CMRDI is fully committed to promoting gender equality as a core institutional value and a driver of excellence in metallurgical research, innovation, and industrial applications. This GEP is formally approved by top management and publicly available. It ensures equal opportunities, prevents gender-based discrimination, and fosters an inclusive, safe, and respectful work environment. This GEP is publicly available on the CMRDI website for all stakeholders.
A Gender Equality Officer (GEO) has been appointed to take responsibility for all GEP activities. The GEO is supported by a Gender Equality Advisory Committee, which includes researchers and administrators from different departments. Dedicated working time and administrative support are allocated to ensure effective implementation of the plan. GEP actions are integrated into the institutional quality management system and the governance of research projects to ensure systematic oversight.
• Dr. Samah Saleh Abdallah, Senior Research Administrator coordinates all GEP activities, monitors KPIs, collects sex-disaggregated data, and reports annually to the Director General.
• Members: Mrs. Naglaa Hussein, Head of Human Resources, Dr Samah Elsayed representative for minerals technology institute, Dr Fatma Abdelmoez representative for Metals Technology Institute, Dr Diaa Elrahman Ahmed representative for Advanced Materials Institute, Dr Shimaa Aboelkasem representative for Manufacturing Technology Institute. • Provides guidance, reviews progress, and recommends corrective actions.
• GEO and Committee report directly to CMRDI president, ensuring gender equality integration in strategic and operational decisions, research projects, and industrial collaborations.
Sex-disaggregated data are collected and analyzed for recruitment and retention, career progression and promotions, participation in research projects, lab leadership, industrial partnerships and access to professional training and mobility programs Annual reports assess progress and identify areas for improvement.
Regular workshops on gender equality, diversity, and inclusive leadership are conducted to raise awareness among all staff. Training sessions focus on integrating gender considerations into metallurgical research and innovation projects, ensuring that researchers apply best practices. Participation in these trainings is mandatory for all research and administrative personnel to foster a culture of inclusion and continuous professional development.
Flexible work arrangements, including teleworking where feasible, are provided to support staff in balancing professional and personal responsibilities. Parental leave and family support policies are applied to ensure employees can meet their personal and family needs. Task allocation considers personal responsibilities, and the organizational culture actively promotes respect, inclusiveness, and collaboration in all research and administrative activities.
Transparent, merit-based recruitment and promotion processes are applied to ensure fairness. Qualified female researchers are encouraged to take on leadership roles in laboratories and project management. Balanced representation is maintained in scientific committees, industrial collaboration boards, and project steering teams, reflecting CMRDI’s commitment to gender diversity in decision-making.
Objective, gender-neutral recruitment procedures are implemented to guarantee fairness. Equal access to promotions, professional development opportunities, and research funding is provided to all staff. Annual reviews of promotion and hiring outcomes are conducted to monitor gender balance and identify areas for improvement.
Sex and gender factors are considered in experimental design, materials testing, and industrial applications to ensure research inclusivity. Guidance is provided to integrate gender dimensions into all collaborative projects. Gender criteria are included in internal project evaluations to maintain consistent attention to equity in all research activities.
CMRDI implements a zero-tolerance policy for gender-based violence, harassment, and discrimination. Clear and confidential reporting mechanisms are established to protect staff and allow safe reporting of incidents. Protection against retaliation is guaranteed for all reporters, and disciplinary measures are taken for any confirmed cases.
The formal adoption of the GEP occurred in Q1 2025, establishing the GEO and Advisory Committee as operational. Data collection and monitoring are conducted annually, ensuring complete sex-disaggregated data and trend analysis. Training activities are ongoing, with the number of participants tracked to ensure at least 40% female participation. Leadership and recruitment reviews are carried out annually, aiming for at least 35% women in leadership roles. Research projects integrate gender considerations on an ongoing basis. The GEP is reviewed and updated every three years, ensuring that the plan remains publicly available and aligned with institutional priorities.