{"id":2814,"date":"2022-01-18T16:39:37","date_gmt":"2022-01-18T16:39:37","guid":{"rendered":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/?page_id=2814"},"modified":"2022-01-26T09:20:15","modified_gmt":"2022-01-26T09:20:15","slug":"gender-equality-plan","status":"publish","type":"page","link":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/gender-equality-plan\/","title":{"rendered":"Gender Equality Plan"},"content":{"rendered":"\n<div class=\"vf-grid | vf-grid__col-3\"><div class=\"vf-grid__col--span-2\"><!--[vf\/content]-->\n<div class=\"vf-content\">\n\n<div class=\"vf-grid | vf-grid__col-3\"><div class=\"\"><!--[vf\/content]-->\n<div class=\"vf-content\">\n\n<figure class=\"vf-figure wp-block-image size-full\"><a href=\"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-content\/uploads\/2022\/01\/220111-EDI-Gender-Equality-Plan.pdf\"><img loading=\"lazy\" decoding=\"async\" width=\"200\" height=\"275\" class=\"vf-figure__image\" src=\"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-content\/uploads\/2022\/01\/220111-EDI-Gender-Equality-Plan-cover.jpg\" alt=\"\" class=\"wp-image-2856\"\/><\/a><\/figure>\n\n<\/div>\n<\/div>\n\n\n<div class=\"vf-grid__col--span-2\"><!--[vf\/content]-->\n<div class=\"vf-content\">\n\n<p>The&nbsp;<strong>Gender Equality Plan (GEP)&nbsp;<\/strong>draws from EMBL\u2019s wider Equality, Diversity and Inclusion Strategy which envisions a more inclusive research and work culture that leverages diversity, in its broadest sense, to enhance EMBL\u2019s role as a leader in the life sciences in Europe and globally. It was developed by the EDI Office in collaboration with relevant units and departments across EMBL, through a consultative and participatory process.<\/p>\n\n\n\n<a href=\"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-content\/uploads\/2022\/01\/220111-EDI-Gender-Equality-Plan.pdf\" target=\"_blank\">\n<button class=\"vf-button vf-button--primary\">Download<\/button>\n<\/a>\n<!--\/vf-button-->\n\n\n<\/div>\n<\/div>\n<\/div>\n\n<\/div>\n<\/div>\n\n\n<div class=\"\"><!--[vf\/content]-->\n<div class=\"vf-content\">\n\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"template-title-left-aligned.php","meta":{"_acf_changed":false,"footnotes":""},"embl_taxonomy":[],"class_list":["post-2814","page","type-page","status-publish","hentry"],"acf":[],"embl_taxonomy_terms":[],"_links":{"self":[{"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/pages\/2814","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/comments?post=2814"}],"version-history":[{"count":12,"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/pages\/2814\/revisions"}],"predecessor-version":[{"id":2990,"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/pages\/2814\/revisions\/2990"}],"wp:attachment":[{"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/media?parent=2814"}],"wp:term":[{"taxonomy":"embl_taxonomy","embeddable":true,"href":"https:\/\/www.embl.org\/about\/info\/equality-diversity\/wp-json\/wp\/v2\/embl_taxonomy?post=2814"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}