1. I actively seek to include different points of view from people with diverse backgrounds when making decisions as a team.

2. I participate in initiatives that promote gender equality within my work environment.

3. I seek to identify and correct my own unconscious biases when collaborating with people from different backgrounds.

4. I promote a work environment where all people, regardless of gender or identity, feel valued and respected.

5. I intervene or report behaviours that reproduce gender stereotypes or microaggressions in the team.

1. I consistently ensure that the criteria for salary adjustments are transparently communicated to all team members.

2. I actively support career development opportunities and promotion pathways that are structured to guarantee equitable pay.

3. I regularly review our benefits structure and pay practices to uphold and reinforce a reputation for fairness and inclusivity.

4. I strive to create a work environment where clear and inclusive compensation policies help minimize misunderstandings among team members of different ages and genders.

5. I take proactive measures, including periodic audits of our pay and benefits procedures, to ensure compliance with legal standards and to reduce any risk of age or gender-related discrimination.

1. I am open to hearing new ideas from all employees, regardless of their age or gender

2. I am open to discuss the desired goals and new ways to achieve them

3. I am available for consultation on issues derived from gender differences

4. I am ready to listen to others’ requests, no matter their age or gender

5. I am accessible for discussing emerging problems

1. I recognize the different value systems and expectations that each individual brings to the work context.

2. It's important for me to promote an inclusive culture within my team, where all values and priorities are respected.

3. As a leader, I communicate clearly and consistently the organization’s core values and expectations, ensuring that they are well understood and applied.

4. I actively promote opportunities for discussion so that my team members can share values, expectations, and professional priorities, even if they differ from one another.

5. I implement concrete strategies (such as feedback, discussion moments, or mentoring) to identify and integrate different values and priorities within my team.

1. As a leader, I implement flexible work strategies, based on team members individual situation, regardless of age or gender.

2. I make sure people working remotely aren’t seen as less committed.

3. I create opportunities for informal connection and collaboration to reduce feelings of isolation in hybrid or flexible work setups.

4. It’s important for me to know how generational differences may affect my team members’ preferences for remote work, flexible hours, or work-life integration.

5. I set an example by not messaging people outside of their flexible work hours.

1. I actively consider and respond to the specific needs of my team members, including those with disabilities.

2. I implement practices that support collaboration between colleagues of different age groups.

3. I take appropriate action when incidents of discrimination/exclusion are brought to my attention.

4. As a leader, I demonstrate my commitment to inclusion through consistent, everyday actions and decisions.

5. I actively promote workshops/activities to raise awareness on diversity/inclusion themes and build empathy within my team.