PXE International Gender Equality Plan

Adopted: September 2026 Responsible Officer: President and Chief Executive Officer Review cycle: At least every two years

1. Purpose and Commitment

PXE International is committed to gender equality in its governance, employment practices, research activities, partnerships, and engagement with the PXE community.

This Gender Equality Plan (GEP) establishes the organization’s framework for promoting gender equality, identifying and addressing gender-related disparities, and integrating consideration of sex and gender into organizational and research activities where relevant.

PXE International will implement this Plan in a manner proportionate to the size, structure, and activities of the organization. Responsibility for gender equality is integrated into organizational governance rather than assigned to a separate administrative unit.

This Plan is adopted by PXE International’s leadership, made publicly available on the organization’s website, and reviewed at least every two years.

2. Dedicated Resources and Responsibility for Gender Equality

The President and Chief Executive Officer has primary responsibility for implementation of the GEP, with oversight by the Board of Directors.

PXE International will designate appropriate staff responsibility and devote staff time and, when necessary, financial resources or external expertise to implementation of the Plan.

Responsibilities include:

collecting and reviewing relevant sex- and/or gender-disaggregated organizational data; monitoring gender representation in employment, governance, recruitment, advancement, and organizational decision-making; organizing or providing access to gender-equality and gender-bias awareness activities; considering the sex and gender dimensions of research supported, sponsored, conducted, or coordinated by PXE International; maintaining appropriate mechanisms for addressing discrimination, gender-based violence, and sexual harassment; and reviewing and updating the GEP and documenting actions taken under it. 3. Data Collection, Monitoring, and Reporting

PXE International will collect and review sex- and/or gender-disaggregated data, as appropriate and consistent with privacy and data-protection requirements, concerning its personnel and organizational leadership.

Indicators may include:

composition of the Board of Directors; employees and other organizational personnel; recruitment, appointment, promotion, and leadership roles; participation in organizational decision-making; and leadership and participation in research activities where these data are relevant and available.

These indicators will be reviewed at least every two years. Findings and any actions arising from the review will be documented and reported to organizational leadership.

Because PXE International is a small organization, some categories may contain very small numbers of individuals. Data will therefore be reported in a manner that protects individual privacy and avoids disclosure of personally identifiable information.

4. Training and Awareness

PXE International will provide or facilitate periodic awareness and training activities concerning gender equality for staff and organizational decision-makers, including members of the Board of Directors as appropriate.

Topics may include:

gender equality and nondiscrimination; unconscious and implicit gender bias; inclusive recruitment, selection, and decision-making; prevention of sexual harassment and other forms of gender-based violence; respectful workplace and organizational practices; and consideration of sex and gender in research design, analysis, interpretation, and reporting.

Training may be provided internally or through appropriate external resources. PXE International will maintain documentation of relevant training or awareness activities.

5. Work-Life Balance and Organizational Culture

PXE International seeks to maintain an organizational culture in which individuals of all genders can participate fully and equitably.

Employment and organizational practices will take reasonable account of work-life balance, including caregiving responsibilities, pregnancy, parental responsibilities, and other circumstances that can disproportionately affect participation or career progression.

Where compatible with organizational responsibilities, PXE International may use flexible scheduling, remote participation, remote work, and other flexible working arrangements.

Gender, pregnancy, parental status, or caregiving responsibilities will not be used as a basis for disadvantaging an individual in employment, leadership, professional development, or organizational participation.

6. Gender Balance in Leadership and Decision-Making

PXE International supports equitable opportunities for participation in leadership and decision-making.

When selecting Board members, organizational leaders, advisors, committee members, investigators, speakers, and others participating in significant organizational decision-making, PXE International will seek broad and equitable participation.

Gender representation will be considered together with the expertise, experience, qualifications, and perspectives required for the relevant role.

Representation in leadership and decision-making will be reviewed as part of the organization’s periodic GEP monitoring. Where substantial imbalance is identified, PXE International will consider appropriate measures to broaden recruitment and participation.

7. Gender Equality in Recruitment and Career Progression

PXE International is committed to equitable recruitment, employment, compensation, professional development, and advancement.

Recruitment and selection decisions will be based on the qualifications and requirements relevant to the position and will not discriminate on the basis of sex, gender, gender identity or expression, pregnancy, parental status, or other protected characteristics.

PXE International will periodically consider whether recruitment language, selection practices, compensation, access to professional development, or opportunities for leadership and advancement create or perpetuate gender disparities.

Where disparities or barriers are identified, the organization will consider appropriate corrective measures.

8. Integration of the Gender Dimension into Research

PXE International recognizes that sex and gender may influence health, disease manifestations, access to care, research participation, outcomes, and the interpretation of research findings.

For research that PXE International sponsors, conducts, coordinates, or substantially supports, investigators will be expected to consider whether sex and/or gender are scientifically relevant to:

study design; eligibility criteria; recruitment and retention; data collection; outcome measurement; planned subgroup or stratified analyses; interpretation of results; and reporting and dissemination.

Sex and gender variables will be incorporated when scientifically relevant rather than as a mechanical requirement unrelated to the research question. Where sample size and study design permit, potential differences by sex or gender should be evaluated and reported appropriately.

PXE International will also seek equitable opportunities for participation in research regardless of gender unless scientifically or ethically justified eligibility criteria require otherwise.

9. Measures Against Gender-Based Violence, Including Sexual Harassment

PXE International does not tolerate sexual harassment, gender-based harassment, gender-based violence, retaliation, or other conduct that creates an intimidating, hostile, degrading, humiliating, or offensive environment on the basis of sex or gender.

This principle applies to organizational workplaces, governance activities, research activities, meetings, conferences, electronic communications, online activities, and other activities conducted under the auspices of PXE International.

Concerns may be reported to the President and Chief Executive Officer or, when the concern involves that individual or when otherwise appropriate, to a member or officer of the Board of Directors.

Reports will be addressed promptly and as confidentially as reasonably possible. Retaliation against an individual for raising a concern in good faith or participating in an inquiry is prohibited.

PXE International may obtain external professional assistance when necessary to ensure that concerns are evaluated and addressed appropriately.

10. Objectives, Indicators, and Review

At least every two years, PXE International will review implementation of this GEP. The review will include, as applicable:

sex- and/or gender-disaggregated personnel and leadership data; gender representation in governance and organizational decision-making; recruitment and career-progression practices; gender-equality and bias-awareness activities undertaken during the review period; any identified barriers to equitable participation; implementation of measures concerning sexual harassment and gender-based violence; and consideration of sex and gender in relevant research activities.

The review will document findings, actions taken, and priorities for the subsequent review period. Where monitoring identifies a material disparity or barrier, PXE International will consider appropriate actions and, where useful, measurable objectives for addressing it.

11. Publication, Accountability, and Revision

This Gender Equality Plan is a public institutional document of PXE International.

The President and Chief Executive Officer is responsible for ensuring its implementation. The Board of Directors provides organizational oversight.

The Plan will be reviewed at least every two years and revised when necessary in response to monitoring findings, organizational changes, research developments, or applicable requirements.

The current GEP will be made publicly accessible through the PXE International website.

Approved and adopted for PXE International September 2026