1. Preamble and purpose
Goalscape Software GmbH develops software for visual goal and project planning. Our users are spread across boundaries of age, language and culture, and work in very different settings — from education to the corporate world.
A product meant to serve that diversity is best built in a company that takes diversity seriously itself. Until now we have treated diversity and respectful conduct as self-evident, lived practice. With this charter we set that practice down in writing for the first time, name who is responsible for it, and thereby make it something that can be checked.
This charter follows the substance of the Germany-wide "Charta der Vielfalt" initiative and at the same time sets out our policy on equality between women and men.
2. Scope
This charter applies to Goalscape Software GmbH as a whole: to the management, to all employees, and — where it can sensibly be transferred — to freelancers and contractors. It applies at every stage of employment (job advertisement, selection, hiring, pay, development, termination) and in our work with customers and partners.
The legal framework consists in particular of Article 3 of the German Basic Law, the General Equal Treatment Act (AGG), the Charter of Fundamental Rights of the European Union, and the UN Convention on the Rights of Persons with Disabilities.
3. What we mean by diversity
We refer to the following dimensions of diversity:
- age
- ethnic origin and nationality
- gender and gender identity
- physical and mental abilities
- religion and belief
- sexual orientation
- social background
We do not regard these characteristics as something to be tolerated despite their difference, but as a source of differing perspectives that makes our product development better.
4. Our commitments
Goalscape Software GmbH commits to:
4.1 Maintaining a company culture shaped by respect and appreciation.
Discrimination, harassment and disparagement — including in subtle form, including when meant as a joke — have no place here. The management expressly takes on a role-model function in this.
4.2 Running personnel processes free of prejudice.
Job advertisements are worded gender-neutrally and name only genuinely necessary requirements. Selection decisions are made on professional suitability. Applications from people with a migration background, from people with disabilities, and from people who are underrepresented in the software industry are expressly welcome.
4.3 Actively supporting the balance between work and private life.
Location-independent and mobile working is standard here. Working hours can be arranged flexibly in agreement with the team. Part-time models are possible in every role, including positions carrying responsibility. Our own time-tracking and project-planning tools support that flexibility.
4.4 Reflecting diversity in our product.
We develop Goalscape to be accessible to as many people as possible — among other things through multilingual localisation of the application and through attention to usability and low-barrier design.
4.5 Involving our employees.
This charter is made known to all employees and forms part of the onboarding of new team members. Suggestions for developing it further are expressly welcome.
4.6 Reporting on what we do.
From five permanent employees onwards, we report internally each year on the state of implementation. We publish this charter on our website.
5. Policy on equality between women and men
As a small company in an industry with a structurally low proportion of women, we see a particular need to act here. We commit specifically to:
5.1 Access to technical fields of work.
For newly filled positions in development and technology, female applicants are given preference where suitability, capability and professional performance are equal, for as long as women are underrepresented in the company or in the relevant field of work.
5.2 Equal pay.
Pay is determined by role, qualification and experience — not by negotiating skill and not by gender. The management reviews the pay structure annually for gender-related differences (likewise from five employees onwards).
5.3 Leadership and responsibility.
When filling roles carrying responsibility we take care to give balanced consideration, and we support the development of women on the team.
6. Responsibilities and complaints procedure
Responsibility for implementing this charter lies with the management. The contact person for questions and observations regarding diversity and equality is the Managing Director, Marcus Baur.
Employees who feel disadvantaged or harassed may lodge a complaint under § 13 AGG — either with the contact person named above or directly with the management. Complaints are treated confidentially, examined promptly and answered. No disadvantage may arise from making a complaint.
As a small company we additionally name the state or federal Anti-Discrimination Agency (Antidiskriminierungsstelle) as a point of contact for cases where an internal route does not appear appropriate.
7. Review and revision
The management reviews this charter once a year for currency and effectiveness, and adapts it where the legal situation, the size of the company or operational practice require it. Changes are published on this page; the version published here is the applicable one at any given time.
Version: August 2026