Gender Equality Plan (GEP) is a strategic framework aimed at promoting gender equality within an organisation, typically with a focus on research institutions and higher education establishments. The European Commission recognises and encourages the implementation of GEPs as a means to address and rectify gender imbalances among staff within these institutions. The adoption of GEPs has become a requirement for eligibility to receive funding through programs like the Horizon Europe Research Framework.

The primary objectives of a Gender Equality Plan are as follows:
1.  Impact Assessments/Audits: GEPs involve conducting assessments or audits of existing procedures and practices within the organisation to identify gender biases and inequalities. These assessments help in understanding how gender-related issues manifest within the institution’s policies, processes, and practices.
2.  Correcting Gender Bias: Based on the findings of the impact assessments, GEPs aim to implement innovative strategies that counteract gender biases and promote a more balanced and equitable environment. These strategies may involve changes to
recruitment practices, career advancement opportunities, work-life balance policies, and more.
3.  Monitoring and Evaluation Evaluation: GEPs establish objectives and processes for monitoring progress towards gender equality. This is typically done through the use of indicators and metrics that track the representation of genders across various roles and levels within the organisation. Regular evaluation helps to assess the effectiveness of implemented measures and make necessary adjustments.


UDL System, NGO, is deeply committed to promoting gender equality as a core part of its values and mission and empowering individuals of all genders to achieve their full potential. This Gender Equality Plan outlines our strategy and actions to create an inclusive and equitable environment for a diverse and thriving community within the organisation by providing opportunities regardless of nationality, race, gender, or sexual orientation, as well as to contribute to broader societal change, which aligns with the principles of social justice, inclusion, and equality.

UDL System recognises the importance of its staff and network members, and prioritises their well-being and potential. Gender equality is considered crucial for removing barriers stemming from biases and unfair practices.

Dedicated Resources:

UDL System allocates specific human resources and gender expertise to implement the Gender Equality Plan, ensure its integration into the organisation's daily operations and culture, and regularly review and update the plan based on feedback and evolving organisational needs.

Data Collection and Monitoring:

·         Sex/Gender Disaggregated Data: Regular collection of sex/gender-disaggregated data on personnel, including recruitment, promotions, and training.

·         Data Analysis: Conduct a thorough gender analysis of the organisation to identify existing disparities in terms of gender representation, pay gaps, and opportunities for advancement.

·         Annual Reporting: Publish an annual report based on indicators, showcasing progress, challenges, and areas for improvement in gender equality. This report is shared with all stakeholders and is easily accessible on the organization's website.


·         Awareness Raising: Conduct regular awareness sessions for all staff, emphasising the importance of gender equality, diversity, and inclusion.

·         Training for Decision-Makers: Provide specialised training for managers and decision-makers on recognising and addressing unconscious gender biases. This training aims to promote fair decision-making processes.


The Gender Equality Plan outlined herein serves two primary objectives:

  • first, to apprise the current gender equality landscape within the organisation;
  • second, to chart a strategic path for its enhancement over the forthcoming three years, complete with well-defined objectives and fitting actions.

This document includes concrete measures designed to promote a culture of gender equality and inclusion in four strategic areas:

  1.     Work-life balance and organisational culture
  2.     Gender balance in leadership, decision-making, recruitment, and career progression
  3.     Integrating the gender dimension into research, training, and capacity-building events
  4.     Combating gender bias, discrimination, and harassment

These measures are intended to foster a respectful environment that values diversity and actively combats all forms of discrimination, stereotypes, and bias, and reduces gender inequality.

Areas to be Covered and Addressed:

1. Work-Life Balance and Organisational Culture:

  •           Introduce flexible work policies, including remote work options and flexible hours.
  •           Promote family-friendly policies, including parental leave and childcare support.
  •           Foster an inclusive organisational culture that supports work-life balance for all genders.

2. Gender Balance in Leadership, Decision-Making, Recruitment, and Career Progression:

  •           Set targets for gender representation in leadership positions to ensure gender balance in leadership positions and decision-making bodies.
  •           Implement training programs for leaders and managers on unconscious bias, diversity and inclusion, and gender sensitivity
  •           Implement mentorship programs to support career advancement for women and other underrepresented genders.
  •           Develop and implement transparent and fair, gender-sensitive recruitment processes, addressing biases in job descriptions and interviews.
  •           Establish policies to ensure equal opportunities for career development, promotions, and professional growth for all genders.
  •           Promote transparency in salary structures and ensure equal pay for equal work.

3. Integrating the Gender Dimension into Research, Training, and Capacity-Building Events:

  •           Encourage research projects that address gender-related issues and contribute to gender equality.
  •           Integrate gender-sensitive content into educational materials and curricula.
  •           Provide gender-sensitive training for all staff to promote awareness and understanding of gender issues.
  •           Collaborate with local communities to address gender-based issues and promote equality.
  •           Support initiatives that empower women and marginalised genders in the wider community.

4. Combating Gender Bias, Discrimination, and Harassment:

  •           Implement a zero-tolerance policy for gender-based violence, discrimination and harassment.
  •           Establish clear reporting mechanisms and provide support for victims.
  •           Ensure the use of gender-inclusive language in all organisational communications.
  •           Promote diverse representation in external communications and events.


UDL System is dedicated to creating an inclusive and equitable environment for all genders. This Gender Equality Plan outlines concrete measures and targets to address various aspects of gender equality, ensuring a sustained commitment to fostering diversity and inclusivity within the organisation. By implementing this Gender Equality Plan, we aim to create a workplace where everyone, regardless of gender, can thrive and contribute to the organization's mission. Together, we strive to be a catalyst for positive change in the broader community and beyond. Regular monitoring and reporting will guide continuous improvement, making UDL System a beacon for gender equality in its sector.

Signed on March 1, 2023.

Ihor Katernyak,  Chairman of the Board

Regulations on Gender Eequality

  1. Constitution of Ukraine
  2. Labour Code of Ukraine
  3. UN Convention on the Elimination of All Forms of Discrimination against Women CEDAW
  4. Universal Declaration of Human Rights
  5. European Convention for the Protection of Human Rights and Fundamental Freedoms
  6. Beijing Declaration, adopted at the Fourth World Conference on Women on September 15, 1995
  7. European Charter of Equality
  8. Council of Europe’s Gender Equality Strategy for 2018-2023
  9. The Law of Ukraine On Ensuring Equal Rights and Opportunities for Women and Men of September 8, 2005, No. 2866-IV
  10. Concluding observations on the eighth periodic report of Ukraine
  11. Law of Ukraine On the Principles of Preventing and Combating Discrimination in Ukraine of September 6, 2012 No. 5207-VI
  12. Law of Ukraine on Preventing and Combating Domestic Violence No. 2229-VIII
  13. Law of Ukraine On Ratification of the Council of Europe Convention on Preventing and Combating Violence against Women and Domestic Violence of June 20, 2022 No. 2319-IX)
  14. The State Strategy for Ensuring Equal Rights and Opportunities for Women and Men until 2030, the Operational Plan for the Implementation of the State Strategy for Ensuring Equal Rights and Opportunities for Women and Men
  15. National Human Rights Strategy (Decree of the President of Ukraine of March 24, 2021, No. 1192021)
  16. Resolution of the Cabinet of Ministers of Ukraine of October 9, 2020 No. 930 “Some issues of ensuring equal rights and opportunities for women and men”
  17. Resolution of the Cabinet of Ministers of Ukraine of June 07, 2017 No. 390 “On the Government Commissioner for Gender Policy”
  18. National Action Plan for the Implementation of UN Security Council Resolution 1325 on Women, Peace and Security until 2025 (CMU Resolution No. 1544-p of October 28, 2020)
  19. Issues of data collection for monitoring gender equality (Order of the Cabinet of Ministers of Ukraine No. 1517-p of December 2, 2020).
  20. Concept of communication in the field of gender equality (Order of the Cabinet of Ministers of Ukraine No. 1128-p of September 16, 2020)
  21. Order of the Cabinet of Ministers of Ukraine of June 23, 2021, No. 756-r “On Approval of the Action Plan for the Implementation of the National Human Rights Strategy for 2021-2023”
Last modified: Thursday, 7 March 2024, 12:09 AM