Gender Equality Plan (GEP)

At NitroVolt, we believe that diverse teams build better products. Gender equity is essential to our culture, growth, and success. This Gender Equality Plan outlines our commitment to creating a workplace where everyone, regardless of gender, can thrive. This plan has been endorsed by our leadership.

This GEP is publicly available on our website and has been formally endorsed and signed by our CEO, Suzanne Zamany Andersen.

As a startup, we operate lean, but we’re committed to this plan by:
• Appointing a GEP Lead responsible for implementation.
• Dedicating time during leadership meetings to review gender equity topics.
• Leveraging external advisors and free/open-access resources for gender expertise as needed.

We commit to:
• Collecting and reviewing gender-disaggregated data on our team (hires, roles, salaries, exits).
• Tracking this data annually and using it to inform decisions and actions.
• Sharing key gender metrics internally and including a summary in our annual company review.

• All employees will complete a brief training module on unconscious bias and inclusive practices during onboarding.
• Leadership will participate in an annual gender equity workshop (internal or facilitated by a partner).

Why it matters: Early culture defines long-term values.
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Actions:
• Offer flexible work hours and remote-friendly policies.
• Normalize parental leave and ensure policies are gender-neutral.
• Integrate inclusion-focused language into internal communications and performance conversations.

Why it matters: Diverse perspectives improve strategy and execution.

Actions:
• Aim for gender-balanced shortlists in leadership hiring.
• Include at least one person of a different gender in major strategic decisions or leadership meetings when feasible.
• Proactively support high-potential team members from underrepresented genders through mentorship or stretch opportunities.

Why it matters: Biases in early hiring can set long-term imbalances.

Actions:
• Use structured interview questions and scorecards to reduce bias.
• Audit job descriptions for inclusive language.
• Conduct pay reviews to ensure equity in compensation offers.

Our leadership is responsible for tracking actions and updating this plan, and is accountable for ensuring it is implemented as part of our core business strategy.