Public GEP v1.0

Gender Equality Plan

Formal commitment of KimoCashFlow B.V. (trading as Staffify) on gender equality across our workforce, hiring, product development, and ecosystem.

v1.0 Version
28 Jul 2026 Adopted
28 Jul 2028 Next review
Download signed PDF

01Scope and commitment

KimoCashFlow B.V. operates the Staffify platform, an AI voice and workflow automation product used by European small and medium enterprises. This Gender Equality Plan sets out the principles, measures, and monitoring commitments that govern how we approach gender equality across our workforce, our hiring, our product development, and our interactions with customers, partners, and the wider ecosystem.

At the time of adoption, KimoCashFlow B.V. has zero permanent employees. The founder is the sole natural person responsible for governance decisions. This GEP is written as a forward looking commitment that binds the company from the first hire onward and is designed to scale with the team.

02Four mandatory process requirements

This GEP formally meets the four minimum process requirements set by the European Commission under Horizon Europe.

01

Public GEP

Formally adopted by the sole board member and published on this page. Prior versions remain accessible under their version number.

02

Dedicated resources

Minimum EUR 500 annual budget for gender equality activities, scaling to EUR 100 per employee once headcount reaches five. Four hours per quarter of Managing Director time. External advisor pool available on demand.

03

Data collection and monitoring

Sex and gender disaggregated data on personnel from the first hire onward. Biannual internal reporting on function level, employment type, salary band, and recruitment funnel outcomes by gender.

04

Training and awareness

Onboarding module on gender equality and unconscious bias for every new hire. Annual refresher for all staff. Additional decision maker training every 24 months on inclusive recruitment and pay equity.

03Five thematic areas, concrete measures and targets

Work life balance and organisational culture

Measures
  • Flexible working hours as default, core hours 10:00 to 15:00 CET
  • Fully remote work permitted where possible
  • Parental leave: statutory Dutch entitlement plus one additional paid week for the non birthing parent regardless of gender
  • No out of hours availability expectation
Targets
  • 100 percent of employees informed of flexible entitlements at onboarding
  • 70 percent satisfaction on annual anonymous pulse survey

Gender balance in leadership and decision making

Measures
  • All shortlists for leadership roles must include at least one candidate of an underrepresented gender
  • Reposting with expanded outreach if the initial pool does not meet the mixed shortlist rule
Targets
  • Minimum 30 percent representation of an underrepresented gender in leadership by end of year two after the first leadership hire
  • 100 percent compliance with mixed shortlist rule

Recruitment and career progression

Measures
  • Job descriptions checked for gender coded language before publication
  • Structured interviews with a fixed rubric applied identically to all candidates
  • Interview panels of two or more people, mixed gender where team composition allows
  • Salary offers based on documented bands, never on prior salary of the candidate
  • Annual pay equity review starting from the fifth hire
Targets
  • At least 30 percent representation of an underrepresented gender in every applicant pool before shortlisting closes
  • Zero unexplained pay gap greater than 5 percent at the same function level after year two

Gender dimension in research and product content

Measures
  • All voice and speech models evaluated for gender bias in accuracy, false accept and false reject rates before production release
  • Training datasets audited for gender representation, minimum 30 percent per gender
  • User research and usability testing with gender balanced participant pools
  • Gender inclusive language and voice diversity across product, documentation, marketing
Targets
  • 100 percent of production ML model releases accompanied by a bias report from month 6 after adoption
  • Zero production model deployed with a documented gender based performance gap greater than 5 percentage points without a mitigation plan

Measures against gender based violence and harassment

Measures
  • Zero tolerance policy, stated in the employee handbook and referenced in every offer letter
  • Confidential reporting channel monitored by the Managing Director, and by an external ombudsperson once the company has five or more employees
  • Investigation initiated within ten working days of any report
  • Explicit no retaliation policy
Targets
  • 100 percent of employees complete the annual harassment prevention module
  • Initial response to any report within five working days, formal investigation completed within ten

04Adoption and signature

This plan was formally adopted by the sole board member of KimoCashFlow B.V. through a written resolution on the date below.

Electronically signed by
Kimo Tung
Kimo Tung, Sole director of Kimo's Holding B.V.
Acting as sole board member of KimoCashFlow B.V.
Delft, Netherlands, 28 July 2026
This constitutes a simple electronic signature within the meaning of Regulation (EU) No 910/2014 (eIDAS). The typed name above, applied with intent by the signatory named, has the same legal effect as a handwritten signature for the purposes of adopting this Gender Equality Plan on behalf of KimoCashFlow B.V.

KimoCashFlow B.V. (trading as Staffify) · KvK 88154904 · VAT NL864520980B01
Oostsingel 24, 2612HC Delft, Netherlands · info@staffifyai.com

Next scheduled review: 28 July 2028. For questions about this plan, contact the Managing Director.