EqualityPlan

1. Statement of Commitment

The Wake Up Movement, S.L. (trading as Dcycle) is committed to building and maintaining a workplace founded on equal opportunities, dignity, respect, and non-discrimination. We believe diversity and inclusion are not only ethical imperatives but fundamental drivers of innovation, better decision-making, and long-term company success.

This Equality Plan (“Plan”) reflects our commitment to complying with Spanish Organic Law 3/2007 of 22 March on Effective Equality between Women and Men, and related regulations, while going beyond mere legal compliance to foster a genuinely inclusive culture.

2. Scope

This Plan applies to all employees, contractors, interns, and any person working at or for Dcycle, regardless of their employment type, seniority, location, or working modality.

3. Equal Treatment and Non-Discrimination

Dcycle prohibits discrimination of any kind based on: gender or gender identity; age; ethnicity or national origin; disability; religion or beliefs; sexual orientation; marital or family status; pregnancy or maternity/paternity; political opinion; or socioeconomic background.

This prohibition applies to all aspects of employment, including recruitment, selection, compensation, promotion, training, and termination.

4. Equal Pay

Dcycle is committed to the principle of equal pay for equal work and work of equal value. Our compensation framework is structured to ensure that:

• Pay decisions are based on objective criteria – role, responsibilities, experience, skills, and performance – never on gender or any other protected characteristic.
• Regular pay audits are conducted to identify and address any unjustified pay gaps.
• Salary bands are communicated internally in a transparent way to promote pay equity.

We publish our gender pay gap data annually and commit to continuous improvement.

5. Recruitment and Selection

Our recruitment processes are designed to be fair and objective:

• Job descriptions focus on skills and competencies, avoiding language that may deter candidates from underrepresented groups.
• Interview panels are diverse wherever possible.
• Selection criteria are defined in advance and applied consistently.
• We partner with organisations that promote access to technology careers for underrepresented groups.

6. Professional Development and Promotion

We ensure equal access to professional development, training, and advancement:

• Promotions and career progression are based solely on merit, competence, and performance.
• Training budgets are allocated equitably across the organisation.
• Mentoring and coaching programmes are available to all employees.
• We actively identify and address structural barriers to career advancement.

7. Work-Life Balance and Co-Responsibility

Dcycle promotes policies that enable all employees – regardless of gender – to balance professional and personal life:

• Flexible working: flexible hours and hybrid/remote arrangements.
• Parental leave: support during parental leave and a supportive return-to-work process.
• Caregiver support: accommodation for employees with caregiving responsibilities.
• Mental health: access to mental health and wellbeing resources.

We encourage all employees, including fathers and non-primary caregivers, to fully exercise their legal rights to parental and family leave.

8. Dignity at Work – Harassment Prevention

Dcycle has zero tolerance for any form of harassment, including:

• Sexual harassment: any unwanted conduct of a sexual nature.
• Gender-based harassment: conduct related to a person’s gender that creates a hostile, degrading, or offensive environment.
• Workplace bullying or mobbing: repeated conduct intended to intimidate, offend, or harm an employee.

We maintain a confidential complaints and investigation procedure. Any employee who experiences or witnesses harassment is encouraged to report it without fear of retaliation. Reports can be made to HR or via our confidential reporting channel. All managers and team leads receive mandatory training on harassment prevention.

9. Equality Metrics and Monitoring

We track and review the following at least annually: gender distribution across all levels and departments; gender pay gap analysis by role and grade; recruitment, promotion, and turnover rates by gender; participation in training and development programmes by gender; parental and family leave uptake by gender; and reports of discrimination or harassment and their outcomes. Results are reviewed by leadership and shared transparently with employees.

10. Responsibilities

• Senior leadership: champions equality as a business priority and allocates resources accordingly.
• HR team: implements and monitors equality policies and provides guidance to managers.
• All managers: apply this Plan consistently in day-to-day management decisions.
• All employees: treat colleagues with respect and dignity, and report any behaviour that contravenes this Plan.

11. Review

This Equality Plan is reviewed at least every four (4) years, or sooner if significant changes in the organisation or applicable legislation require it. Employees and their representatives are consulted as part of any review process.

12. Contact

For questions, concerns, or to make a report relating to equality at Dcycle:

Human Resources – The Wake Up Movement, S.L. (trading as Dcycle) Email: people@dcycle.io · Website: dcycle.io