The Stitch Company Keighley Ltd T/A The Stitch Society

1.    Introduction & Commitment

The Stitch Company Keighley Ltd is committed to creating a workplace culture where all individuals—regardless of gender—have equal opportunities to succeed, lead, and thrive. We recognise gender equality as both a fundamental human right and a key factor in driving innovation, sustainability, and organisational excellence.

2.    Dedicated Resources

We have designated a member of the senior leadership team to act as Gender Equality Officer, responsible for the development, implementation, and monitoring of this plan. This role is supported by HR and external gender equality consultants as needed, ensuring gender expertise is embedded in our practices and policies.

3.    Data Collection and Monitoring

We will collect and analyse sex- and gender-disaggregated data annually across our workforce and training programmes, using key performance indicators to monitor progress. Results will be reviewed internally and reported to the leadership team, informing future action.

4.    Training and Awareness

We will provide mandatory training to all staff and decision-makers on:

• Gender equality and inclusion
• Unconscious bias
• Bystander awareness and intervention
  Refresher training will be offered annually, with specialist sessions for leadership and recruitment panels.

5.    Key Focus Areas & Measures

a) Work-Life Balance and Organisational Culture

• Promote flexible and hybrid working practices.
• Encourage shared parental leave and return-to-work support.
• Embed inclusive language and imagery in all internal and external communications.

b) Gender Balance in Leadership and Decision-Making

• Target gender balance (minimum 40% of underrepresented gender) in leadership roles and committees.
• Monitor representation in internal promotions and development opportunities.

c) Gender Equality in Recruitment and Career Progression

• Ensure gender-neutral language in job adverts and descriptions.
• Use structured, criteria-based shortlisting and interviews.
• Monitor and report gender ratios across applicants, shortlisted candidates, and hires. 

d) Integration of Gender Dimension into Research and Training Content

• Ensure research and product development projects consider gender-specific needs and impacts.
• Integrate examples and case studies that reflect diverse gender perspectives into training and presentations.

e) Measures Against Gender-Based Violence and Sexual Harassment

• Enforce a zero-tolerance policy on harassment and bullying.
• Provide anonymous reporting channels and clear procedures for response.
• Offer support services and access to external counselling or legal advice where needed.

6.   Review and Continuous Improvement

This Gender Equality Plan will be reviewed annually, with progress reported to the board and shared internally. We will adjust targets and actions based on staff feedback, sector developments, and best practice.