Gender Equality Plan (GEP)

1. Institutional Context & Commitment

Malloc LIMITED is a cybersecurity and mobile privacy organization based in Cyprus. We recognize that sustainable innovation in artificial intelligence, threat intelligence, and data security requires a diverse workforce where talent flourishes regardless of gender. This Gender Equality Plan (GEP) serves as a strategic commitment to institutionalize equal opportunity, foster an inclusive working culture, and maintain strict structural safeguards against discrimination.

This document fulfills the mandatory criteria for public bodies and research entities under the European Commission's Horizon Europe Framework Programme.

2. Mandatory Horizon Europe Building Blocks

Our plan meets all four mandatory structural requirements established by the European Research Area (ERA):

• Public Document: Formally signed by leadership and published on the official company portal.
• Dedicated Resources: Financial and human resource allocation, including oversight by a designated Gender Equality Lead.
• Data Collection & Monitoring: Annual reporting on gender ratios across all job tiers and technical departments.
• Training & Capability Building: Mandatory workplace inclusion, anti-bias, and anti-harassment training for managers and staff.

3. Key Action Pillars & Objectives

The Malloc Gender Equality Plan is structured across five strategic priority pillars:

Pillar A: Work-Life Balance and Organizational Culture

We maintain flexible scheduling, hybrid remote working policies, and structured support for employees taking family or parental leave to ensure caregiving duties do not interrupt career progression.

Pillar B: Gender Balance in Leadership & Governance

We actively monitor executive and R&D leadership representation, setting internal targets to ensure female researchers and engineers participate in board meetings, advisory panels, and steering groups.

Pillar C: Gender Parity in Recruitment & Career Progression

Recruitment procedures utilize gender-neutral vacancy announcements, standardized interview scoring, and diverse evaluation committees to eliminate unconscious bias during candidate selection.

Pillar D: Integration of Gender Dimension in Research & AI

In developing on-device security models and user-facing privacy tools, engineering teams audit datasets to prevent demographic bias in threat detection algorithms and user UX flows.

Pillar E: Protection Against Harassment & Gender-Based Violence

A zero-tolerance framework protects all personnel against workplace harassment. Clear, confidential reporting channels and independent grievance handling procedures guarantee safety and privacy.

4. Targets and Monitoring Framework

Strategic Area	Target Indicator	Timeline
R&D & Engineering Workforce	Minimum 40% female representation in technical roles	2026 – 2028
Leadership & Management	Balanced gender ratio (≥40%) across team leads & executive roles	Ongoing
Equal Pay Parity	Zero unadjusted pay gap for equivalent job roles and seniority	Annual Audit
Compliance Training	100% completion of annual anti-harassment and bias workshops	Q4 Annually

5. Governance & Review

The implementation of this plan is monitored annually by Malloc Executive Management. Progress reports and updated workforce metrics will be reviewed at the close of each fiscal year to continuously refine operational targets.