We are a small but committed organization that integrates gender equity as a core value in our operations, storytelling, and partnerships. While our team is still forming, we have adopted a Gender Equality Plan that aligns with EU and Horizon Europe principles, scaled appropriately to our current stage.

We use AI-based learning tools for training, and track progress through lean but transparent processes. Our commitment will grow alongside our team.

Read the full GEP or contact ge****@*****************ve.org for more information.

Artisanal Collective Gender Equality Plan (GEP)

Effective Date: September 1, 2025
Next Review Date: September 1, 2027
Approved by: Charles Kao, Founder and Executive Director

1. Public Document & Top-Level Endorsement

  • This Gender Equality Plan is a formal strategic document endorsed by Artisanal Collective™.
  • It is signed by the Executive Director and publicly posted on our website.
  • Note: Artisanal Collective™ is a small organization currently in startup phase. The GEP reflects a scaled approach suited to its evolving structure.

2. Dedicated Resources

  • Gender Equality Officer (Designated): Jack Whelan, Head of ESG & Sustainability (ge****@*****************ve.org)
  • Resource Statement: While we do not yet have salaried staff beyond a single advisor, responsibility for implementation is assigned to leadership until operational staff are in place (targeted Q1–Q2 2026).
  • Training Infrastructure: Artisanal Collective holds a license for an AI-based ELMS platform. Training modules will be developed and delivered virtually using this tool.
  • External Expertise: Due to limited resources, no formal gender consultants are retained. Annual review will be conducted using an AI-assisted GPT review mechanism, documented and archived for compliance.

3. Data Collection and Monitoring

  • “Staff” is defined as any contracted or salaried individual working in a programmatic or operational capacity for >30 days in a year.
  • Baseline data includes paid advisors, core contractors, and formal collaborators.
  • Annual review will document the gender breakdown of contractors, advisors, and future staff as they are added.
  • Key metrics: gender ratio by category, pay variance, participation in ELMS training.

4. Training and Awareness

  • Platform: Training will be hosted and managed via the AI-enabled ELMS license.
  • Delivery Mode: All training will be virtual or asynchronous.
  • Scope:
    • One foundational course for all current and future contributors (bias, equity, conduct)
    • Optional deeper modules for leadership and facilitators (rolled out post Q2 2026)

5. Thematic Priorities and Concrete Measures

A. Work-Life Balance & Organisational Culture

  • Flexible virtual-first model
  • Contractor- and advisor-oriented well-being protocols

B. Gender Balance in Leadership & Decision-Making

  • Gender representation goals will apply to advisory and program leadership as they are built (Q1–Q3 2026).

C. Gender Equality in Recruitment & Career Progression

  • Equity lens will be applied to future recruitment; current stage has no formal hires

D. Integration of Gender in Programmatic Work

  • Applied via storytelling projects, heritage inclusion, and field protocols

E. Measures Against Gender-Based Violence & Harassment

  • Policies will apply to contractors, advisors, and contributors; training module to cover these topics

6. Implementation Timeline (2025–2027)

Quarter Milestone
Q4 2025 GEP publicly posted; orientation via ELMS module
Q1 2026 Gender baseline data gathered; limited training issued to advisors/contractors
Q2 2026 Leadership and operations staffing begins; ELMS rollout expanded
Q3 2026 Midpoint check-in via AI-assisted review; begin adaptive updates
Q4 2026–Q1 2027 Full review and year 2–3 planning

Appendices

Appendix A: Gender Data Baseline

  • Total team members (2025): 1 paid advisor, 5 non-paid advisors
  • Estimated: 50% women or gender-diverse
  • Artisan participants and field collaborators: majority women (est. 65%+)

Appendix B: Code of Conduct and Anti-Harassment Policy

  • Applies to contractors, advisors, and future staff
  • Core principles:

Appendix C: Training Plan and Curricula (via ELMS)

  • ELMS-hosted foundational module:
    • Topics: Gender equity, unconscious bias, safe workplace principles
    • Launch: Q1 2026
    • Duration: ~1 hour per module

Appendix D: Gender Expert Engagement

  • External consultants will not be engaged until funding and scale justify it
  • GEP review will be conducted via structured prompts and documentation using ChatGPT in Year 1 and 2

Appendix E: Monitoring Template

  • Data collected annually on:
    • Gender distribution across roles
    • Completion of ELMS modules
    • Any gender-based complaints filed/resolved
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