Gender Action Plan (GAP) for ARNSTANDARD in Armenia 2023

GENDER ACTION PLAN (GAP) NATIONAL BODY FOR STANDARDS AND METROLOGY OF THE MINISTRY OF ECONOMY OF THE REPUBLIC OF ARMENIA ARMSTANDARD YEREVAN 2023

Introduction This Gender Action Plan (GAP) is a road map for gender activities adopted by the National Body for Standards and Metrology of the Ministry of Economy of Armenia (ARMSTANDARD). Its purpose is to make the activities of ARMSTANDARD more gender responsive, and to increase women s participation and influence in decision making. ARMSTANDARD is fully committed to achieving gender equality and empowering women, as well as to creating an inclusive work environment for all staff. ARMSTANDARD acknowledges Goal 5 of the Sustainable Development Goals in the United Nations 2030 Agenda for Sustainable Development, which is to achieve gender equality. This Gender Action Plan presents the National Legislation on Gender Equality, which are in force in the territory of the Republic of Armenia. This Gender Action Plan presents the results of the gender assessment, details the actions necessary for reaching the gender objectives and outcomes. This document gives timeline, owner and budget for the implementation of this GAP.

National Legislation on Gender Equality Constitution of the Republic of Armenia, adopted 06.12.2015 - General Equality before the Law (Art. 28), - Prohibition of Discrimination (Art. 29), and - Equality of Rights for Women and Men (Art. 30). Law of the Republic of Armenia "On ensuring equal rights and equal opportunities for women and men" 57-N of May 20, 2013 Law of the Republic of Armenia On approving the 2019-2023 Strategy for implementation of gender policy and action plan in the Republic of Armenia which is the main policy document related to gender equality in Armenia. 1334-L of September 19, 2019, Law of the Republic of Armenia "On establishing a council and working group on women's issues in the Republic of Armenia and approving their individual composition and the working procedure of the council on women's issues" 1740-A of November 21, 2019

Gender Assessment: Staff Profile of ArmStandard This chart shows the distribution of staff gender of ARMSTANDARD from 2019 to 2023. As mentioned, the number of women in the overall proportion has increased year by year.

Gender Assessment: Staff Profile of ArmStandard Staff Gender Distribution for now 42% 58% Staff Gender Distribution of Standardization Department 1 2 10% 90% 1 2

Gender Assessment: Staff Profile of ArmStandard Technical Experts Gender Distribution in TCs for Development of National Standards Management Gender Distribution 29% 38% 62% 71% Educational Distribution for Male Educational Distribution for Female 11% 9% 11% 12% 1% 1% 79% 76%

Target The main target is to achieve balanced representation of men and women in TCs for Development of National Standards Technical Experts Gender Distribution Desired Outcome of Technical Experts Gender Distribution in TCs 38% 45% 55% 62% Increasing the number of female by 7% during 3 years 1 2

Actions, Outputs, Action Targets and Timeline Action targets and measures Annual report, working sessions, revision collection practices and policies Actions Outputs Timeline internal surveys, Monitoring and reviewing gender balance in overall hierarchy Gender Disaggregated Data Collection Ongoing 1 The systematic monitoring should be held annually. The collected data, both qualitative and quantitative, is summarized in a report that identifies actions and opportunities for creating a gender-balanced workforce at all levels. Annual internal report is submitted of data Increasing number of female by about during 3 years in the committee works the Monitoring gender balance in national technical committees and ensuring balanced participation representation in technical committees Periodically it is planned to take effective recruitment actions and conduct inclusive meetings and training programs for TCs members. 2023-2026 2 10% and The statement on the possibility for including and participating to technical committees works is published on the official website of ARMSTANDARD raising awareness to engage stakeholders in standardization activities regardless of gender. Participation and representation in TCs work is balanced. technical Development of Gender Responsive Standards If necessary, the gender experts are engaged and assigned to the technical committees works. The standards developers and technical committee experts and participants are provided with the practical tools they need to enable them to ensure the developing standards are gender-responsive.

Actions, Outputs, Action Targets and Timeline Action targets and measures Actions Outputs Timeline Ensuring 80 % participation of employees 1. Conducting trainings, seminars and webinars on gender equality and inclusion for staff and stakeholders 2-4 gender awareness-raising workshops, trainings and seminars Employees of some sectors are regularly certified every 3 years according to the internal certification order of ARMSTANDARD. held annually Availability of skills development programs and documents (certificates of trainings and seminars) In result all staff have a basic capacity to mainstream gender equality and a precise understanding of gender and gender equality The precise understanding of the gender approach in the standards process contributes to develop more gender responsive standards. 3 Ongoing 2. Raising awareness of standards supporting gender equality (IWA 34:2021, ISO 26000, ISO/PC 337 and etc.) development Staff with increased awareness and understanding of gender equality

Actions, Outputs, Action Targets and Timeline Action targets and measures Actions Outputs Timeline Creation of Gender responsive HR system 1 Introducing the gender proportionality principle in HR HR integrates Gender into workplace policies. NSB develops HR strategies and Gender-Inclusive HR Policies to create a more balanced, diverse and inclusive organization. HR system will be more gender responsive. Company achieves gender balance at all levels of NSB by attracting and retaining a gender diverse workforce and gets greater gender balance in the standards development process. ARMSTANDARD enhances expertise with stockholders to create and deliver gender inclusivity. 2. Ensuring equal opportunities in attracting and recruiting staff. Make appointments to key hiring and mentorship roles equally Availability of HR Gender-Inclusive Policies and Strategies 3. Promoting equal opportunities for career development and progression for women and men. Creating a Safe and Inclusive Workplace Culture 4 Achieving Gender Balanced Representation 2023-2026 ARMSTANDARD achieves a more equal distribution of decision-making positions and domestic responsibilities, improves the work-life balance for both women and men to overcome gender stereotypes. ARMSTANDARD builds trusting relationships between leadership and employees on the basis of equal treatment and opportunities. 4 Ensuring gender equality in overall hierarchy and highlighting the importance of women role Aim for balance representation in leadership positions as possible 5 Increasing leadership through equal promotion

Owner and Budget The owner of this Gender Action Plan is the National Body for Standards and Metrology of the Ministry of Economy of the Republic of Armenia. Implementation of the Gender Action Plan will be guided by the following responsible divisions: Management, Standardization and Measuring Instruments Type Approval Department, Human Resources Management Department. The implementation of this Action Plan and above mentioned actions will be mostly funded by the National Body for Standards and Metrology, if possible there will also be funding within the framework of relevant international, domestic and governmental programs.* The international legal commitments endorsed by Armenia include a legal obligation and basis for Gender responsive budgeting. From 2020 Gender-responsive budgeting approach has been introduced by the Ministry of Finance of Armenia during the preparation of the budget. * The amount of budget is not mentioned because the financing programs have not yet been specified.

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