Gender Equality Plan of the Advanced Institute of Convergence Technology
Gender Equality Plan, GEP
The Advanced Institute of Convergence Technology (AICT), a leading convergence research institution in regional innovation R&D, upholds Gender Equality as a core value to achieve sustainable innovation and an inclusive research environment.
This plan has been developed based on relevant national legislation, including the Framework Act on Gender Equality, the Act on Equal Employment and Support for Work-Family Reconciliation, the Act on the Management of Local Government-Invested or Contributed Institutions, and the Guidelines for the Establishment of Research Ethics. It also complies with international standards, including the EU Horizon Europe Gender Equality Plan (GEP) requirements.
Yunsang Kim
President, Advanced Institute of Convergence Technology
1. Dedicated Organizational Unit
- Overall Gender Equality Management [Directly Reporting to the President] Office of Integrity and Audit
- Organizational and Human Resources [Administration Division] Human Resources Team
- ESG Management and Training [Administration Division] Planning and Coordination Office
2. Evaluation and Monitoring
- Relevant Regulation: Gyeonggi-do Ordinance on Gender Impact Assessment
- Implementation of Gender Impact Assessment: Assessment conducted for major projects
| Gender Impact Assessment Items | ||
|---|---|---|
| Ⅰ. Gender-Specific Characteristics of the Policy Environment | ① Gender-differentiated needs in the project based on socio-cultural, economic, and physical (biological) differences between women and men |
|
| ② Reflection of gender-specific characteristics in project beneficiaries | ||
| ③ Consideration of gender-specific characteristics in budget allocation | ||
| Ⅱ. Measures to Promote Gender Equality (Policy Improvement Plan) |
Legal and Regulatory Framework | ④ Plan to incorporate relevant laws and guidelines |
| Budget | ⑤ Plan to reflect gender-responsive budgeting | |
| Projects | ⑥ Plan to integrate gender considerations into project content and implementation methods | |
3. Education and Awareness-Raising
- Relevant Regulation: AICT Training and Education Policy
- Implementation of Gender Equality Education: Mandatory for all employees
| Training Program | Annual Duration | Target Group | Core Focus |
|---|---|---|---|
| Violence Prevention Training | 4 hours | All employees | Raising awareness on human rights and gender equality |
| Power Abuse Prevention Training | 2 hours | All employees | Promoting recognition of equality and diversity |
| Disability Awareness Training | 2 hours | All employees | Enhancing awareness on non-discrimination and respect |
| Child Abuse Prevention Training | 4 hours | All employees | Fostering non-violence and protection of vulnerable groups |
| Gender Sensitivity Training | 3 hours | All employees | Increasing sensitivity to gender bias and equality |
4. Work–Life Balance and Organizational Culture Enhancement
- Relevant Regulation: AICT Work–Life (Family) Balance System Operation Manual
- Operation of Work–Life (Family) Balance System: Ensuring equal access for all employees
| Types of Work–Life Balance Programs | Description | |
|---|---|---|
| Leave | Infertility Treatment Leave | 6 days per year |
| Fetal Screening Time | 4 hours per occurrence | |
| Maternity Leave | 90 days (100 days for premature infants, 120 days for multiple births) | |
| Miscarriage and Stillbirth Leave | Minimum 10 days to maximum 90 days depending on pregnancy period | |
| Paternity Leave | 20 days | |
| Paid Nursing Time | Twice daily, 30 minutes each time | |
| Family Care Leave | 10 days per year | |
| Maternity Protection Leave | 5 days total during pregnancy period | |
| Parental Leave | 5 days for one child, 10 days for two or more children (for employees with pre-school children) | |
| Reduced Working Hours | Pregnancy Reduced Working Hours | Reduced working hours: up to 2 hours per day (minimum working hours: 6 hours) |
| Childcare Reduced Working Hours | Reduced working hours: 15 to 35 hours per week | |
| Family Care Reduced Working Hours | Reduced working hours: 15 to 30 hours per week | |
| Leave of Absence | Childcare Leave | 12 months (additional 6 months if both spouses use at least 3 months each) |
| Family Care Leave | 90 days per year | |
| Others | Flexible Working Hours (Change of Commuting Time) | Flexible working hours: change in commuting time while maintaining the standard 40-hour workweek |
5. Gender Balance in Leadership and Decision-Making Areas
- Relevant Regulation: AICT Gender Equality Committee Establishment and Operation Rules
- Gender Balance in Leadership and Decision-Making Areas: Establishment and implementation of management indicators
| Area | Detailed Indicator | Description |
|---|---|---|
| Gender Representation (Gender Equality Management Indicator) |
① Increase in Female Managers | Proportion of female managerial positions (department heads by organizational chart) calculated as: |
| ② Gender Ratio on the Board of Directors | 2-1. Percentage of board members by the underrepresented gender: | |
| 2-2. Three-year upward target aiming for 40% representation | ||
| ③ Gender Ratio of All Committees | 3-1. Percentage of underrepresented gender in all statutory deliberative committees: | |
| 3-2. Establishment of a three-year upward target aiming for 40% representation | ||
| 3-3. Percentage of underrepresented gender among all committee chairs: | ||
| ④ Gender Composition of the Personnel Committee | Percentage of underrepresented gender among Personnel Committee members: | |
| ⑤ Gender Composition of Key Job Positions | Increase in representation of the underrepresented gender among key job positions (planning, budgeting, human resources, audit) |
6. Gender Equality in Recruitment and Career Development Processes
- Relevant Regulations: AICT Employee Recruitment Rules, AICT Gender Equality Committee Establishment and Operation Rules
| Gender Equality Management Items | ||
|---|---|---|
| Ⅰ.Fundamental Principles of Recruitment | ① Recruitment of new employees shall, in principle, be conducted through open competitive examinations targeting the general public. | |
| ② To ensure fair opportunities for applicants, unreasonable restrictions based on gender, physical condition, appearance, educational background, age, or other factors shall not be imposed. | ||
| ③ Efforts shall be made to realize gender equality and to increase employment opportunities for socially disadvantaged groups (such as persons with disabilities) during the recruitment process. | ||
| Ⅱ. Human Resource Management (Gender Equality Management Indicators) |
① Gender Ratio of Regular Employees | Increase the proportion of the underrepresented gender among regular employees within authorized staffing levels. |
| ② Gender Status in Promotions by Rank | Increase the representation of the underrepresented gender among managerial positions (department heads) and promotion candidates. | |
| ③ Management Candidate Development Programs | Operation of mentoring and leadership programs to provide opportunities for enhancing leadership competencies. | |
| ④ Career Development Systems | Support career development programs aligned with employees’ major and work history; monitor gender ratio of participants. | |
| ⑤ Participation in Training and Education | Gender participation rate in various training programs [number of male and female participants / total participants]. | |
| ⑥ Completion of Gender Sensitivity and Violence Prevention Training | Mandatory completion of gender sensitivity and violence prevention training for employees and executives. | |
| ⑦ Grievance Procedures for Discrimination Cases | Operation of procedures and manuals for handling and remedying discrimination cases, including sexual harassment and sexual violence | |
7. Integration of Gender Perspective in Research and Education
- Relevant Regulation: AICT Gender Equality Committee Establishment and Operation Rules
- Integration of Gender Perspective in Research and Education: Establishment and implementation of management indicators
| no | Gender Perspective Item |
|---|---|
| 1 | Matters related to the formulation of the Gender Equality Plan |
| 2 | Matters related to the annual review and evaluation of the implementation of the Gender Equality Plan |
| 3 | Matters related to institutional improvements and consultations for a gender-equal organizational culture |
| 4 | Matters necessary for the prevention of gender discrimination |
| 5 | Matters necessary for the prevention of gender-based violence, including sexual harassment and assault |
8. Response Measures to Gender-Based Violence Including Sexual Harassment and Sexual Violence
- Relevant Regulation: AICT Guidelines for the Prevention of Sexual Harassment and Sexual Violence
- Management and Implementation of Response and Prevention Measures for Sexual Harassment and Sexual Violence: Establishment and execution of management indicators
| no | Gender-Based Violence Response Management Items |
|---|---|
| 1 | Implementation of training for the prevention of sexual harassment, sexual violence, and secondary harm |
| 2 | Establishment and operation of consultation offices for sexual harassment and violence grievances (including secondary harm) |
| 3 | Development of grievance handling procedures and manuals for sexual harassment and violence (including secondary harm) |
| 4 | Protection of victims of sexual harassment and violence and prevention of secondary harm |
| 5 | Declaration of a zero-tolerance policy toward perpetrators and commitment to eradication of sexual harassment and violence |
| 6 | Promotion of sexual harassment and violence prevention among all organizational members |
| 7 | Attendance at prevention training and securing related budget |
| 8 | Regular surveys on the status of sexual harassment, violence, secondary harm, and satisfaction with prevention training to foster a gender-equal organizational culture |
| 9 | Establishment of measures to prevent recurrence of secondary harm |
