Gender Equality Plan

CareSix Co., Ltd.

Gender Equality Plan (GEP)

Implementation Period: January 1, 2025 – December 31, 2027
Date of Establishment: December 30, 2024
Approved by: Sung Hoon Kim, CEO

1. Preamble and Statement on Gender Equality

CareSix Co., Ltd. (hereinafter referred to as the “Company”) is committed to fostering an organizational culture in which all employees receive equal opportunities and fair treatment regardless of gender.
Gender equality is a fundamental human rights value and a critical prerequisite for the Company’s sustainable growth and innovation.

In line with its participation in Horizon Europe, the Company has established and implemented this Gender Equality Plan (GEP).

This plan has been formally adopted with the approval of the CEO and senior management, takes effect on January 1, 2025, and is publicly available on the Company’s official website (cotons.ai) for employees and external stakeholders.

2. Company Overview and Current Gender Composition

  • Company Name: CareSix Co., Ltd.

  • Industry / Core Business: Manufacturing / Services

  • Total Employees: 15

    • Male: 12

    • Female: 3 (approximately 20%)

Based on this plan, the Company will strengthen gender equality across recruitment, promotion, and organizational operations, and will monitor gender ratios and related indicators on an annual basis.

3. GEP Governance Structure and Resources

a. Governance and Responsibilities

GEP Responsible Person

  • Position: Chief Executive Officer

  • Responsibilities:

    • Approval and overall accountability for GEP implementation

    • Allocation of resources

    • External reporting and compliance

GEP Officer

  • Position: Head of Planning Team (Female)

  • Responsibilities:

    • Development and management of detailed GEP action plans

    • Collection and analysis of gender-disaggregated data

    • Planning and execution of training and awareness activities

    • Serving as the internal and external contact point for GEP-related matters

Gender Equality Working Group

  • Composition: CEO, Head of Planning Team, and 1 representative from each team (3–5 members)

  • Responsibilities:

    • Reviewing GEP implementation at least once per year

    • Discussing key gender equality issues and proposing improvements

    • Reviewing annual (summary) progress reports

b. Resource Allocation

The Company allocates the following resources to ensure effective GEP implementation:

  • Budget and working hours for at least one annual all-employee training session

  • Planning team time for gender-disaggregated data collection and analysis

  • Budget for external training providers or consultants, if required

4. Gender-Disaggregated Data Collection and Disclosure

a. Data Collection

Once per year (during the first quarter), the Company collects and organizes gender-disaggregated statistics on the following:

  • Total number of employees (by employment type and job level)

  • Number of new hires and applicants (where feasible)

  • Promotions and changes in job assignments

  • Employee turnover

  • Participation in training and mentoring programs

b. Use and Disclosure

  • Collected data is analyzed by the Head of Planning Team and reported to the CEO and the Gender Equality Working Group.

  • Key indicators (e.g., gender distribution, recruitment and promotion data) are summarized and shared internally at least once per year.

  • Data may be used as supporting material for Horizon Europe project submissions when required.

5. Key Objectives and Policy Areas

5.1 Quantitative and Qualitative Targets

  • Workforce Composition:

    • Increase the proportion of female employees to at least 30% by the end of 2027, with proactive consideration of underrepresented genders in recruitment.

  • Management Representation:

    • Maintain or increase the proportion of women in managerial positions (team leader level and above) to at least 20%.

  • Training and Awareness:

    • Conduct at least one annual gender equality and sexual harassment prevention training session, with 90% or higher participation.

  • Organizational Culture:

    • Achieve 70% or higher positive responses to the statement “There is no gender-based discrimination” in annual employee surveys.

5.2 Gender Equality in Recruitment, Promotion, and Compensation

  • Job postings explicitly state that recruitment is conducted fairly regardless of gender, age, marital status, or similar factors.

  • Recruitment and promotion decisions are based solely on competencies, experience, and performance.

  • Questions related to gender, marital or family status, or personal life plans are strictly prohibited.

  • Where candidates have equal qualifications, priority may be given to the underrepresented gender within legal boundaries.

5.3 Work Environment and Work–Life Balance

  • Requests for flexible working arrangements due to childcare, caregiving, or health reasons are reviewed fairly regardless of gender.

  • Participation in overtime, business travel, or company gatherings is voluntary, and non-participation does not result in disadvantage.

  • Office arrangements and shared tasks are managed to avoid gender-based role assignments.

5.4 Prevention and Response to Sexual Harassment and Violence

  • The Company enforces a zero-tolerance policy toward sexual harassment and violence, including inappropriate remarks, appearance-based comments, and invasive personal questions.

Reporting and Consultation Channels:

  • Primary: Head of Planning Team (GEP Officer)

  • Secondary: CEO

  • Reports may be submitted via email, phone, or in person, with efforts made to protect anonymity when requested.

Response Procedure:

  1. Receipt of report and immediate protective measures for the affected person

  2. Investigation through interviews and fact-finding (external experts consulted if necessary)

  3. Disciplinary or personnel actions against offenders

  4. Preventive training and institutional improvements

All stages strictly prohibit secondary victimization, such as retaliation, rumors, or disadvantages.

5.5 Training and Awareness Activities

  • Annual training on gender equality, sexual harassment prevention, and unconscious bias

  • Introduction of the Company’s gender equality principles and GEP during onboarding and management orientation programs

5.6 Gender Dimension in Research and Development

  • For all R&D projects, including Horizon Europe, the relevance of a gender perspective in research topics, subjects, and data analysis is reviewed in advance.

  • Where applicable, gender considerations are explicitly addressed in project proposals and implementation plans, with external expert consultation if needed.

6. Monitoring, Evaluation, and Updates

  • The Gender Equality Working Group reviews the following annually (Q4):

    • Gender-disaggregated data and trends

    • Gender balance in recruitment, promotion, and evaluation

    • Training implementation and participation rates

    • Reports and handling of discrimination or harassment cases

  • Findings are summarized in an annual report submitted to the CEO and shared internally as appropriate.

  • The GEP is comprehensively reviewed every three years and may be updated in response to organizational changes, legal requirements, or Horizon Europe guidelines.

7. Approval and Implementation

This Gender Equality Plan has been established following review and approval by the CEO and senior management.

  • Date of Establishment: July 30, 2025

  • Effective Date: August 1, 2025

Chief Executive Officer:
Sung Hoon Kim