OpenSky Network Gender Equality Plan

OpenSky Network is a globally recognized, open-source aviation data association. We believe that a diverse, equitable, and inclusive environment is essential for innovation, safety, and the sustainable growth of our network.

This Gender Equality Plan (GEP) outlines our official commitment to fostering equality. It is designed to be highly pragmatic and effective, ensuring that we meet international standards—including Horizon Europe requirements—while maintaining our agile organizational structure and minimizing unnecessary bureaucracy.

2. Process Requirements

2.1 Dedicated Resources and Ownership

To ensure clear accountability within our streamlined operations, we have established direct leadership oversight for diversity and inclusion initiatives.

Implementation: The Chief Operating Officer (COO) is the designated officer responsible for the execution, monitoring, and annual review of this Gender Equality Plan.

2.2 Data Collection and Monitoring

To ensure we remain conscious of our organizational makeup as we scale, we maintain a secure demographic record.

Implementation: The COO will conduct an annual, confidential review of the gender distribution among our staff, association board members, and core contributors. This data will be securely documented and used to inform future recruitment and community outreach strategies.

2.3 Training and Awareness

Continuous learning is vital to maintaining an inclusive culture and preventing unconscious bias.

Implementation: OpenSky Network commits to dedicated time annually for the core team to participate in training or structured open dialogue regarding unconscious bias, inclusive communication, and social safety. We leverage high-quality, publicly available resources (such as those from the EU Commission or partner academic institutions) for these sessions.

Thematic Areas

Work-Life Balance and Organizational Culture

We recognize that rigid, traditional working hours can disproportionately affect individuals with caregiving responsibilities. Our team's well-being is paramount to our organizational success.

Policy: OpenSky Network operates on a remote-first, highly flexible, and output-based working model. Employees have the autonomy to design their own schedules to seamlessly integrate their professional duties with personal, family, and childcare responsibilities.

Recruitment and Career Progression

As OpenSky evolves, our hiring practices must be consistently fair, transparent, and designed to attract diverse talent.

Policy: All job descriptions will be screened using gender-neutral language tools prior to publication. To reach beyond our immediate networks, open positions will be actively advertised in diverse community spaces and academic forums, ensuring equal opportunity for underrepresented candidates.

Combating Gender-Based Violence and Harassment

A safe working environment is a fundamental right. OpenSky Network maintains a strict zero-tolerance policy regarding any form of harassment, discrimination, or undesirable behavior.

Reporting Mechanism: To ensure impartial handling of all concerns, any employee or community member experiencing or witnessing harassment may report the incident to the COO. Alternatively, they may report directly to a designated, independent member of the OpenSky Network Association Board. All reports will be handled with strict confidentiality and prompt action.

The Gender Dimension in Research and Community

As a prominent provider of open data for research, we have a responsibility to promote inclusivity within the broader scientific and aviation communities.

Policy: When organizing the annual OpenSky Symposium or other community events, we will actively seek and promote a diverse lineup of speakers and panelists. Furthermore, we commit to highlighting and elevating research utilizing OpenSky data that is produced by diverse groups or addresses gender and diversity dimensions within aviation and air traffic management.