Gender Equality Plan

01 Purpose and Scope

NeumaCare is an environmental-intelligence company building sensory AI systems that support wellbeing in homes and healthcare settings. Gender equity is part of how we build our team, our product and our culture, regardless of the size of the company at any given time. This plan applies to everyone working at NeumaCare, in any role, discipline or location.

02 Objectives

• Promote gender balance across all levels, roles and disciplines — from hardware engineering to clinical design.
• Ensure equal opportunities in recruitment, promotion and professional development.
• Prevent gender-based discrimination and harassment.
• Support work-life balance and care responsibilities for all employees.
• Foster a culture of transparency, inclusion and mutual respect.

03 Governance and Monitoring

This GEP is overseen by David Sevilla, Founder & CEO, who is responsible for its implementation, for making the resources of the company available where needed, and for its periodic review. As NeumaCare grows, progress against this plan will be reviewed at least once a year and reported internally to the team, so that accountability keeps pace with the company itself.

04 Recruitment and Hiring

• Use gender-neutral language in all job postings and outbound recruitment messaging.
• Guarantee equal access to opportunities throughout the selection process, from first screening call to final offer.
• Aim for gender-balanced interview panels wherever team size allows.
• Review the gender balance of applicant pools and hires as part of each hiring round.

05 Career Development and Leadership

• Offer equal access to training, mentoring and growth opportunities regardless of gender.
• Actively encourage and support women pursuing technical leadership and management paths within NeumaCare.
• Base performance reviews and promotion decisions on transparent, objective and documented criteria.

06 Work-Life Balance and Care Responsibilities

• Support flexible working arrangements wherever the role allows.
• Encourage all employees, regardless of gender, to make full use of parental leave.
• Ensure that maternity, paternity or family-related leave never results in a penalty to role, pay or career progression.

07 Prevention of Gender-Based Violence and Harassment

• Maintain a zero-tolerance policy toward harassment or discrimination of any kind.
• Provide a confidential channel through which any team member can raise a concern.
• Ensure every member of the team understands what respectful workplace behaviour looks like, including awareness of unconscious bias.

08 Pay Equity and Transparency

• Review compensation periodically to identify and correct any gender-based pay gap.
• Keep salary bands and promotion criteria clear and accessible to the whole team.

09 Inclusive Culture and Communication

• Reflect diversity honestly in our internal communication and public-facing content.
• Avoid gender stereotyping in our marketing, product design and external representation.
• Bring a gender-aware perspective into the design of NeumaCare's sensory environments and into any clinical or user research we run, so the systems we build serve everyone they are meant to care for.

10 Actions for 2026–2027

• Add a short gender equality statement to job postings and company materials.
• Confirm David Sevilla, Founder & CEO, as the equality point of contact for informal questions or concerns, alongside his existing role as legal representative.
• Use inclusive language consistently across the website, pitch materials and social channels.
• Review NeumaCare's visual content — photography, illustrations, the website — to ensure representation stays balanced and non-stereotypical as the team and the brand grow.
• Make sure every team member is aware of their rights around parental leave and flexible working.

11 Conclusion

For NeumaCare, gender equality is not a box to check — it is part of building the kind of company, and the kind of care environments, we want to exist. As we grow from a small founding team into a larger organisation, we are committed to carrying this plan forward honestly, reviewing it as we go, and holding ourselves accountable to the culture we set out to build. Questions or concerns can be raised at any time with davidsevilla@neumacare.cat.