Our Commitment
At Stemscale, our mission is to deliver transformative, data-driven solutions. The quality of our work depends entirely on the quality of our team. To be the best, we must build a team that includes a diversity of experiences and perspectives. This Gender Equality Plan (GEP) is our straightforward, actionable framework for ensuring Stemscale is a workplace where talent and contribution are the only metrics that matter.
We are a startup, and we are building our foundation now. We acknowledge that our current leadership team is predominantly men. We see this not as a fixed state, but as our starting line. This plan outlines the concrete steps we are taking to build a more balanced and representative team as we grow.
Guiding Principles
- Merit and Fairness: All decisions about hiring, pay, and promotion will be based on skill, performance, and potential.
- Transparency: We will be clear about our goals and our progress.
- Practicality: As a startup, our actions must be focused and effective. We will prioritize initiatives that have the greatest impact.
Action Plan & Goals
- Fair Hiring & Building the Talent Pipeline
Our goal is to ensure our hiring process is structured to find the best possible candidate for every role, free from bias.
- Action: Standardized Job Descriptions: We will use clear, outcome-oriented language in all job postings, avoiding gender-coded words. Each posting will be reviewed by at least two people before publication.
- Action: Diverse Interview Panels: For every role, we commit to having more than one interviewer involved in the process. As our team grows, we will actively work to include interviewers of different genders.
- Action: Proactive Sourcing: We will expand our recruitment beyond traditional networks to include platforms and communities known for strong representation of women in technology and finance.
- Equitable Compensation & Growth
Our goal is to ensure pay and promotions are fair and transparent.
- Action: Annual Compensation Review: Once a year, leadership will review all salaries to identify and correct any gender-based pay disparities for similar roles and experience levels.
- Action: Clear Career Pathways: We will map out the skills and accomplishments required for advancement within Stemscale. This information will be accessible to all employees, so everyone understands the path to promotion.
- An Inclusive and Flexible Work Environment
Our goal is to build a culture that supports every team member in doing their best work.
- Action: Flexible Work as a Standard: We will maintain our commitment to flexible work arrangements (remote/hybrid) as a core part of our operating model, not a temporary perk.
- Action: Modern Parental Leave: We will review and establish a parental leave policy that is supportive of all parents and competitive within our industry.
- Action: Practical Bias Training: We will engage in practical, workshop-style training focused on recognizing and mitigating unconscious bias in technical and business settings. This will be a required part of onboarding for all new hires.
- Leadership & Accountability
Our goal is to embed this commitment into our company’s DNA.
- Action: Leadership-Led Implementation: Stemscale’s CEO, Mikheil Kukava, is directly responsible for the successful implementation of this plan.
- Action: Data Collection: The first step is to establish a baseline. We will collect and analyze our current data on gender representation. This data will be used to set specific, measurable improvement targets for the coming year.
- Action: Annual Review: This GEP is a living document. We will review our progress against our goals annually and update the plan as Stemscale evolves.