Statement of Commitment ProCoders is committed to building a workplace where every team member has equal opportunities to grow, contribute, and succeed — regardless of gender. We recognise that the technology industry faces significant gender imbalances, and we take this challenge seriously: not through performative targets, but through consistent, documented practices embedded in how we hire, pay, promote, and support our people.This Gender Equality Policy applies to all employees and contractors across our operations and is reviewed annually. Our Current Situation ProCoders currently employs approximately 100 professionals across engineering, design, project management, sales, and operations. GenderEmployee ShareMen~80%Women~20% This distribution reflects a broader pattern across the software development industry. While we do not set artificial demographic targets, we actively work to ensure that the underrepresentation of women in tech is not amplified by our own processes — and that every person who joins ProCoders does so on the basis of their skills and potential alone. What We Do & Where We Are Heading At ProCoders, gender equality is not a future aspiration — much of it is already our everyday practice. This section reflects both what we have in place today and what we continue to strengthen. Merit-based, gender-blind hiring We hire based on skills, experience, and fit for the role. Gender plays no part in our selection decisions. Our recruitment process is led primarily by women: female recruiters and a female Head of HR. Technical interviews may involve engineers of any gender, but the overall hiring process is coordinated and owned by our women-led HR team. No gender-based pay gap Compensation at ProCoders is determined by role requirements, market conditions at the time of hire, candidate expectations, and the urgency of the position for our clients. Employees in the same role may earn different amounts — but these differences reflect individual negotiation and market factors, not gender. We conduct internal reviews to confirm that gender is not a driver of pay outcomes. Transparent promotion and career criteria We have established clear, documented criteria for career advancement that apply equally across the team. Promotions and senior roles are awarded based on demonstrated performance and capability — not tenure, seniority by title, or any personal characteristic. Accessible reporting and safe culture We maintain an Anti-Harassment and Anti-Discrimination Policy that is accessible to all staff. Team members can raise concerns — including anonymously — directly with our HR team. We take all reports seriously and act on them. Ongoing commitments We commit to: continuing annual internal pay equity reviews; ensuring equal access to training, professional development, and conferences for all employees; maintaining inclusive language across job postings, internal communications, and client-facing materials; and delivering regular inclusion awareness for managers and HR. Areas of Action Recruitment & Hiring All job postings use gender-neutral language — we do not specify or imply a preferred gender for any role Our recruiting team actively sources candidates from communities and platforms that reach underrepresented groups in tech The recruitment process is led by our HR team, the majority of whom are women Career Development & Pay Equity Transparent, criteria-based frameworks govern promotions across all departments Annual compensation reviews include a gender equity lens to confirm pay differences are driven by market and performance factors, not gender All employees have equal access to training budgets, conferences, and professional development opportunities A mentorship approach is in place to support career progression for team members across all levels Work–Life Balance All ProCoders employees work fully remotely with flexible schedules — this applies equally to everyone on the team We support parental leave for all genders in accordance with applicable legislation Workplace Culture & Inclusion Our Anti-Harassment and Anti-Discrimination Policy is documented and accessible to all staff Confidential reporting channels are available — team members can raise concerns anonymously with HR Inclusive language standards apply to internal communications, job postings, and external-facing materials Inclusion awareness is incorporated into onboarding and ongoing manager training Responsibility & Implementation The HR Lead / People Manager at ProCoders is responsible for the implementation, monitoring, and annual review of this Gender Equality Plan. This role has dedicated capacity to carry out GEP-related activities and report progress to company leadership. This plan is formally endorsed by the CEO. Monitoring & Reporting We collect and review gender-disaggregated workforce data annually, covering headcount by role level, new hires, departures, promotions, and compensation. This page is updated each year to reflect current figures and any changes to our practices. Contact Kseniya Pavichenko Head of HR, ProCoders ksu@procoders.tech