BigMile Gender Equality Plan (GEP) v1.2

1. Introduction & Commitment

BigMile is committed to fostering an inclusive, diverse, and equitable workplace. As a fast-
growing B2B SaaS company in the logistics and sustainability domain, we recognize the
importance of gender equality in driving innovation, performance, and long-term impact.
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This Gender Equality Plan is a formal public document endorsed by BigMile’s management and
aligned with the requirements of the European Commission under the Horizon Europe
programme.

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BigMile has adopted and maintains a formal, publicly available Gender Equality Plan (GEP),
intended to support compliance with applicable Horizon Europe requirements.

2. Scope & Governance

This plan applies to all employees of BigMile and is approved by BigMile’s management. It
provides the framework for implementation, monitoring, and periodic review of gender equality
measures across the organization.
Overall responsibility for implementation lies with the CEO of BigMile, Jan Pronk, supported by
management and relevant operational roles as appropriate.
BigMile commits appropriate time, internal capacity, and management attention to implement
this plan, monitor progress, and update actions where needed. The plan will be reviewed
annually.

3. Current Situation (baseline – lightweight)

BigMile is a growing organization (~15 employees) with an international and diverse team.
We currently:

  • Apply equal opportunity hiring practices
  • Do not differentiate compensation based on gender
  • Promote a flexible and inclusive work environment

BigMile will further develop the internal collection of sex/gender-disaggregated data on
workforce composition, recruitment, career progression, and leadership representation, and
use this information for annual monitoring and reporting.

4. Key Focus Areas & Actions

A. Recruitment & Hiring

  • Ensure gender-neutral job descriptions
  • Aim for diverse candidate pools
  • Work with recruiters who support diversity

B. Career Development & Leadership

  • Equal access to growth opportunities
  • Transparent promotion criteria

C. Work-Life Balance

  • Flexible working arrangements
  • Support for parental responsibilities

D. Pay Equity

  • Regular review of salary structures
  • Commitment to equal pay for equal work

E. Inclusive Culture

  • Zero tolerance for discrimination, gender-based violence, or harassment, including
    sexual harassment
  • Open communication and feedback culture

F. Training & Awareness Raising

  • Provide periodic awareness raising and training on gender equality and inclusive
    workplace behaviour
  • Raise awareness among managers and decision-makers of unconscious gender bias in
    recruitment, evaluation, and promotion processes

5. Monitoring & KPIs

BigMile commits to annual monitoring and reporting based on relevant indicators, including the
following:

  • Gender distribution across the company
  • Gender distribution in leadership roles
  • Recruitment and hiring ratios, where feasible
  • Career progression indicators, where feasible

These indicators will be reviewed annually and used to inform updates to actions and priorities
where relevant.

6. Publication

This Gender Equality Plan is published on the BigMile website as a formal public document and
will be kept up to date through periodic review.