Gender Equality Plan

Last updated: July 30, 2026

Fibrolamellar Cancer Foundation (FCF) Gender Equality Plan

1. Purpose: The Fibrolamellar Cancer Foundation (“FCF”) is committed to fostering an inclusive, equitable, and respectful working environment for all employees, contractors, volunteers, board members, and collaborators. FCF recognizes that diversity of perspectives strengthens our ability to advance research, support patients and families, and fulfill our mission.
   
   This Gender Equality Plan establishes FCF’s commitment to promoting equal opportunities regardless of gender and ensuring that all individuals are treated fairly and respectfully in employment, governance, and organizational activities.
   
2. Scope: This plan applies to employees, contractors and consultants, volunteers, board members, interns, and trainees.
   
3. Principles: FCF will: (1) provide equal opportunities in recruitment, hiring, compensation, promotion, and professional development; (2) maintain a workplace free from discrimination, harassment, and retaliation; (3) support work-life balance and flexible work arrangements where organizationally feasible; (4) foster an inclusive culture that values diverse experiences and perspectives; and (5) promote fair and transparent decision-making processes.
   These commitments are consistent with FCF’s Equal Employment Opportunity policy.
   
4. Recruitment and Career Development: FCF will: (1) use objective, merit-based criteria for recruitment and advancement; (2) encourage applications from qualified candidates of all genders; (3) promote equal access to professional development, training, conferences, and leadership opportunities; and (4) review hiring and advancement decisions periodically to identify and address potential bias.
   
5. Work-Life Balance: FCF recognizes the importance of supporting individuals with caregiving and family responsibilities. FCF will: (1) maintain flexible work arrangements where appropriate; (2) provide paid time off and leave benefits consistent with organizational policies; and (3) support a work environment that respects personal and family obligations.
   
6. Prevention of Harassment and Discrimination: FCF maintains a zero-tolerance approach to discrimination, harassment, bullying, and retaliation. All personnel are expected to: (1) treat one another with dignity and respect; (2) report concerns promptly; and (3) cooperate in good-faith investigations of reported concerns. Any complaint will be reviewed appropriately and confidentially to the extent possible.
   
7. Leadership and Governance: FCF will strive to maintain diversity and inclusion in board membership, advisory bodies, review committees, and scientific and programmatic leadership activities.
   
8. Monitoring and Review: The CEO (or designated representative) will oversee implementation of this plan. FCF will periodically review workforce composition, hiring practices, leadership representation, and workplace policies and procedures.
   
9. Publication: This Gender Equality Plan will be made available to FCF personnel and may be shared with sponsors, funders, and partner organizations when requested.