Gender Equality and Non-Discrimination Policy
By Order of the Director of the “Kyiv Region Regional Development Agency”
dated September “16,” 2026, No. 9
1. General Provisions
1.1. This Policy on Gender Equality and Non-Discrimination (hereinafter referred to as the “Policy”) of the “Kyiv Region Regional Development Agency” (hereinafter referred to as the “Agency,” KIRDA) has been developed in accordance with the Regulations on the “Kyiv Regional Development Agency,” approved by the Agency’s founders and co-founders (2022), the provisions of current Ukrainian legislation, and international standards in the field of ensuring equal rights and opportunities for women and men, as well as preventing and combating discrimination.
1.2. This Policy defines uniform approaches, principles, and mechanisms for ensuring gender equality, preventing discrimination on any grounds, and preventing and combating sexual harassment and gender-based violence in the Agency’s activities—both in internal labor relations and during the Agency’s implementation of regional development projects and programs.
1.3. This Policy is an internal regulatory document of the Agency, binding on the Director and all Agency employees, and recommended for consideration by partners, contractors, consultants, and other individuals involved in the implementation of the Agency’s projects.
1.4. The Agency views gender equality not as a “women’s issue,” but as a prerequisite for sustainable, effective, and inclusive regional development, which entails the equal participation of women, men, and individuals of diverse gender identities in the economic, social, and governance life of the region and the Agency itself.
1.5. This Policy applies to all areas of the Agency’s activities as defined by the Agency’s Regulations, including strategic planning for regional development, support for entrepreneurship and exports, investment promotion, project management, human resources, and procurement.
2. Terms and Definitions
In this Policy, the terms are used with the following meanings:
Gender equality - the equal legal status of women and men and equal opportunities to realize that status, enabling individuals of both genders to participate equally in all spheres of society.
Discrimination on the basis of sex - a situation in which a person and/or a group of persons, on the basis of sex combined with another characteristic (or characteristics), faces restrictions in the recognition, exercise, or enjoyment of rights and freedoms in any form established by the Law of Ukraine “On the Principles of Preventing and Combating Discrimination in Ukraine.”
Gender discrimination in the workplace - any distinction, exclusion, or preference based on sex during hiring, compensation, promotion, training, or termination that restricts the rights of employees.
Sexual harassment - actions of a sexual nature, whether verbal (threats, intimidation, lewd remarks) or physical (touching, patting), that humiliate or offend individuals who are in a relationship of subordination - whether in an employment, official, financial, or other context.
Gender-sensitive approach - taking into account the interests, needs, and specific life situations of women and men at all stages of the development, implementation, monitoring, and evaluation of the Agency’s decisions, programs, and projects.
Gender statistics - statistical data disaggregated by sex, as well as by other characteristics (age, place of residence, disability, socioeconomic status, etc.), that reflect gender differences in social, economic, and administrative processes.
Affirmative action - special temporary measures aimed at eliminating imbalances between the opportunities of women and men to exercise the equal rights granted to them by the Constitution and laws of Ukraine, which are not considered discriminatory.
Gender balance - an equal or nearly equal ratio of women to men among the Agency’s staff, management bodies, and advisory and collegial bodies (as a rule, representation of each gender should be at least 30–40 percent).
Gender-based violence - any act directed against individuals because of their sex, gender identity, or gender expression, which causes physical, sexual, psychological, or economic harm or suffering.
Gender Equality Officer (Gender Coordinator) - an Agency employee designated by order of the Director to implement, monitor, and coordinate the execution of this Policy.
3. Policy Objectives, Goals, and Principles
3.1. Policy Objectives
The objective of this Policy is to develop conceptual foundations and ensure the practical application of the principle of gender equality as a component of the Agency’s and the region’s sustainable development, and to create a safe, non-discriminatory, and inclusive environment for all Agency employees and partners.
3.2. Objectives of the Policy
- to incorporate a gender perspective in the formation of the Agency’s governing bodies, human resources policy, and organizational structure;
- to expand the list of statistical indicators of the Agency’s activities by gender, disaggregated by other characteristics (age, place of residence, disability, socioeconomic status, etc.);
- to reduce gender imbalance in the Agency’s workforce and governing bodies;
- to overcome gender stereotypes in the Agency’s internal and external communications;
- preventing and combating discrimination based on gender and discrimination based on multiple grounds simultaneously, and improving mechanisms to protect against such discrimination;
- preventing and combating sexual harassment, sexual exploitation, and gender-based violence;
- integrating a gender perspective into regional development projects and programs developed or supported by the Agency;
- fulfilling Ukraine’s treaty and other international obligations regarding the guarantee of equal rights and opportunities for women and men.
3.3. Principles of the Policy
- equal rights and opportunities regardless of sex, gender identity, age, disability, marital status, or other characteristics;
- non-discrimination and zero tolerance for sexual harassment and gender-based violence;
- transparency and accountability in the implementation of personnel, management, and project decisions;
- participation—involving employees of all levels and genders in the development and revision of the Policy;
- confidentiality when addressing reports of discrimination or harassment;
- evidence-based decision-making—making decisions based on gender-disaggregated data and analysis;
- sustainable development—viewing gender equality as a cross-cutting tool for achieving the region’s economic and social goals.
4. Legal Basis of the Policy
This Policy has been developed in accordance with the following laws and standards:
4.1. International Standards
- Universal Declaration of Human Rights (1948);
- Convention for the Protection of Human Rights and Fundamental Freedoms (European Convention on Human Rights);
- UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW, 1979) and its Optional Protocol;
- Beijing Declaration and Platform for Action of the Fourth World Conference on Women (1995);
- The UN Sustainable Development Goals for 2030, in particular Goal 5, “Gender Equality”;
- UN Security Council Resolution 1325, “Women, Peace, and Security” (2000), and subsequent resolutions in this series;
- The European Charter for Equality of Women and Men in Local Life (CEMR);
- The Association Agreement between Ukraine and the European Union, specifically the provisions on gender equality and non-discrimination;
- International Labor Organization Convention No. 190 on the Elimination of Violence and Harassment in the World of Work.
4.2. National Legislation
- The Constitution of Ukraine (Articles 21, 22, 24, and others);
- The Labor Code of Ukraine;
- The Law of Ukraine “On Ensuring Equal Rights and Opportunities for Women and Men”;
- The Law of Ukraine “On the Principles of Preventing and Combating Discrimination in Ukraine”;
- Law of Ukraine “On Preventing and Combating Domestic Violence”;
- Law of Ukraine “On Combating Trafficking in Persons”;
- Law of Ukraine “On the Principles of State Regional Policy”;
- Resolution of the Verkhovna Rada of Ukraine “On the Declaration on the General Principles of Ukraine’s State Policy Regarding the Family and Women”;
- Order of the Cabinet of Ministers of Ukraine “On the Approval of the State Strategy for Ensuring Equal Rights and Opportunities for Women and Men for the Period until 2030” and the action plan for its implementation;
- National Action Plan for the Implementation of UN Security Council Resolution 1325 “Women, Peace, and Security.”
4.3. Regional and Internal Documents
- Order of the Head of the Kyiv Regional State Administration “On the Approval of the Action Plan for the Implementation of UN Security Council Resolution 1325 ‘Women, Peace, and Security’ for the Period until 2025 in the Kyiv Region,” dated February 15, 2023, No. 86;
- Other regional programs and orders of the Kyiv Regional State Administration (Kyiv Regional Military Administration) and the Kyiv Regional Council in the field of ensuring equal rights and opportunities for women and men;
- Regulations on the “Kyiv Regional Development Agency,” approved by the Agency’s founders and co-founders (2022).
5. Scope of Application
5.1. This Policy applies to: the Agency Director, all full-time and part-time employees, the Director’s advisors, interns, and volunteers involved in the Agency’s activities.
5.2. The provisions of this Policy shall be taken into account when: entering into civil law contracts with individual entrepreneurs and experts; conducting public procurement of goods, works, and services; preparing, submitting for competitive selection, and implementing regional development projects; and preparing regional development strategies and plans for the recovery and development of local communities.
5.3. The Agency expects local self-government bodies, business entities, international partners, and other counterparties to adhere to the principles of this Policy within the framework of joint projects and programs.
6. Key areas for implementing the Policy
6.1. Gender-sensitive governance and representation
- applying affirmative actions to ensure balanced representation of women and men in the Agency’s leadership positions;
- incorporating a gender perspective when forming governing bodies and consultative-advisory bodies (expert councils, etc.);
- maintaining gender-disaggregated statistics regarding the Agency’s staff composition, leadership positions, and governing bodies.
6.2. Equal opportunities in employment, remuneration, and career advancement
- implementing gender-sensitive, transparent, and objective procedures for selecting personnel and contractors, and using gender-neutral language in vacancy announcements;
- ensuring equal pay for work of equal value, regardless of gender;
- ensuring equal access for women and men to professional development, job-related training, and career advancement;
- avoiding the inclusion of requirements in vacancy notices and job descriptions that directly or indirectly restrict access to a position based on gender.
6.3. Safe working environment. Prevention of gender-based discrimination, harassment, and violence
- zero tolerance for any manifestations of sexism, ageism, discrimination, sexual harassment, sexual exploitation, or coercion into providing or receiving services of a sexual nature;
- ensuring a confidential and safe complaint-filing mechanism (Section 8 of this Policy) without fear of retaliation or negative consequences for the complainant; - conducting internal investigations regarding reported incidents in accordance with the Agency’s internal procedures, and applying disciplinary measures against violators;
- informing employees about the procedure for contacting the Director or the designated gender equality officer, as well as about available state protection mechanisms (National Police, Ukrainian Parliament Commissioner for Human Rights).
6.4. Work-life balance
- implementing flexible work schedules and remote work options for employees caring for a child or a person with a disability;
- granting maternity and childcare leave in accordance with labor legislation, regardless of the gender of the caregiver;
- encouraging the equal sharing of family responsibilities between female and male employees.
6.5. Gender-sensitive communication and overcoming stereotypes
- using gender-inclusive language in official documents, job postings, public communications, and on the Agency’s web resources;
- avoiding the use of sexist imagery, language, or stereotypical views regarding the roles of women and men in the Agency’s materials;
- conducting information campaigns to raise awareness among staff and partners regarding gender equality.
6.6. Gender statistics and analysis
- collecting, consolidating, and annually analyzing data on staff, management, and beneficiaries of the Agency’s projects, disaggregated by gender and other characteristics;
- conducting gender analysis regarding the impact of regional development programs and projects on the situation of women and men prior to their approval; - inclusion of gender-sensitive indicators in the Agency’s project monitoring and evaluation system.
6.7. Training and awareness-raising
- conducting regular training sessions and educational activities for Agency staff on gender equality and the prevention of discrimination and harassment;
- incorporating gender equality topics into new employee onboarding programs;
- professional development for the designated gender equality officer.
6.8. Integrating a gender perspective into regional development projects
- taking into account the needs of women, men, and vulnerable population groups when developing regional development strategies, recovery plans, and regional development projects;
- conducting gender impact analyses of projects submitted for competitive selection involving the Agency;
- cooperating with civil society organizations, local self-government bodies, and international partners working in the field of gender equality, and refusing cooperation with those who openly or indirectly engage in sexism and discrimination.
7. Rights and obligations of parties involved in implementing the Policy
7.1. Agency Director
- approves the Policy and amendments thereto via an official order, ensures the integration of the Policy into the Agency’s day-to-day operations, and issues the orders and directives necessary for its implementation;
- appoints a designated person (coordinator) for gender equality matters from among the Agency’s staff;
- ensures the application of gender-sensitive approaches regarding the hiring and dismissal of employees and the supervision of their work;
- organizes the review of reports (complaints) concerning instances of discrimination, harassment, or gender-based violence and takes appropriate response measures;
- approves the annual report on the status of Policy implementation and ensures its publication as part of the Agency’s annual activity report.
7.2. Designated person (coordinator) for gender equality
- coordinates the implementation of the Policy and advises employees on matters of gender equality and non-discrimination;
- collects and consolidates gender-disaggregated data and prepares the annual report on the status of Policy implementation;
- receives initial reports from employees regarding Policy violations and informs the Director so that measures may be taken;
- organizes training activities on gender equality for Agency staff.
7.3. Agency employees
- adhere to the principles of this Policy in their professional activities and in their interactions with colleagues, partners, and beneficiaries of the Agency; - refrain from any acts of discrimination, sexism, harassment, or gender-based violence;
- have the right to approach the designated gender equality officer or the Director with proposals to improve the Policy and to report instances of its violation;
- have the right to protection against retaliation or any adverse consequences resulting from the good-faith submission of a report regarding a violation of this Policy.
8. Procedure for Submitting and Reviewing Appeals (Complaints)
8.1. An Agency employee who has witnessed or been subjected to discrimination, sexual harassment, or gender-based violence has the right to submit an appeal—either orally or in writing (including anonymously)—to the designated gender equality officer, their immediate supervisor, the Agency Director, or, if the appeal concerns the Director, to the Agency’s founder(s) (co-founders), in accordance with the procedure established by the Agency’s Regulations.
8.2. The appeal shall be registered and reviewed confidentially. Disclosure of information regarding the fact of the appeal and its content without the complainant's consent is prohibited, except in cases prescribed by law.
8.3. The appeal shall be reviewed within a period not exceeding 30 calendar days from the date of its registration. If necessary, the Agency Director may initiate an internal investigation involving independent experts.
8.4. Based on the results of the review, the Agency Director shall take appropriate measures, which may include: imposing disciplinary sanctions on the violator in accordance with labor laws; recommending changes to internal procedures; or referring materials to law enforcement agencies if there are indications of a criminal offense.
8.5. Retaliation, discrimination, or the application of any negative measures against a person who has reported a violation of this Policy in good faith or assisted in the review of such an appeal is prohibited.
8.6. Employees also have the right to seek protection of their rights from the National Police of Ukraine, the Ukrainian Parliament Commissioner for Human Rights, the courts, and other bodies in accordance with the law, regardless of whether the matter is being considered under the Agency’s internal procedure.
9. Monitoring, reporting, and effectiveness assessment
9.1. The person responsible for gender equality issues prepares an annual report on the status of the Policy’s implementation; this report includes gender-disaggregated staff statistics, an analysis of received inquiries (without disclosing personal data), and proposals for improving the Policy.
9.2. The report is submitted to the Agency Director, who approves it and ensures its publication (including on the Agency’s official website) as part of the Agency’s annual activity report.
9.3. The following indicators, among others, are used to assess the Policy’s effectiveness: the proportion of women and men among staff and in leadership positions at the Agency; the number and nature of inquiries received and the timeframes for their review; the number of gender equality training events conducted and the number of employees reached; and the proportion of regional development projects for which a gender analysis has been conducted.
10. Final provisions
10.1. This Policy is approved and put into effect by an order of the Agency Director.
10.2. The Policy is reviewed and updated at least once every three years, as well as in the event of legislative changes or other circumstances affecting the Agency’s activities.
10.3. Agency employees have the right to submit proposals to the Agency Director regarding amendments to this Policy.
10.4. All internal documents, rules, and procedures developed and applied by the Agency to implement this Policy must comply with current Ukrainian legislation and the principles of equal opportunities and non-discrimination on any grounds.
10.5. The Director of the Agency shall ensure that all employees acknowledge this Policy by signing (Annex 1) within 10 working days of its approval, and that newly hired employees do so on the day the employment contract is concluded.
10.6. This Policy enters into force on the day of its approval by an order of the Director of the Agency.
