Dcycle

EqualityPlan

Last updated: February 2026

1. Statement of Commitment

The Wake Up Movement S.L. (trading as Dcycle) is committed to building and maintaining a workplace founded on equal opportunities, dignity, respect, and non-discrimination. We believe that diversity and inclusion are not just ethical imperatives , they are fundamental drivers of innovation, better decision-making, and long-term company success.

This Equality Plan (“Plan”) reflects our commitment to complying with Spanish Organic Law 3/2007 of 22 March on Effective Equality between Women and Men, and related regulations, while going beyond mere legal compliance to foster a genuinely inclusive culture.

2. Scope

This Plan applies to all employees, contractors, interns, and any person working at or for Dcycle, regardless of their employment type, seniority, location, or working modality.

3. Equal Treatment and Non-Discrimination

Dcycle prohibits discrimination of any kind based on:

  • Gender or gender identity
  • Age
  • Ethnicity or national origin
  • Disability
  • Religion or beliefs
  • Sexual orientation
  • Marital or family status
  • Pregnancy or maternity/paternity
  • Political opinion
  • Socioeconomic background

This prohibition applies to all aspects of employment, including recruitment, selection, compensation, promotion, training, and termination.

4. Equal Pay

Dcycle is committed to the principle of equal pay for equal work and work of equal value. Our compensation framework is structured to ensure:

  • Pay decisions are based on objective criteria including role, responsibilities, experience, skills, and performance , never on gender or any other protected characteristic.
  • Regular pay audits are conducted to identify and address any unjustified pay gaps.
  • Transparent salary bands are communicated internally to promote pay equity.

We publish our gender pay gap data annually and commit to continuous improvement.

5. Recruitment and Selection

Our recruitment processes are designed to be fair and objective:

  • Job descriptions focus on skills and competencies, avoiding language that may deter candidates from underrepresented groups.
  • Interview panels are diverse wherever possible.
  • Selection criteria are defined in advance and applied consistently.
  • We partner with organisations that promote access to technology careers for underrepresented groups.

6. Professional Development and Promotion

We are committed to ensuring equal access to professional development, training, and advancement opportunities:

  • Promotions and career progression are based solely on merit, competence, and performance.
  • Training budgets are allocated equitably across the organisation.
  • Mentoring and coaching programmes are available to all employees.
  • We actively identify and address any structural barriers to career advancement.

7. Work-Life Balance and Co-Responsibility

Dcycle promotes policies that enable all employees , regardless of gender , to balance professional and personal life:

  • Flexible working: We offer flexible hours and hybrid/remote working arrangements.
  • Parental leave: We support employees during parental leave and ensure a supportive return-to-work process.
  • Caregiver support: We accommodate the needs of employees with caregiving responsibilities.
  • Mental health: We provide access to mental health and wellbeing resources.

We encourage all employees, including fathers and non-primary caregivers, to fully exercise their legal rights to parental and family leave.

8. Dignity at Work , Harassment Prevention

Dcycle has zero tolerance for any form of harassment, including:

  • Sexual harassment: Any unwanted conduct of a sexual nature.
  • Gender-based harassment: Conduct related to a person’s gender that creates a hostile, degrading, or offensive environment.
  • Workplace bullying or mobbing: Repeated conduct intended to intimidate, offend, or harm an employee.

We have established a confidential complaints and investigation procedure. Any employee who experiences or witnesses harassment is encouraged to report it without fear of retaliation. Reports can be made to HR or via our anonymous reporting channel.

All managers and team leads receive mandatory training on harassment prevention.

9. Equality Metrics and Monitoring

We track and review the following metrics at least annually:

  • Gender distribution across all levels and departments.
  • Gender pay gap analysis by role and grade.
  • Recruitment, promotion, and turnover rates by gender.
  • Participation in training and development programmes by gender.
  • Parental and family leave uptake by gender.
  • Reports of discrimination or harassment and their outcomes.

Results are reviewed by leadership and shared transparently with employees.

10. Responsibilities

  • Senior leadership: Champions equality as a business priority and allocates resources accordingly.
  • HR team: Implements and monitors equality policies and provides guidance to managers.
  • All managers: Apply this Plan consistently in their day-to-day management decisions.
  • All employees: Treat colleagues with respect and dignity, and report any behaviour that contravenes this Plan.

11. Review

This Equality Plan will be reviewed at least every 4 years, or sooner if significant changes in the organisation or applicable legislation require it. Employees and their representatives will be consulted as part of any review process.

12. Contact

For questions, concerns, or to make a report relating to equality at Dcycle:

Human Resources , The Wake Up Movement S.L. (Dcycle) Email: people@dcycle.io Website: dcycle.io