Gender Equality Plan
Gender Equality Plan (GEP) for dotPublic Community Interest Company (CIC)
Adoption Date: 29th September 2026.
Validity period: 29th September 2026 until superseded.
1. Introduction and Purpose
This Gender Equality Plan (“GEP”) sets out dotPublic Community Interest Company’s (CIC) commitment to promoting gender equality across its structures, activities, and culture. It covers four processes: publication, dedicated resources, data collection and monitoring, and training.
dotPublic are building a new, trustworthy digital environment that will sit alongside the current internet. Think of it as a parallel civic layer, governed in the public interest, and designed to protect citizens, not exploit them. We are a small team and we are supported by a wider group of experts and advisors who work on a voluntary basis.
2. Publication and Adoption
This GEP has been formally adopted by the Directors of dotPublic Community Interest Company.
Adopted by: Board of Directors
Adoption method: Agreement by email, on record.
Signature: Electronically signed by Tony Ageh on 29th September 2026
Published at: dotpublic.org/gender-equality-plan
Validity period: 29th September 2026 until superseded.
3. Dedicated Resources
dotPublic’s resources are currently minimal, and comprises three people working on behalf of the organisation at significantly reduced levels of income. The level of dedicated resources for this GEP will be reassessed within the next 12 months when we expect additional financial and human resources will be available.
The dotPublic Community Interest Company (CIC) commits the following human and financial resources to the implementation of this GEP:
Responsibility for GEP implementation is assigned to Jake Berger, Programme Director
Budget allocated to gender equality actions (training, data collection, policy review) for 2026 to be confirmed.
Gender expertise used in implementation: Nita Pillai, Director Of Partnerships at Sense About Science.
4. Data Collection and Monitoring
dotPublic CIC commits to collecting sex/gender-disaggregated data on its personnel (staff, contractors, and board/governance members) and to reporting on this data at least once every two years.
Baseline data collection: as of 29 September 2026 the team comprises three executives, and six Governing Board members, of whom four identify as women.
Monitoring indicators: gender balance in governance/leadership roles; gender balance in recruitment shortlists and hires; staff satisfaction/climate feedback.
Reporting frequency: every two years. The next report is due by August 2028.
Reports will be made available on request.
5. Training and Awareness Raising
dotPublic CIC commits to awareness-raising and/or training on gender equality for both staff/contributors and decision-makers (e.g. executive committee and governing board members). Evidence of participation from both groups will be retained.
Planned activities: an annual briefing for the Governing Board and team on gender equality principles; onboarding material for new staff and contributors.
Topics will include unconscious gender bias, inclusive recruitment practice, and inclusive communication.
Records kept: attendance list / dates / short summary of content.
6. Thematic Commitments
dotPublic CIC adopts the following commitments, proportionate to its size and activities:
6.1 Work-life balance and organisational culture
Flexible/remote working by default.
Clear leave provisions for parental, dependent-care and other personal circumstances.
Gender-sensitive language in communications.
6.2 Gender balance in leadership and decision-making
A target of 50/50 gender balance in the Governing Board and any future hires
Review of nomination and appointment processes to reduce unconscious bias.
6.3 Gender equality in recruitment and any career progression
Structured, criteria-based recruitment
Gender-balanced interview panels where feasible
Transparent criteria for any promotion or role changes.
6.4 Gender dimension in dotPublic CIC's work and output
Ensuring published position papers, research, and public-facing content consider gender-equity implications of internet governance and infrastructure policy Involving diverse voices in consultations.
6.5 Measures against gender-based violence, including sexual harassment
We are developing a written anti-harassment policy with a clear reporting channel, based on the Horizon 2020 UniSAFE toolkit.
7. Review and Governance
This GEP will be reviewed at least every two years, or sooner if the organisation's structure or resources change significantly. Updates will be adopted and signed by the executive management following the same process as the original adoption, and superseded versions will remain accessible on the dotpublic.org website.
8. Adoption Statement
Adopted by the executive management of dotPublic Community Interest company on 29th September 2026.
Signed: Tony Ageh
Name: Tony Ageh
Role: Executive Director