As a matter of principle, you should mobilise all stakeholders of your organisation in developing and implementing a gender equality plan (GEP). Their involvement, which can be direct or indirect (depending on the stakeholder profile), will create a sense of belonging that will help overcome challenges and resistance throughout the process. In this way, your GEP will represent the diverse needs of and situations in the different areas of your organisation (e.g. faculties, departments, disciplines, funding programmes) and promote bottom-up processes (i.e. activities are proposed and implemented not only at the top of the organisation, but also by employees or departments)