Guided by the requirements of Horizon Europe and the GÉANT Gender Equality Principles, HEAnet and EduCampus launched their Group Gender Equality Plan (GEP) in January 2025. The plan sets out a clear and structured approach to addressing gender imbalances and strengthening an inclusive organisational environment. As part of this ongoing commitment, HEAnet and EduCampus are pleased to share an overview of progress made during 2025 under the Group GEP.
Further details on the Group Gender Equality Plan are available at:
https://www.heanet.ie/reports/group-gender-equality-plan
- POLICIES
- Our Group Domestic Violence Leave Policy was rolled out in September 2025 to raise and strengthen awareness of gender-based violence. Support Services and Contacts are signposted in restrooms across the organisation.
- Group Maternity and Paternity Leave policies were reviewed through a gender-equality lens, ensuring the consistent use of gender-neutral and inclusive language.
- A Gender Pay Gap and Gender Equality Plan lens was incorporated into the annual reward benchmarking exercise, reinforcing a sustained focus on pay equity across HEAnet and EduCampus.
- LEADERSHIP
- Progress has been made towards greater gender balance within the HEAnet leadership team since the publication of the GEP, with the current composition at 37.5% female and 62.5% male.
- The Project Connect Steering Committee, responsible for overseeing the merger of HEAnet and EduCampus, has achieved a near gender-balanced composition, comprising 40% female and 60% male members.
- HEAnet participated in GÉANT’s Mentoring Programme, with one colleague mentoring two women over a two-month period in 2025.
- RECRUITMENT
- To broaden access to technical career pathways, the organisation has encouraged the consideration of job-sharing and other flexible working arrangements across all roles. This approach aims to widen opportunities, strengthen the female talent pipeline, and embed gender-equality considerations within the role approval process.
- STEM
HEAnet and EduCampus remain committed to developing future female talent through partnerships and initiatives that encourage young women to consider careers in STEM.
- In support of greater gender equity in the technology sector, the organisation hosted a GeekOut Women in Tech event. This initiative brought together aspiring and established women professionals, connecting them with employers and mentors while showcasing career opportunities and strengthening networks across the digital ecosystem.
- Participation in the TeenTurn Programme during Summer 2025 supported young women from diverse backgrounds in exploring third-level STEM pathways. Two female students completed a two-week work experience placement, gaining exposure to Networks, ICT Security Services, Security Operations, Programme Management, and a visit to the data centre.
- In partnership with Maynooth University’s STEM Passport for Inclusion Programme, the organisation launched its first Transition Year Programme in October 2025, with a second programme scheduled for February 2026. Ten students took part (seven girls and three boys), spending a week exploring careers in technology and business support through an interactive and structured curriculum.
- AUDITING
- The inaugural Gender Pay Gap Report was published in November 2025, alongside an update to the HEAnet Board on progress in developing gender-related metrics and data. This report supports ongoing monitoring of gender-related trends and will inform future planning and decision-making in relation to gender equality.
- CULTURE
- The organisation completed the latest Ibec KeepWell Mark assessment for the 2024–2026 period. This cycle introduced new standards, including the addition of Inclusion and Belonging. Assessors reviewed how psychological safety and workforce diversity are supported, resulting in an Achievement rating. The assessment report noted that this “reflects the significant work undertaken in strengthening EDI governance structure and building collective awareness to support EDI objectives.”
- In June 2025, a comprehensive Equality, Diversity and Inclusion (EDI) training programme was rolled out to all new joiners and the leadership team, covering unconscious bias, inclusive leadership, and gender awareness and sensitivity.
- An EDI component was integrated into the exit interview process in March 2025 to ensure that diverse perspectives continue to inform organisational learning and decision-making.
- FLEXIBLE WORKING
- Flexible working practices continue to be prioritised to support employee wellbeing, motivation, and performance. The Work–Life Balance Framework enables a balanced approach to office-based and remote working, aligned with organisational needs and long-term growth.
HEAnet and EduCampus remain firmly committed to advancing gender equality across all aspects of the organisation and will continue to build on the progress achieved during 2025 as the Group Gender Equality Plan journey progresses.
