The Organisation for Economic Co-operation and Development (OECD) reports on studies highlighting the statistically significant relationship between companies with women in their upper ranks and companies with positive financial performance. In general, it has been observed that women’s greater engagement fosters greater credibility for institutions and more active participation in public life. Nevertheless, women are still underrepresented in leadership positions. Moreover, the gender pay gap persists, and they are often marginalised within industries and labour markets. The relative dearth of women in science, technology, engineering, and mathematics (STEM) as well as in research organisations' leadership positions is a significant political issue that EMSO ERIC is trying to face, taking the opportunity from implementing its first Gender Equality Plan (GEP). Gender equality requires all genders to access and enjoy the same opportunities. Accordingly, aligned with UN SDG 5, EMSO is strengthening its policies for more inclusive work practices to guarantee that all genders can access the same rewards, resources, and professional growth. EMSO GEP foresees an explicit budget dedicated to gender equality policies, which is needed to promote accountability and transparency in fiscal planning, increase gender responsiveness in the budget process, and promote gender equality and women’s rights. This document addresses gender issues at all organisational levels, from the governing bodies to the researchers associated with the EMSO ERIC activities in the operative groups.