identify and mitigate gender-related biases in recruitment and daily operations.
• Ethical AI Training: Specific modules on gender bias in datasets and algorithmic fairness, integrated into our standard R&D workflow.

3. Thematic Areas and Action Plan

3.1. Work-Life Balance and Organisational Culture

Measure: Flexible working hours and a "hybrid-first" working model to support employees with caregiving responsibilities.

Target: 100% of employees have access to flexible scheduling.

3.2. Gender Balance in Leadership and Decision-Making

Measure: Ensuring that the management team and project leads reflect gender diversity.

Target: Maintain or exceed a 40% representation of the underrepresented gender in leadership positions.

3.3. Gender Equality in Recruitment and Career Progression

Measure: Gender-neutral job descriptions and diverse interview panels. We actively encourage applications from women in STEM/AI roles.

Target: At least one candidate from the underrepresented gender in the final shortlist for every technical role.

3.4. Integration of Gender Dimension in Research and Innovation

Measure: Systematic review of AI models developed by IFB for gender-based performance disparities or bias.

Target: 100% of internally developed AI audit protocols include a gender-impact assessment.

3.5. Measures Against Gender-Based Violence and Sexual Harassment

Measure: A "Zero Tolerance" policy toward sexual harassment, including a clear, confidential reporting mechanism and an established protocol for investigation.

Target: Annual communication of the code of conduct to all employees.

4. Adoption and Signatures

This document is formally adopted on April 13, 2026, and is valid for the period 2024–2027.