{"id":4815,"date":"2025-05-09T12:44:18","date_gmt":"2025-05-09T10:44:18","guid":{"rendered":"https:\/\/isaaac.tech\/?page_id=4815"},"modified":"2025-06-18T00:45:28","modified_gmt":"2025-06-17T22:45:28","slug":"governance","status":"publish","type":"page","link":"https:\/\/isaaac.tech\/es\/governance\/","title":{"rendered":"GOVERNANCE"},"content":{"rendered":"
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Gender Equality Plan (GEP) 2025-2028<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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ISAAAC Global New Generation Think Tank - Salamanca\n<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\tPolicy-Driven Strategies for Gender Balance in a Non-Profit Association in Research & Innovation.<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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I. Executive Summary<\/strong><\/p>

This 4-year plan outlines ISAAAC\u2019s commitment to gender equality through\u00a0structural reforms, inclusive policies, and cultural change<\/strong>, aligning with Horizon Europe standards despite limited financial resources. Key goals:<\/p>

  • Achieve\u00a040% women in leadership<\/strong>\u00a0by 2028<\/li>
  • Embed\u00a0gender dimension<\/strong>\u00a0in 60% of IoT\/autonomy projects<\/li>
  • Establish\u00a0zero-tolerance discrimination policies<\/strong><\/li>
  • Leverage\u00a0partnerships<\/strong> to amplify impact.<\/li><\/ul>

    II. Current Challenges (2025 Baseline)<\/strong><\/p>

    • Leadership gap<\/strong>: Women comprise only 30% of executive roles<\/li>
    • Research bias<\/strong>: 90% of autonomy algorithms lack gender analysis<\/li>
    • Attrition<\/strong>: 30% higher dropout rate for mid-career women vs. men<\/li><\/ul>

      III. Action Plan (Non-Financial Measures)<\/strong><\/p>

      1. Governance & Accountability<\/strong><\/li><\/ol>
        • Task Force<\/strong>: Volunteer-led Gender Equality Committee (quarterly reviews)<\/li>
        • Transparent Reporting<\/strong>: Public annual diversity dashboard<\/li>
        • Policy Integration<\/strong>:
          • Mandate\u00a0gender-balanced selection panels<\/strong><\/li>
          • Adopt\u00a0Horizon Europe\u2019s GEP template<\/strong>\u00a0for all grant applications<\/li><\/ul><\/li><\/ul>
            1. Career Equity<\/strong><\/li><\/ol>
              • Mentorship<\/strong>: Peer-to-peer mentoring circles (senior\/junior researchers)<\/li>
              • Promotion Pathways<\/strong>: Clear criteria for advancement (published rubric)<\/li>
              • Career Breaks<\/strong>: Formalize\u00a0“Stop the Clock”<\/strong>\u00a0for evaluations after parental leave<\/li><\/ul>
                1. Inclusive Research Practices<\/strong><\/li><\/ol>
                  • Checklists<\/strong>: Gender dimension guidelines for project design<\/li>
                  • Collaborations<\/strong>: Partner with\u00a0GEAR tool<\/strong>\u00a0for free training resources<\/li>
                  • Visibility<\/strong>: Spotlight women\u2019s research in monthly seminars<\/li><\/ul>
                    1. Workplace Culture<\/strong><\/li><\/ol>
                      • Flexibility<\/strong>: Family-friendly meeting hours (10am\u20133pm core time)<\/li>
                      • Safety<\/strong>: Anonymous reporting system for harassment (Google Forms\/Typeform)<\/li>
                      • Language<\/strong>: Adopt\u00a0EIGE\u2019s inclusive communication guidelines<\/strong><\/li><\/ul>

                        IV. Implementation Timeline<\/strong><\/p>

                        Action<\/strong><\/p><\/td>

                        2025<\/strong><\/p><\/td>

                        2026<\/strong><\/p><\/td>

                        2027<\/strong><\/p><\/td>

                        2028<\/strong><\/p><\/td><\/tr><\/thead>

                        Task Force Launch<\/p><\/td>

                        Q1<\/p><\/td>

                        \u2013<\/p><\/td>

                        \u2013<\/p><\/td>

                        \u2013<\/p><\/td><\/tr>

                        Bias Training (volunteer-led)<\/p><\/td>

                        Q2<\/p><\/td>

                        Q2<\/p><\/td>

                        Q2<\/p><\/td>

                        Q2<\/p><\/td><\/tr>

                        Mentorship Program<\/p><\/td>

                        Q3<\/p><\/td>

                        \u2013<\/p><\/td>

                        \u2013<\/p><\/td>

                        \u2013<\/p><\/td><\/tr>

                        Policy Handbook<\/p><\/td>

                        Q4<\/p><\/td>

                        \u2013<\/p><\/td>

                        Updated<\/p><\/td>

                        \u2013<\/p><\/td><\/tr>

                        Partner with GEAR<\/p><\/td>

                        \u2013<\/p><\/td>

                        Q1<\/p><\/td>

                        \u2013<\/p><\/td>

                        \u2013<\/p><\/td><\/tr>

                        Progress Report<\/p><\/td>

                        \u2013<\/p><\/td>

                        Q4<\/p><\/td>

                        Q4<\/p><\/td>

                        Q4<\/p><\/td><\/tr><\/tbody><\/table>

                        V. Monitoring & Adaptation<\/strong><\/p>

                        Success Metrics<\/strong><\/p>

                        Indicator<\/strong><\/p><\/td>

                        2025 Target<\/strong><\/p><\/td>

                        2028 Target<\/strong><\/p><\/td><\/tr><\/thead>

                        Women in PI roles<\/p><\/td>

                        22%<\/p><\/td>

                        40%<\/p><\/td><\/tr>

                        Inclusive project designs<\/p><\/td>

                        15%<\/p><\/td>

                        60%<\/p><\/td><\/tr>

                        Harassment reports resolved<\/p><\/td>

                        100%<\/p><\/td>

                        100%<\/p><\/td><\/tr><\/tbody><\/table>

                        Evaluation Methods<\/strong><\/p>

                        1. Annual Staff Survey<\/strong>\u00a0(free tools like Google Forms)<\/li>
                        2. Promotion Rate Analysis<\/strong>\u00a0(internal data tracking)<\/li>
                        3. External Peer Review<\/strong>\u00a0(partner institutions)<\/li><\/ol>

                          VI. ISAAAC\u2019S GEP COMPLIANCE WITH HORIZON EUROPE R&D PROGRAMME<\/strong><\/p>

                          By focusing on\u00a0policy reform, volunteer initiatives, and strategic partnerships<\/strong>, ISAAAC will drive gender equality\u00a0without dedicated funding<\/strong>. This living document will evolve through:<\/p>

                          • Grassroots feedback<\/strong>\u00a0from researchers<\/li>
                          • Shared resources<\/strong>\u00a0from EU networks<\/li>
                          • Continuous policy iteration<\/strong><\/li><\/ul>

                            Approval Date<\/strong>: May 9th<\/sup> 2025
                            GEP Champions<\/strong>: Ms. Madileydis P\u00e9rez Torres, Head of Office; Dra. Patricia Gonzalez Aldea, General Secretary of ISAAAC; Dr. Domingo Sanchez-Zarza, President of ISAAAC; Mr. Sergio Sesena Diego, ISAAAC Treasurer.<\/p>

                            Appendices<\/strong>:
                            A. Template for Gender Dimension in Research
                            B. GEAR Tool Implementation Guide
                            C. Sample Inclusive Language Handbook<\/p>

                            FIRST – PUBLIC DOCUMENT & INSTITUTIONAL COMMITMENT<\/strong><\/p>

                            Formal Status<\/p>

                            • Published on ISAAAC\u2019s website under “Governance Documents”<\/li>
                            • Signed by Director General [Dr. Domingo S\u00e1nchez Zarza] and Board Chair. General Secretary, Mrs. Patricia Gonzalez Aldea.<\/li>
                            • Linked to all grant applications as Appendix A<\/li><\/ul>

                              Communication Strategy<\/p>

                              • Annual all-staff GEP briefing (Q1 each year)<\/li>
                              • Dedicated intranet portal with:
                                • Progress dashboards<\/li>
                                • Policy documents<\/li>
                                • Reporting channels<\/li>
                                • Promoted in:<\/li>
                                • New hire onboarding<\/li>
                                • Partner MOUs<\/li>
                                • Research conference materials<\/li><\/ul><\/li><\/ul>

                                  Commitment Demonstration<\/p>

                                  “ISAAAC embeds gender equality as a core value across all research on autonomous systems. This GEP commits to concrete actions and accountability measures to dismantle systemic barriers.”<\/p>

                                  \u2014 [Leadership Name], [Title]<\/p>

                                  SECOND – DEDICATED RESOURCES<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                                  Governance Structure<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                                  Core Working Groups in 2025: Crime Prevention, Defence, Health, Culture, Energy, New advanced Materials, Life Sciences, Agri-Food, SSH<\/p>

                                  We will update the thinking and working groups in the annual reports adopting our ISAAAC GEP Objectives.<\/p>

                                  Human Resources<\/p>

                                  • Volunteer Champions: 1 FTE-equivalent from existing staff<\/li><\/ul>

                                    – Gender Advisor (rotating senior researcher role)<\/p>

                                    4 Departmental Liaisons<\/p>

                                    • External Support:<\/li><\/ul>

                                      – Pro bono legal review from [De la Cueva Asociados \u2013 Trusted Service Provider of ISAAAC]<\/p>

                                      – GEAR tool training via EU grants<\/p>

                                      Operational Resources<\/p>

                                      • Shared use of existing platforms:<\/li><\/ul>

                                        – HR for data collection<\/p>

                                        Zoom\/Microsoft Teams for training<\/p>

                                        Google Workspace for collaboration<\/p>

                                        \u00a0<\/p>

                                        THIRD – DATA COLLECTION & MONITORING<\/strong><\/p>

                                        Core Metrics<\/p>

                                        Indicator, Disaggregation, Collection Method, Frequency, Staff composition, Gender, career stage, HR records, Quarterly, Promotion rate, Gender, department, Promotion committees, Biannual, Research inclusion, Gender dimension in projects, Project audits, Annual, Reporting Process.<\/em><\/p>

                                        All the core metrics will be adapted to the type of activity and nature of operations of ISAAAC, such as creating thinking groups, working groups, new consortia (e.g. EU Public-Private funding) or Private Funding.<\/p>

                                        1. Data Gathering: Automated HR reports + manual project reviews<\/li>
                                        2. Analysis: Task Force sub-group identifies trends<\/li>
                                        3. Publication: Annual report with:<\/li><\/ol>

                                          – Progress vs. targets<\/p>

                                          – Case studies<\/p>

                                          – Action plan adjustments<\/p>

                                          Example Benchmark (2025 Baseline \u2192 2028 Target)<\/p>

                                          • Women PIs: 20% \u2192 40%<\/li>
                                          • Gender-sensitive projects: 12% \u2192 60%<\/li><\/ul>

                                            \u00a0<\/p>

                                            FOURTH – TRAINING & CAPACITY BUILDING<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                                            Delivery Plan<\/p>

                                            • Mandatory Modules:<\/li><\/ul>

                                              – All staff: 2hr\/year bias training<\/p>

                                              – Decision-makers: Additional 4hr\/year on equitable practices<\/p>

                                              • Format:<\/li><\/ul>

                                                – Hybrid workshops (recordings available)<\/p>

                                                – Monthly 30-min “Equity Spotlight” sessions<\/p>

                                                • Evaluation:<\/li><\/ul>

                                                  – Pre\/post assessments<\/p>

                                                  – 6-month behavior change surveys<\/p>

                                                  \u00a0<\/p>

                                                  FIFTH – THEMATIC AREAS (Horizon Europe Recommended)<\/strong><\/p>

                                                  Work-Life Balance<\/p>

                                                  • Flexible Work Charter:<\/li><\/ul>

                                                    \u2714 Core hours 10am-3pm<\/p>

                                                    \u2714 No meetings after 17:00<\/p>

                                                    \u2714 “Right to Disconnect” policy<\/p>

                                                    Leadership Parity<\/p>

                                                    • Intervention:<\/li><\/ul>

                                                      – Reserved seats for women on executive committees<\/p>

                                                      – Shadow leadership program<\/p>

                                                      • Target: 40% women in leadership by 2028<\/li><\/ul>

                                                        Career Equity<\/p>

                                                        • Blind Recruitment: Anonymous CV screening for:<\/li><\/ul>

                                                          – Researcher hires<\/p>

                                                          – Conference speaker selection<\/p>

                                                          • Promotion Rubrics: Transparent criteria published annually<\/li><\/ul>

                                                            Research Integration<\/p>

                                                            • Checklist for All Projects:<\/li><\/ul>
                                                              1. Dataset diversity analysis<\/li>
                                                              2. Gender impact assessment<\/li>
                                                              3. Bias mitigation plan<\/li><\/ol>

                                                                Anti-Harassment<\/p>

                                                                • Protocol:<\/li><\/ul>

                                                                  – Anonymous reporting form<\/p>

                                                                  – 72hr response guarantee<\/p>

                                                                  – External case review option<\/p>

                                                                  \u00a0<\/p>

                                                                  SIXTH – IMPLEMENTATION ROADMAP<\/strong><\/p>

                                                                  Phase 1: Foundation (2025)<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                                                                  Chronogram plan 2025 \u2013 Harasment protocol <\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                                                                  Phase 2-3 (2026-2028)<\/p>

                                                                  • Annual priority rotation based on monitoring data<\/li>
                                                                  • Progressive target increases every 18 months<\/li><\/ul>

                                                                    SEVENTH – COMPLIANCE STATEMENT<\/strong><\/p>

                                                                    This GEP meets all Horizon Europe requirements through:<\/p>

                                                                    1. Public Commitment: Published at [URL] since [date]<\/li>
                                                                    2. Resource Allocation: Task Force operational since Q1 2025<\/li>
                                                                    3. Data Systems: Disaggregated tracking implemented<\/li>
                                                                    4. Training Program: Launched [date] with 100% staff participation<\/li><\/ol>

                                                                      Self-Declaration Prepared: [Attachment B]<\/p>

                                                                      Gender Equality Plan (GEP) 2025-2028: Implementation Cronogram and Four-Year Strategy<\/strong>
                                                                      ISAAAC Global New Generation Think Tank – Salamanca<\/strong><\/p>

                                                                      The ISAAAC Gender Equality Plan (GEP) 2025-2028 is a structured roadmap designed to institutionalize gender equality across research, leadership, and organizational culture. Aligned with Horizon Europe standards, this 4-year plan combines\u00a0policy reform, capacity building, and systemic monitoring<\/strong>\u00a0to address existing gaps and foster an inclusive environment. Below, we detail the phased implementation cronogram and annual milestones.<\/p>

                                                                      Phase 1: Foundation (2025)<\/strong><\/p>

                                                                      Objective<\/strong>: Establish governance structures, baseline data, and foundational policies.<\/p>

                                                                      Key Actions:<\/strong><\/p>

                                                                      1. Q1 2025<\/strong>:
                                                                        • GEP Approval & Public Commitment<\/strong>: Formal adoption by the Board, publication on ISAAAC\u2019s website, and leadership sign-off.<\/li>
                                                                        • Task Force Launch<\/strong>: Volunteer-led Gender Equality Committee begins quarterly reviews.<\/li><\/ul><\/li>
                                                                        • Q2 2025<\/strong>:
                                                                          • Baseline Audit<\/strong>: Collect disaggregated data (gender, career stage, project inclusion).<\/li>
                                                                          • Bias Training Rollout<\/strong>: First mandatory workshop for all staff using free tools (e.g., GEAR resources).<\/li><\/ul><\/li>
                                                                          • Q3 2025<\/strong>:
                                                                            • Mentorship Program<\/strong>: Peer-to-peer circles pair senior\/junior researchers.<\/li>
                                                                            • Harassment Protocol<\/strong>: Anonymous reporting system (Google Forms) operationalized.<\/li><\/ul><\/li>
                                                                            • Q4 2025<\/strong>:
                                                                              • Policy Handbook<\/strong>: Release first edition with guidelines for inclusive language, promotion rubrics, and “Stop the Clock” parental leave policies.<\/li>
                                                                              • Dashboard Launch<\/strong>: Public-facing diversity metrics go live.<\/li><\/ul><\/li><\/ol>

                                                                                Challenges<\/strong>: Resource constraints (reliance on volunteer efforts); solutions include leveraging EU partnerships.<\/p>

                                                                                Phase 2: Consolidation (2026\u20132027)<\/strong><\/p>

                                                                                Objective<\/strong>: Scale initiatives, integrate gender into research, and refine targets.<\/p>

                                                                                2026 Highlights:<\/strong><\/p>

                                                                                • Q1<\/strong>: Partner with GEAR for advanced training on gender dimension in IoT\/autonomy projects.<\/li>
                                                                                • Q2<\/strong>: Second bias training cycle + leadership workshops for decision-makers.<\/li>
                                                                                • Q4<\/strong>: First annual progress report published; adjust targets based on data (e.g., revise women-in-leadership goal from 30% to 35%).<\/li><\/ul>

                                                                                  2027 Highlights:<\/strong><\/p>

                                                                                  • Policy Updates<\/strong>: Refresh handbook with lessons learned (e.g., enhance flexible work policies).<\/li>
                                                                                  • Research Integration<\/strong>: 40% of projects apply gender dimension checklists (up from 15% in 2025).<\/li>
                                                                                  • External Review<\/strong>: Partner institutions evaluate GEP efficacy.<\/li><\/ul>

                                                                                    Metrics<\/strong>:<\/p>

                                                                                    • Women in PI roles: 30% (2026) \u2192 35% (2027).<\/li>
                                                                                    • Harassment reports resolved: Sustain 100%.<\/li><\/ul>

                                                                                      Phase 3: Institutionalization (2028)<\/strong><\/p>

                                                                                      Objective<\/strong>: Embed gender equality as a core organizational value.<\/p>

                                                                                      Key Actions:<\/strong><\/p>

                                                                                      • Leadership Parity<\/strong>: Achieve 40% women in executive roles (from 30% in 2025).<\/li>
                                                                                      • Research Culture<\/strong>: 60% of projects include gender analysis (IoT\/autonomy focus).<\/li>
                                                                                      • Sustainability Plan<\/strong>: Transition Task Force to a permanent Diversity & Inclusion Office.<\/li><\/ul>

                                                                                        Final Evaluation<\/strong>:<\/p>

                                                                                        • Staff Survey<\/strong>: Measure cultural shift (e.g., 80% satisfaction with equity measures).<\/li>
                                                                                        • Horizon Europe Compliance Report<\/strong>: Document full adherence for future funding.<\/li><\/ul>

                                                                                          The ISAAAC GEP\u2019s\u00a0chronogram balances immediate actions (2025 policies) with long-term cultural change (2028 targets)<\/strong>, ensuring accountability through transparent metrics and iterative improvements. By prioritizing\u00a0non-financial measures<\/strong>\u00a0(e.g., volunteer Task Force, public dashboards) and\u00a0strategic partnerships<\/strong>\u00a0(GEAR, EU networks), the plan maximizes impact despite budget limitations.<\/p>

                                                                                          Approval<\/strong>:
                                                                                          “This GEP reflects ISAAAC\u2019s commitment to transforming gender equality from aspiration to institutional practice.”<\/em>
                                                                                          \u2014\u00a0[Dr. Domingo S\u00e1nchez Zarza], Director General<\/strong><\/p>

                                                                                          Word Count<\/strong>: ~900 (3 pages)
                                                                                          Attachments<\/strong>:<\/p>

                                                                                          1. Detailed annual work plans (2025\u20132028).<\/li>
                                                                                          2. Monitoring framework templates.<\/li>
                                                                                          3. Horizon Europe compliance checklist.<\/li><\/ol>

                                                                                            Let me know if you’d like to emphasize specific sections or add case studies!<\/p>

                                                                                            A letter for GEP approval to be signed by ISAAAC General Director<\/p>

                                                                                            [ISAAAC Letterhead]<\/strong>
                                                                                            Date:<\/strong>\u00a0
                                                                                            To:<\/strong>\u00a0ISAAAC Board to be published on ISAAAC Website under GOVERNANCE
                                                                                            Subject:<\/strong>\u00a0Official Approval of the Gender Equality Plan (GEP) 2025-2028<\/strong><\/p>

                                                                                            Dear [Recipient\/Team],<\/strong><\/p>

                                                                                            I am pleased to formally approve the\u00a0Gender Equality Plan (GEP) 2025-2028<\/strong>\u00a0for\u00a0ISAAAC Global New Generation Think Tank<\/strong>. This document reflects our steadfast commitment to fostering an inclusive, equitable, and diverse environment in alignment with\u00a0Horizon Europe standards<\/strong>\u00a0and our institutional values.<\/p>

                                                                                            Key Commitments<\/strong><\/p>

                                                                                            1. Governance & Accountability<\/strong>: Establishment of a\u00a0Gender Equality Task Force<\/strong>\u00a0to oversee implementation and ensure transparency through annual public reporting.<\/li>
                                                                                            2. Structural Reforms<\/strong>: Adoption of gender-balanced selection panels, inclusive research practices, and policies to close leadership gaps (*40% women in leadership by 2028*).<\/li>
                                                                                            3. Cultural Change<\/strong>: Mandatory training on unconscious bias, anti-harassment protocols, and flexible work arrangements to support work-life balance.<\/li><\/ol>

                                                                                              Formal Endorsement<\/strong><\/p>

                                                                                              By signing this letter, I confirm that:<\/p>

                                                                                              • The GEP is\u00a0an official institutional policy<\/strong>, published on ISAAAC\u2019s website and linked to all grant applications.<\/li>
                                                                                              • ISAAAC will allocate\u00a0dedicated volunteer resources<\/strong>\u00a0(Task Force, Gender Advisor) and leverage partnerships (e.g., GEAR tool) for implementation.<\/li>
                                                                                              • Progress will be monitored annually via\u00a0sex-disaggregated data<\/strong>\u00a0and adjusted as needed to meet targets.<\/li><\/ul>

                                                                                                Signed,<\/strong><\/p>

                                                                                                [Dr. Domingo S\u00e1nchez Zarza]<\/strong>
                                                                                                General Director<\/strong>
                                                                                                ISAAAC Global New Generation Think Tank<\/p>

                                                                                                Date:<\/strong>\u00a0May 9th 2025
                                                                                                Location:<\/strong>\u00a0Salamanca, Spain<\/p>

                                                                                                Attachment:<\/strong><\/p>

                                                                                                • Full GEP 2025-2028 Document<\/li><\/ul>

                                                                                                  Optional Addendum for Internal Use<\/strong><\/p>

                                                                                                  For staff\/board dissemination:<\/em>
                                                                                                  “This GEP is a living document. All ISAAAC members are expected to contribute to its success through active participation in training, mentorship, and adherence to policies. Together, we can build a fairer future for research and innovation.”<\/em><\/p>

                                                                                                  ___________________________________________________<\/p>

                                                                                                  Appendices<\/p>

                                                                                                  1. Full workforce statistics (2025 baseline)<\/li>
                                                                                                  2. Horizon Europe compliance checklist<\/li>
                                                                                                  3. Training module syllabi<\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

                                                                                                    Gender Equality Plan (GEP) 2025-2028 ISAAAC Global New Generation Think Tank – Salamanca Policy-Driven Strategies for Gender Balance in a Non-Profit Association in Research & Innovation. Gender Equality Plan (GEP) 2025-2028 Official Approval of the Gender Equality Plan (GEP) 2025-2028 I. Executive Summary This 4-year plan outlines ISAAAC\u2019s commitment to gender equality through\u00a0structural reforms, inclusive […]<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-4815","page","type-page","status-publish","hentry"],"blocksy_meta":{"vertical_spacing_source":"custom","content_area_spacing":"none","styles_descriptor":{"styles":{"desktop":"","tablet":"","mobile":""},"google_fonts":[],"version":6}},"_links":{"self":[{"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/pages\/4815","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/comments?post=4815"}],"version-history":[{"count":199,"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/pages\/4815\/revisions"}],"predecessor-version":[{"id":6654,"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/pages\/4815\/revisions\/6654"}],"wp:attachment":[{"href":"https:\/\/isaaac.tech\/es\/wp-json\/wp\/v2\/media?parent=4815"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}