Gender Equality Plan (GEP)

Ringboost.ai (FoodVision23 Ltd) — Gender Equality Plan 2026–2029

Ringboost.ai (operated by FoodVision23 Ltd)

Gender Equality Plan (GEP)

2026 – 2029

A formal commitment to gender equality, diversity, and inclusion across all operations, research activities, and organisational culture at Ringboost.ai.

Approved and signed by:
Gabriele Casavecchia — CEO & Co-Founder
Nathalie Trinh — COO & Co-Founder

Date of adoption: 1 January 2026
Review cycle: Annual (next review: January 2027)
Document status: Public — published on www.ringboost.ai
Registered office: Cyprus

This Gender Equality Plan fulfils the requirements set out by the European Commission under Horizon Europe and the EIC Accelerator programme, including the four mandatory process-related requirements and the five recommended thematic areas.

Table of Contents

  1. Foreword and Commitment from Leadership

  2. Scope and Objectives

  3. Dedicated Resources for GEP Implementation

  4. Data Collection, Monitoring, and Annual Reporting

  5. Training and Awareness Raising

  6. Work-Life Balance and Organisational Culture

  7. Gender Balance in Leadership and Decision-Making

  8. Gender Equality in Recruitment and Career Progression

  9. Integration of the Gender Dimension into Research and/or Teaching Content

  10. Measures Against Gender-Based Violence and Sexual Harassment

  11. Implementation Timeline and Review

  12. Signatures


1. Foreword and Commitment from Leadership

Ringboost.ai, operated by FoodVision23 Ltd, is committed to building an organisation where gender equality, diversity, and inclusion are not aspirational goals but operational realities embedded in every aspect of our work. As a company co-founded by Gabriele Casavecchia and Nathalie Trinh, gender balance is part of our DNA from inception — our leadership team is 50% female at the highest executive level.

We recognise that the technology sector, and specifically artificial intelligence, has historically underrepresented women and non-binary individuals in technical, leadership, and decision-making roles. We are determined to be part of the solution. This Gender Equality Plan (GEP) sets out concrete commitments, measurable targets, and accountability mechanisms to ensure that Ringboost.ai operates as an equitable, respectful, and inclusive workplace.

This plan is a formal, public document. It has been approved and signed by both co-founders and is published on the company's website (www.ringboost.ai). It will be reviewed annually, with progress reports shared with all staff and stakeholders.


2. Scope and Objectives

This GEP applies to all employees, contractors, consultants, interns, and collaborators of FoodVision23 Ltd (operating as Ringboost.ai), regardless of their location, contract type, or seniority level. It covers all operational, research, and commercial activities undertaken by the company.

Objectives

  • Achieve and maintain gender parity (≥40% of any gender) across all organisational levels by 2029

  • Eliminate gender pay gaps through transparent compensation structures and annual audits

  • Ensure that all recruitment, promotion, and performance evaluation processes are free from gender bias

  • Integrate gender considerations into all R&D and innovation activities, particularly in AI development

  • Foster an organisational culture that supports work-life balance and zero tolerance for harassment or discrimination

  • Comply fully with EU Gender Equality requirements under Horizon Europe and the EIC Accelerator programme


3. Dedicated Resources for GEP Implementation

Ringboost.ai commits dedicated human and financial resources to the implementation, monitoring, and continuous improvement of this Gender Equality Plan.

Gender Equality Officer

Nathalie Trinh, COO & Co-Founder, serves as the designated Gender Equality Officer with direct responsibility for GEP implementation, monitoring, and reporting.

Budget Allocation

  • Annual GEP budget: Minimum €5,000 allocated annually for gender equality activities, training, external expertise, and monitoring tools.

  • Training budget dedicated to unconscious bias training and equality workshops.

  • External expertise budget for consultants and annual audits.

Governance Structure

  • Gender equality is a standing agenda item at quarterly leadership meetings

  • Annual GEP review meeting involving all staff

  • GEP implementation status reported in the annual company report


4. Data Collection, Monitoring, and Annual Reporting

Ringboost.ai commits to systematic collection and analysis of sex/gender-disaggregated data across all organisational dimensions.

Data Collection Framework

  • Personnel data

  • Recruitment data

  • Compensation data

  • Career progression data

  • Training participation

  • Work-life balance indicators

Key Performance Indicators (KPIs)

IndicatorBaseline (2026)Target (2029)Gender ratio in overall workforceTo be established≥40% any genderGender ratio in leadership/management50% femaleMaintain ≥40%Gender ratio in technical/R&D rolesTo be established≥30% any genderGender pay gapTo be established<3%Unconscious bias training completion0%100% annuallyParental leave return rateN/A100%Harassment complaints resolved <30 daysN/A100%

Annual Reporting

A comprehensive Gender Equality Report will be produced annually including KPI data, trend analysis, identified gaps, and corrective actions.


5. Training and Awareness Raising

Ringboost.ai recognises that achieving gender equality requires structural policies and cultural transformation.

Training Programme for All Staff

  • Mandatory unconscious bias training

  • Annual gender equality awareness sessions

  • Inclusive language and communication training

Training Programme for Decision-Makers and Managers

  • Bias-free recruitment training

  • Inclusive leadership development

  • Annual GEP implementation briefing


6. Work-Life Balance and Organisational Culture

Ringboost.ai is committed to creating a workplace culture where employees can balance professional and personal responsibilities.

Concrete Measures

  • Flexible working arrangements

  • Inclusive parental leave policy

  • Caregiving support

  • Core meeting hours between 10:00 and 16:00

  • No-penalty flexibility policy

  • Annual organisational culture survey


7. Gender Balance in Leadership and Decision-Making

Ringboost.ai was co-founded by a gender-balanced leadership team.

Concrete Measures and Targets

  • Maintain minimum 40% representation of any gender in leadership

  • Gender-balanced representation in committees and panels

  • Gender balance integrated into succession planning

  • Gender balance mandatory for Board composition

  • Equal visibility and representation in conferences and media

8. Gender Equality in Recruitment and Career Progression

Ringboost.ai commits to recruitment and career progression processes free from gender bias.

Recruitment Measures

  • Gender-neutral job descriptions

  • Diverse sourcing strategies

  • Structured interviews

  • Balanced shortlists

  • Blind CV review where practicable

Career Progression Measures

  • Equal access to development opportunities

  • Transparent promotion criteria

  • Mentoring programme

  • Annual pay equity audits

9. Integration of the Gender Dimension into Research and/or Teaching Content

As an AI company developing voice technology and AI receptionist solutions, Ringboost.ai commits to ensuring products and educational content do not perpetuate gender bias.

Gender Dimension in Research & Development

  • AI bias auditing

  • Inclusive voice AI design

  • Gender-disaggregated product analytics

  • Diverse R&D teams

  • Continuous review of literature and best practices

Gender Dimension in Teaching and Educational Content

  • Gender-inclusive language standards

  • Diverse representation in case studies and examples

  • Inclusive customer-facing training materials

  • Internal knowledge sharing sessions

  • Gender-balanced conference and public representation


10. Measures Against Gender-Based Violence and Sexual Harassment

Ringboost.ai operates a strict zero-tolerance policy towards harassment, violence, intimidation, bullying, or discrimination.

Policy Framework

  • Clear policy definitions aligned with EU directives

  • Confidential reporting mechanisms

  • Prompt investigation protocol

  • Protection from retaliation

  • Disciplinary consequences

  • Support for affected individuals

  • Annual prevention training


11. Implementation Timeline and Review

PeriodActionsQ1 2026GEP adopted and published; baseline data collection initiatedQ2 2026Bias training; recruitment process reviewQ3 2026Baseline report produced; AI bias auditQ4 2026Annual review and KPI assessment2027Updated training, reporting, and external audit2028–2029Continued implementation and 3-year impact assessment

This GEP is a living document and will be reviewed annually.


12. Signatures

This Gender Equality Plan has been approved by the co-founders of FoodVision23 Ltd (trading as Ringboost.ai).

Gabriele Casavecchia
CEO & Co-Founder

Nathalie Trinh
COO & Co-Founder

Date: 1 January 2026

Download