Equality policy

With the signing of the association agreement with the European Union, Ukraine has undertaken a number of commitments under the laws and regulations of integration for businesses. The main purpose of these innovations is to bring Ukrainian legal system in line with EU standards. Odym of these blocks is the prohibition of discrimination at work.

In particular, the application of the Treaty 39 Association defines six EU directives that Ukraine should integrate into national legislation within 4 years. These guidelines directed to non-discrimination and gender equality in the workplace through the implementation of a number of instruments.

To fulfill criteria for EU non-discrimination in employment experts of human rights in Ukraine was adapted Western model of combating discrimination - equality policy (a policy of non-discrimination).

Over the past decade equality policies have proven to be the most appropriate and effective tool for combating discrimination at work. Such policies have become part of the corporate culture and most Western companies are a reliable means of protecting companies from expensive legal fees. If European companies are implementing policies for decades, Ukraine has a 4 years. To help Ukrainian companies to adapt quickly, we have developed advice, compliance with which will allow you to quickly and painlessly implement a policy of equality in your company and get additional bonuses from the introduction of such a policy.

Evaluation Criteria

 

Discrimination based on sexual orientation and gender identity

Criterion 1
Does the anti-discrimination policy of the company include the clause on non-discrimination based on sexual orientation?
  • Availability of a policy of equality including strict ban of discrimination based on sexual orientation.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
15 points
Criterion 2
Does the anti-discrimination policy of the company include the clause on non-discrimination based on gender identity/expression?
  • Availability of a policy of equality including strict ban of discrimination based on gender identity / self-expression.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
15 points
Criterion 3
Is it possible for transgender people to be employed in your company?
  • Trainings for HR-manager, existing procedures and policies of the company, under which the company will take into account only the skills and professional qualities of the candidate / candidates to the position in case of the differences between his / her sex and appearance stated in the passport.
  • Providing comprehensive help and support by the company to the employee who decides to go through the change/correction of sex while working in the company.
10 points
Criterion 4
Does your corporate policy include services and activities aimed at raising awareness of LGBT and combating homophobia in the workplace?
  • Mandatory familiarization of new employees with an existing policy of equality that explicitly bans discrimination based on sexual orientation and gender identity.
  • Periodic training of personnel on the current equality policy that explicitly bans discrimination based on sexual orientation and gender identity.
  • Measures include training of personnel and clarifications on how to use policy of equality during the working process.
  • Issues of equality are integrated into the process of training staff, perhaps as part of a broad discussion of other policies of companies.
  • The company supports and helps to organize the group’s employees (internal teams), which are combined on the basis of belonging to certain vulnerable groups.
10 points
Criterion 5
Do you involve a human rights organization in the learning process or conduct these activities independently?
  • The company involves in the learning process of the staff representatives of human rights and LGBT organizations (possibly as part of wider training program)
  • The company organizes special training sessions/seminars for employees on policies of equality and invites representatives of human rights and LGBT organizations to participate.
  • The company delegates of the HR Manager (or specialist in a similar position that is responsible for the company’s policy) to the LGBT and/or human rights organizations for training on the implementation of the equality policies.
5 points
Criterion 6
Do you include the LGBT community in marketing policy, as the target consumers of your goods and services?
  • The company considers LGBT as a separate marketing group.
  • The company creates special marketing (advertising) messages targeted at the LGBT community.
10 points
Criterion 7
Does your company provide financial, informational, organizational or other support to the social, cultural, human rights or other measures focused on protection the rights of LGBT community?
  • The company supports LGBT human rights / service organizations.
  • The company supports LGBT human rights events, campaigns, including public support of LGBT rights through public communication means (Twitter, Facebook, website or other social networks).
  • Public or non-public funding of LGBT organizations or activities/projects that support LGBT human rights.
15 points
Criterion 8
Does your company’s policy include measures against
LGBT community aiming at limit of their rights?
  • Actions, offi cial position, publications in the official resources containing incitement to discrimination, homophobia or hostility towards LGBT.
  • Homophobic or transphobic statement of the CEO or another public person of the company.
-5/5 points
Criterion 9
Does your company officially express its (public) position on protection of LGBT rights?
  • The official public position of the company in support of human rights for LGBT people is posted on the official resources of the company (website, official page in social networks).
15 points
   

Rights of women in companies

Criterion 1
What is the total number of female employees?
  • Availability of policy of equal access to employment in the company and prohibition of discrimination on grounds of sex, which contеains provisions on compliance with gender balance in the company.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
 
5 points
Criterion 2
How many women employees have higher / incomplete higher/secondary special education?
  • The company employs men and women with complete/incomplete higher/secondary special education without exceptions.
  • Is higher education mandatory for employing women?
  • The company has a policy of providing employees (both women and men) having incomplete higher or vocational education with the opportunities to get a higher education during the job.
  • The company has a clear policy of non-discrimination in terms of education available for candidates of different sexes.
10 points
Criterion 3
How many female managers are responsible for making management and financial decisions?
  • The company has the policy of equal rights and opportunities and strictly prohibits discrimination on grounds of sex which contains provisions on compliance with gender balance in appointments to key positions in the company.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
  • Comparatively equal number of women and men in positions of managers responsible for making management and financial decisions.
15 points
Criterion 4
Do women get equal wages comparing to men for the same amount of work?
  • The company has the policy of equal rights and opportunities and strictly prohibits discrimination on grounds of sex which contains provisions on equal wages, additional/bonus payments for the same amount of work regardless of gender.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
 
15 points
Criterion 5
Does the company provide flexible working hours for women and men?
  • The company has the policy of equal rights and opportunities in the company and strict prohibition of discrimination on grounds of sex which contains provisions on the possibility of flexible working schedule.
  • Availability of opportunities for women and / or men to start and fi nish work earlier / later than the regular working hours.
  • Availability of opportunities to work part-time.
  • Availability of proportional calculation of remuneration and additional payments for job done on flexible schedule basis without illegal withdrawals or sanctions.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
 
15 points
Criterion 6
Does the corporate social policy include programs supporting the balance of «work — family responsibilities»?
  • Availability/lack of requirements for working in extra-time, weekends, etc. due to business need.
  • Creating the necessary conditions for combining work and family responsibilities for employees/workers including opportunities to have hot meals; to buy ready-made food; have access to household services (dry cleaning, laundry, hairdresser, etc.); the facilities for temporary care for children of preschool age, etc. as a part of infrastructure; organized transportation support for workers / employees and no restrictions for women and men to use these services.

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.

10 points
Criterion 7
Does the social medical insurance of employees of the company support the reproductive health of women/men?
  • Provision of comprehensive assistance and support for the reproductive health of employees/workers.
  • Corporate insurance provides support for the reproductive health of women and men.
  • Special programs for women/men in the company to maintain their reproductive health (regular check-up, Spa treatment, preventative maintenance etc.).
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
 
20 points
Criterion 8
Are there any specified requirements regarding age, appearance of women in the vacancy announcements?
  • The company has the policy of equal rights and opportunities and strictly prohibits discrimination on grounds of sex including provisions regarding the template of a vacancy announcement which contains no criteria of age, gender, appearance.

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.

-15/15 points
   

Rights of the people with disabilities

Criterion 1
Does your company abide by the statutory working places norm that people with disabilities would amount for 4% of the total number of employees?
  • The issue of employment of the people with disabilities and responsibility for default of the norm are stated by the law «On the basis of social protection of invalids in Ukraine» (hereinafter – the Law). According to Art. 19 of the Act, all enterprises, institutions and organizations and individuals that use hired labor are required to fulfi ll the norm for creating jobs for the people with disabilities. It is set in a 4% out of average number of staff per year, and if the company has 8 to 25 people, the rate is one workplace. Implementation of this norm is mandatory for all companies.
10 points
Criterion 2
Are there parking spaces for the people with disabilities in a distance of not more than 50 meters from the entrance to the office of your company?
  • The people with disabilities should be provided with the parking space, which is not more than 50 meters from the entrance to the office. The place has to be marked with international symbol of accessibility.
5 points
Criterion 3
Is there an entrance lobby (an entrance to the building), physically accessible for a person with visual impairment (blind person), a man in a wheelchair in your company?
Accessibility is a measure of the extent to which a product or service may be used by a people with disabilities as effectively as they are used by a man without disability.
  • Availability of an audit accessibility questionnaire. The architectural accessibility according to DBNV.2.2-17: 2006 Accessibility of houses and buildings for people with limited mobility should be provided.
  • Surrounding area.
  • The main entrance (fl at, fi rm, non-slip surface).
  • Availability of a ramp if necessary (angle 1:12, preferably 1:20).
  • Doors (the width of a doorway is at least 90 cm, the glass door should have marking on them and so on).
10 points
Criterion 4
Is your company’s building equipped  ith an elevator?
  • The elevator in the company’s premises should have specifi cations allowing a person in a wheelchair, blind, deaf people use it independently. (The free space in front of the elevator must amount for 3,15 x3.15; the elevator call button and inside buttons should be highlighted when they are pushed; there must be signs made with braille next to each button; width of opening doors must be 90 cm according to the standards and DBN).
5 points
Criterion 5
Does your company’s closet have a universal toilet cabin (the toilet cabin of 165 x 180 cm with 90 cm doors width, and handrails next to the toilet)?
  • Availability of a universal cabin of 165x180 cm with 90 cm doors width, and handrails next to the toilet.
  • Sink and hand dryer are located within the access of the disables.
  • The toilet cabin has an alarm device.
10 points
Criterion 6
Are the people with disabilities included in the marketing policy like other users/consumers?
  • Availability of marketing policy embracing the disables on an equal basis with other users / consumers.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
5 points
Criterion 7
Does the company conduct training on disability issues?
 
Procedures and training HR-manager of the company policy determining whether a company will take into account only the skills/professional qualities of a candidate/candidates for the post if he/she is a person with disabilities include:
  • Ethics of dialogue with the people with disabilities;
  • Consideration of the people with disabilities;
  • Support for the people with disabilities in emergency and the like.
Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.
10 points
Criterion 8
Have the right of the people with disabilities to fair and favorable conditions of work as the others do been realized?
  • The equality policy and anti-discrimination on grounds of disability containing a mechanism of fair and favorable working conditions for employees / workers.
  • Providing reasonable accommodation.
  • Ensuring availability of information (providing information in accessible formats).

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.

7 points
Criterion 9

Have the right of the people with disabilities to safe and healthy conditions of work as the others do been realized?

  • The equality policy and anti-discrimination on grounds of disability containing a mechanism of safe and healthy working conditions for employees / workers.
  • The inclusion of the people with disabilities into health insurance programs as the others are (if any).
  • The inclusion of the people with disabilities into thecorporate program of leisure, rest.

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.

7 points
Criterion 10

Have the right of the people with disabilities to fair and favorable conditions of work as the others do been realized? Do they have the mechanism of harassment protection and complaint satisfaction?

  • Availability of equality policy in the company and a clear prohibition of discrimination on grounds of disability which contains a protection from harassment, and complaint satisfaction of a worker / employee.

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.

6 points
Criterion 11
Are there adaptation programs for new employees (internal corporate rules of integration of a newcomer into workflow)?
 
  • Availability of support of the people with disabilities in the workplace during the adaptation period (if any programs for all employees). Procedures and training HR-anager of the company policy, staff training on tolerant attitude to the workers with disabilities and adaptation mechanism of one to the rhythm of work.

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.

15 points
Criterion 12

Does the director / manager demonstrate leadershipon equality policy in employment?

  • Availability of equality policy in the company and a clear prohibition of discrimination on grounds of disability, which includes hiring procedure that takes into account only the skills/professional qualities of a candidate for the post if he she is person with disabilities.

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable.

10 points
   

 

img-content

With the signing of the association agreement with the European Union, Ukraine has undertaken a number of commitments under the laws and regulations of integration for businesses. The main purpose of these innovations is to bring Ukrainian legal system in line with EU standards. Odym of these blocks is the prohibition of discrimination at work.