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Gender Equality Plan

Association of Videographer Artists of French Culture and Tourism

Introduction

The Association of Videographer Artists of French Culture and Tourism is deeply committed to promoting gender equality within its organization and the projects it undertakes. This Gender Equality Plan (GEP) aims to strengthen the equal participation of women and men in all activities, support an inclusive work environment, and eliminate any form of gender-based discrimination.

Main Objectives

The key objectives of this plan are to:

  1. Promote gender parity in governance, strategic decisions, and activities of the association.

  2. Ensure equal opportunities for women and men in recruitment, appointments, promotions, and remuneration.

  3. Prevent discrimination and foster a respectful and harassment-free work environment.

  4. Encourage balanced gender representation in cultural and tourism projects, especially in video productions supported by the association.

  5. Ensure a cross-cutting approach to gender in the planning, implementation, and evaluation of all cultural and tourism projects.

1. Governance and Leadership

  • Measures: The association is committed to ensuring gender parity within its board and decision-making bodies. Gender equality will also be promoted in leadership roles.

  • Objective: Maintain at least 50% gender parity on the board. Currently, the board consists of 2 women and 1 man, and the association's president is a woman.

  • Monitoring: An annual report will be produced to evaluate gender representation in decision-making bodies.

2. Recruitment, Career Development, and Promotion

  • Measures: Recruitment procedures will be reviewed to eliminate gender bias. Training on equal opportunity practices will be provided to recruiters. Specific support (e.g., mentorship) will be implemented to promote women in underrepresented positions.

  • Objective: Ensure recruitment processes are based on transparent, gender-neutral criteria.

  • Monitoring: Annual statistics on recruitment and promotions will be collected and analyzed by gender.

3. Work-Life Balance

  • Measures: Encourage flexible work policies such as teleworking, flexible hours, and equitable parental leave for both men and women.

  • Objective: Facilitate better work-life balance, especially for parents.

  • Monitoring: Regular surveys will be conducted to evaluate employee and collaborator well-being, with adjustments made as needed.

4. Combatting Harassment and Discrimination

  • Measures: Implement a clear policy against sexual harassment and gender discrimination, including a confidential complaint procedure and appropriate sanctions. Mandatory anti-harassment training will be organized for all staff and association members.

  • Objective: Achieve zero tolerance for any form of harassment or discrimination.

  • Monitoring: Establish an internal committee to receive and address complaints related to harassment or discrimination.

5. Gender Inclusion in Artistic and Cultural Activities

  • Measures: Promote artistic and videographic creation that ensures balanced and non-stereotypical gender representation. Cultural projects supported by the association will incorporate gender equality in their design.

  • Objective: Ensure that 50% of projects supported by the association are led or produced by women by 2026.

  • Monitoring: Conduct an annual evaluation of gender representation in funded projects.

6. Training and Awareness

  • Measures: Provide regular workshops and training on gender equality at all levels of the association and for external partners and members involved in projects.

  • Objective: Train 100% of the association's staff and members by the end of 2025.

  • Monitoring: Track participation rates in training sessions and collect feedback from participants to continuously improve programs.

Conclusion

The Gender Equality Plan of the Association of Videographer Artists of French Culture and Tourism aims to establish a culture of inclusion, equality, and diversity within the organization. Achieving these objectives will require long-term commitment and continuous monitoring. This plan will be reviewed annually to ensure it remains relevant and effective.

President: Miroslava Ladovir
Co-President: Roman Raduga
Vice-President: Nadezhda Raduga