Gender Equality Plan

Relevé is co-founded and led by Wynne Teeter (CEO), and is committed to gender equality as a core organizational value — not a compliance exercise. As a small technology company building tools for Europe's arts and cultural sector, we recognize that equitable, inclusive organizations produce better outcomes for the communities they serve. This Gender Equality Plan formalizes commitments we already practice and provides a framework to uphold them as we grow.

This document is published publicly and signed by top management in accordance with Horizon Europe GEP requirements.

Relevé was co-founded with equal ownership by Wynne Teeter (CEO) and Clay Teeter (CTO). Women hold co-equal founding and executive roles. We are committed to maintaining meaningful female representation at the leadership level as the organization grows.

Wynne Teeter, CEO and Co-Founder, is personally responsible for the implementation of this Gender Equality Plan. As the senior decision-maker and a woman in a leadership role, she oversees all hiring, compensation, and inclusion practices. At Relevé's current stage, GEP implementation is integrated into CEO responsibilities at no additional cost. As the organization grows and headcount increases, we commit to allocating dedicated time and, where appropriate, budget to gender equality initiatives — including external expertise if needed.

Relevé commits to collecting and maintaining sex/gender disaggregated data on all personnel, including founders, employees, contractors, and advisors. This data will be reviewed annually. Reporting will include:

• Gender breakdown by role and seniority level
• Hiring data: gender of candidates considered and selected
• Compensation review: pay equity across genders for equivalent roles
• Progress against the 40% minimum women target across all team levels

Annual GEP review findings will be documented internally and made available upon request.

Relevé commits to raising awareness of gender equality and unconscious gender bias among all staff and decision-makers. Specifically:

• All new team members will be introduced to this GEP and its commitments as part of onboarding.
• Decision-makers (founders and any future managers) will participate in at least one unconscious bias awareness session annually. This may take the form of an online course, workshop, or guided self-study using recognized resources.
• Hiring panels and processes will be reviewed for potential gender bias before each recruitment cycle.
• As the team grows, we will evaluate the need for structured external training and engage qualified trainers accordingly.

Relevé is committed to maintaining a safe, respectful working environment for all team members, collaborators, contractors, and partners. We have zero tolerance for gender-based violence, sexual harassment, or any form of discriminatory behaviour.

Specifically:

• Any form of sexual harassment, gender-based violence, or intimidation is grounds for immediate termination of employment or collaboration.
• All team members have the right to raise concerns without fear of retaliation.
• Concerns can be raised directly with either founder at hello@relevee.nl , or — where a conflict of interest exists — with an external trusted contact designated for this purpose.
• As the team grows, we commit to establishing a formal reporting mechanism and, where appropriate, engaging an independent confidential advisor (vertrouwenspersoon) in line with Dutch employment best practices.

The arts and cultural sector — Relevé's primary market — has a strong tradition of female leadership and gender diversity. We view our commitment to gender equality as both an internal organizational standard and a reflection of the values of the communities we serve. Building inclusive technology for an inclusive sector requires that our own team reflect those values.

This Gender Equality Plan has been adopted by Relevé's founding team and is effective as of March 2026. It will be reviewed and updated annually.