Ukraine Corporate Equality Index 2016

UKRAINIAN CORPORATE EQUALITY INDEX 2016 Rating of business without discrimination in the work place

Ukrainian Corporate Equality Index is a national survey of corporate policies, rules and private companiesâ&#x20AC;&#x2122; practices regarding antidiscrimination in the workplace and support for equality and diversity in business. The survey studies non-discrimination on the basis of gender, disability, sexual orientation and gender identity. Ukrainian Corporate Equality Index is initiated by the All-Ukrainian Charitable Organization FULCRUM and is implemented in partnership with the NGO Womenâ&#x20AC;&#x2122;s Consortium of Ukraine, the NGO National Assembly of people with Disabilities of Ukraine and supported by the Coalition for Combating Discrimination in Ukraine, the International Renaissance Foundation, and with informational support of the corporation LIGA: ZAKON.

All intellectual rights for the publication are reserved and protected by law. The Ukrainian Corporate Equality Index has been compiled by the AUCO FULCRUM based on their own experience, the EU Directives, the practice of US corporations, and including subjective criteria. The opinions and evaluation judgments are the exclusive position of authors of the publication and do not reflect the official position of the ICF Renaissance or any other company or organization.

CONTENT PREFACE..........................................................................................................................................................................................................................................................................4 ะ NDEX-2016 IN NUMBERS...........................................................................................................................................................................................................................................5 EQUALITY POLICY LAUNCH.......................................................................................................................................................................................................................................6 WHY IS THE PARTICIPATION IN THE UKRAINIAN CORPORATE EQUALITY INDEX IS AN ADVANTAGE FOR THE COMPANY?...............................................................10 EQUALITY POLICY LAUNCH ADVANTAGES ............................................................................................................................................................................................................11 EVALUATION METHODOLOGY OF COMPANIES' EQUALITY POLICIES.............................................................................................................................................................12 WHAT THE EQUALITY POLICY BASED IS ON...........................................................................................................................................................................................................13 INDEX CRITERIA BLOCK ON EQUAL RIGHTS OF MEN AND WOMEN IN THE WORK PLACE.........................................................................................................................14 INDEX CRITERIA BLOCK ON ANTI-DISCRIMINATION BASED ON SEXUAL ORIENTATION AND GENDER IDENTITY...............................................................................15 INDEX CRITERIA BLOCK ON HUMAN RIGHTS PROVISION FOR PEOPLE WITH DISABILITIES......................................................................................................................16 STAFF AUDIT AND PERSONNEL SURVEY.................................................................................................................................................................................................................17 INDEX PARTICIPANTS...................................................................................................................................................................................................................................................18 AUะกHAN RETAIL UKRAINE: OUR VALUES ARE TRUST, PARTNERSHIP, DEVELOPMENT AND RESPECT.....................................................................................................20 EY UKRAINE: PROFESSIONAL ACTIVITIES, COMPETENCE LEVEL AND ADDITIONAL EFFORTS - THE ONLY FACTORS THAT MATTER...............................................23 LUSH: TOLERANCE AND EQUALITY FOR ALL IS ONE OF THE PRINCIPLES OF WORK...................................................................................................................................26 PARTICIPANT OF THE CORPORATE EQUQLITY INDEX 2016................................................................................................................................................................................26 TEMPLATEMONSTER....................................................................................................................................................................................................................................................27 PARTICIPANT OF THE CORPORATE EQUQLITY INDEX 2016 TOP 5 OF THE RATING BEST PLACE FOR WORK 2016..............................................................................28 TOP 3 ACCORDING TO THE SPHERES.......................................................................................................................................................................................................................29 RATING OF THE COMPANIES PARTICIPATED IN THE UKRAINIAN CORPORATE EQUALITY INDEX SURVEY IN 2016..............................................................................30 HOW TO CREATE A TOLERANT WORK PLACE........................................................................................................................................................................................................32 HR-FORUM EQUALITY POLICY IN THE WORK PLACE...........................................................................................................................................................................................34 ACKNOWLEDGEMENTS...............................................................................................................................................................................................................................................35 RESOURCES....................................................................................................................................................................................................................................................................35

PREFACE Here is the second issue of the Ukrainian Corporate Equality Index. This large-scale survey was implemented and became a reality owing to the All-Ukrainian Charitable Organization FULCRUM and its partners. Two years ago we launched the Corporate Equality Index survey in Ukraine. From a business standpoint it does little to implement projects. And in this short period of time we have already seen a significant progress in establishing the equality policy in the work place. Nowadays, our society and business are developing in conditions of radical changes and transformations. Since we are entering the era when human rights at the workplace play an important role in the interaction with customers, partners, and are an absolute standard rather than just a part of the social responsibility of enterprises. We expect a complete change of approaches in this area. Currently, the legislation prohibited discrimination based on sexual orientation and gender identity in the workplace. Also, the bill has been introduced to the Verkhovna Rada that greatly simplifies the appeal and proceeding in a discrimination allegations. General trends of reduction of number of able-bodied, young, creative population will force companies that want to be successful, to look for unconventional, innovative approaches of interaction to attract and retain valuable employees. And the Ukrainian Corporate Equality Index, incorporating the most interesting decisions of American and European business approaches, in fact, is designed to help companies in this area. Over 150 companies were involved in the current Corporate Equality Index survey. Compared with the first issue, their number has more than doubled. Among companies that participated in the survey again, the index has been improved by an average of 12 points. That is, our project motivated business to raise their standards and quality of work with personnel on antidiscrimination. So, letâ&#x20AC;&#x2122;s welcome Ukrainian Corporate Equality Index 2016 â&#x20AC;&#x201C; the index of innovative, progressive and responsible business where anti-discrimination and equal rights in the workplace and in life are not just words.

Bogdan Globa Executive Director AUCO FULCRUM

Іndex-2016УКРАЇНСЬКИЙ ІНДЕКС in numbers КОРПОРАТИВНОЇ РІВНОСТІ 2016 У ЦИФРАХ

80%

TRAININGS FOR BUSINESS

The involvement indicator of HR-managers and employees of companies, lawyers in the initiative of the Corporate Equality Index has been increased by 78% (1,000 persons).

In 2016 25 trainings were conducted for private companies on the implementation of the equality policy in the workplace.

78%

х2

74%

TARGET AUDIENCE GROWTH

HR TRAINING

Over the past year our audience has grown by 80% and now amount for more than 10 thousand people.

More than 300 HR-managers were trained on the implementation of equality policies in the workplace. Compared to last year, this figure rose by half.

65 www.cei.org.ua

INVOLVEMENT

NEW COMPANIES JOINED IN THE CORPORATE EQUALITY INDEX IN 2016 Totally 151 company took part in Ukrainian Equality Index in 2016. Among them are 10 powerful companies: EY Ukraine, «Danone», LUSH Ukraine, ManPower Ukraine, JUSC Ukraine, Hromadske radio, Auchan Ukraine, SHELL, Shokoladnitsa and the British Council Ukraine.

RESULTS IMPROVEMENT It should be noted that 74% of companies that participated in the Ukrainian Corporate Equality Index in 2014 improved their results twice.

IN 2016 STATE INSTITUTIONS AND COMPANIES JOINED IN THE INDEX FOR THE FIRST TIME. They are the Ministry of Economic Development and Trade of Ukraine, Ministry of Health and Ukrzaliznitsia

Equality Policy Launch

With the signing of the association agreement with the European Union, Ukraine has undertaken a number of commitments to integration of laws and regulations for business. The main purpose of these innovations is to bring the Ukrainian legal system in line with the EU standards. One of the important unit is the prohibition of discrimination in employment. In particular, Apendix 39 of the Association Agreement defines six Directives of the EU that Ukraine should integrate into its national legislation within four years. These guidelines aimed at banning discrimination and gender equality implementation in the workplace through a number of instruments. To fulfill the EU criteria of anti-discrimination in employment, experts of human rights in Ukraine have adapted the Western model of combating discrimination â&#x20AC;&#x201C; the equality policy (anti-discrimination policy). Over the past decade, the equality policy has established itself as the most appropriate and most effective tool for combating discrimination in employment. This policy became part of the corporate culture of most Western companies and a reliable means of protecting companies from expensive legal fees. If European companies are implementing the policy for decades, Ukraine has only four years. In order to help Ukrainian companies to adapt quickly, we have developed the tips that will help quickly implement the equality policy and get extra bonuses. GLOSSARY Discrimination is the situation when the person and / or group of persons based on race, color, political, religious and other beliefs, sex, age, disability, sexual orientation, ethnic or social origin, citizenship, family and property status, place of residence, speech, communication or other features that have been, are and can be real or implied, is undergoing restriction in recognition, realization or exercitation of rights and freedoms in any form, except when such a restriction has a legitimate, objectively reasonable goal, and its achievement methods are appropriate and necessary. Positive actions are special temporary measures that have legitimate, objectively reasonable goal aimed at removing legal or

actual inequalities in opportunities for individuals and / or groups of persons on an equal grounds to realize the rights and freedoms provided by the Constitution and laws of Ukraine. The equality policy is a set of rules and decisions aimed at prohibiting discrimination and creating equal opportunities in employment. The process of implementing the equality policy involves several stages, depending on the characteristics of the organizational structure, responsibilities, staffing and other factors. We recommend the implementation process would be divided into the following phases: 1. Preparatory phase includes determining the center of decisionmaking; 2. Development of the equality policy is a legal scheme and procedure; 3. Approval of internal regulations; 4. Integration into the system of training. PREPARATORY STAGE At this stage it is necessary to assign responsibilities to persons and to identify a decision making center. In particular, basing on the organizational structure, itâ&#x20AC;&#x2122;s necessary to find answers to the following question: under whose jurisdiction the approval of the equality policy is. This may be the board of directors, CEO, HRmanager, head of the legal department, head quarters (in case of an international corporation). Who will be responsible for the implementation of this policy: HR-manager, supervisor or directly the legal department? What authority will examine conflicts with the employee? That is, who enters into the body that will consider complaints of an employee in case of discrimination by colleagues or supervisor? To whom should the employee personally address with a statement of discrimination? To simplify this process, you can make answers schematically.

EQUALITY POLICY DEVELOPMENT At this point, you need to determine with the help of what document (or a group of documents), the company will implement the prohibition of discrimination. In particular, such documents may include:

SUPERVISOR conﬁrmed the equality policy

СONCILIATION COMMITTEE considers complaints of employees

HR-MANAGER EMPLOYEE

LAWYER

implements it in the inner corporate rules and procedures

is responsible for implementation of the equality policy

•

Regulation «On the equality politics / anti-discrimination»;

•

Regulations;

•

A separate section in the internal equality politics;

•

A separate section in the collective agreement;

•

Section in the corporate policy.

This choice depends on the particular company’s practices and a set of documents regulating the relationship between the company and employees (the workforce). It should be noted that it is important that these provisions were available to all employees, contained a clear and transparent procedure and were implemented in the internal training system. Your choice will depend on many factors, including the complexity of your organizational structure (number of employees, a common office or regional branches, availability of HR-manager or service, or lack thereof, etc.). We recommend you to use our special module «Acceptance of anti-discrimination policy» at www.cei.org. ua. This module is designed to help you create the equality policy, given the characteristics of your company. After four easy steps, you will obtain a sample of the policy in the format: .docx ready for approval.

While developing a policy of equality, we recommend you would pay attention to the following components: A list of signs is the special list that specifies on what grounds discrimination is prohibited in the company. The list may be closed (there is the definite list of signs on a certain number of points) and open (it contains the phrase «and other signs» which means banning discrimination on any grounds of otherness). Obligations of an employer and employee. We should note that discrimination and harassment may be at the levels of: «employer – employee» and «employee – employee.» The principles of conduct. We should take into consideration that «discrimination» is a rather general concept and includes the following subtypes: oppression, persecution, incitement to discrimination, harassment and others. The specially authorized body is a body or an authorized person, to whom the employee experienced the discrimination (oppression, persecution, harassment) may appeal. If you do not have experience in developing such a policy, we recommend that you would use the module «Acceptance of anti-discrimination policy» on the website www.cei.org.ua and generate «Regulations on prohibiting discrimination in the workplace.» These regulations were developed based on the best practices of western companies and adapted to the Ukrainian context taking into account the recommendations of the EU 2000/78 / EC of 27.11.2000. Approval of the internal regulations After the equality policy development, it must be adopted and integrated into the overall system of internal regulations of the company. This policy is signed by a person responsible for the corporate policy, large companies also adopt it at HR-department.

In most cases, companies create a special unit on the corporate website and inform future job seekers (aplicantes) on the current anti-discrimination system , place the list of signs of prohibited discrimination and even a possible positive discrimination (for example, special quotas for people with disabilities or women). The public notification on the existing anti-discrimination policy has several advantages: •

It generates a modern, civilized and European view of the company. As shown by special studies, companies that have the policy easier attract young, progressive and creative workers.

•

It increases the loyalty of employees. The feeling of security is one of the key aspects of productive workers.

•

It allows you to discover new marketing markets.

Integrating into the training system The adoption of the equality policy is no guarantee for combating discrimination in the working group. For all bonuses and benefits of the equality policy implemention, it is necessary to inform employees about the policy and teach them how to use this tool. We encourage you to use the section «Teaching Materials» on the site www.cei. org.ua that contains a typical training for personnel on combating discrimination and related video tutorials, interactive tests to check knowledge of staff that will transform learning into a fun game. During the training, it’s necessary to give workers information on the following issues: 1. General information about discrimination (terms, types), background. 2. Why is discrimination a negative phenomenon, and how can it affect different minority groups? (Women, people with disabilities, sexual minorities).

3. The system of protection of workers against discrimination in your company. 4. Regulations governing this issue. Most companies include appropriate training in the overall system of education as one of the modules of the corporate policy and combating discrimination is worked out at educational trainings annually. After having followed these four simple steps, you integrate the system of anti-discrimination. This does not guarantee that you will get rid of discrimination as a phenomenon, but the implementation of the policy of equality has a number of pros: •

Your employees will be loyal to the company and appreciate their workplace;

•

You will easier attract young and creative workers with modern outlooks;

•

Your team will get kinder and the atmosphere will get friendlier;

•

Your costs and risks of conflicts on the basis of discrimination will be significantly lower;

•

You can qualitatively differ from your competitors, attract new customers and even target groups;

•

You can favorably be competitive on the European market and discover the cooperation with European companies and consumers.

Stay a modern company, introduce the equality policy!

Why is the participation in the Ukrainian Corporate Equality Index is an advantage for the company?

The Ukrainian Corporate Equality Index was created as a roadmap for the business of implementing EU requirements on anti-discrimination. According to the Association Agreement with the EU since 2017 all private companies will have been required to have a policy of prohibition and combating discrimination. The Index criteria help companies not only to fulfill the obligation of preventing and combating discrimination in the workplace, but also become more attractive and flexible labor market as well as for targets of consumers.

WHY IS THE PARTICIPATION IN THE UKRAINIAN CORPORATE EQUALITY INDEX IS AN ADVANTAGE FOR THE COMPANY? LEADERS OF THE INDEX REPLY.

Dariia Kiriiatska, Auchan Ukraine, «As of Auchan Retail Ukraine, I want to note that the core values of the company are trust, partnership, development and respect. We are working according to our Ethics Charter which spelled out the policy of equality in a separate paragraph. So to participate in the Corporate Equality Index for us, first and foremost, means being able to get external evaluation of our business. As well as it is an opportunity to show the public, community, that business can and should be antidiscriminative and we really promote divercity and equality in the workplace.»

Kateryna Tytarchuk, British Council Ukraine, «Regarding the British Council, the policy of equality stems from values: respect for people and mutual understanding. This policy has always existed, it is our internal anti-discrimination legislation, which prohibits any kind of discrimination or prejudice against people. We also talk about diversity. We appreciate the differences between people, so you can get more benefits.»

Maryna Zakhariina, EY Ukraine, “Equal opportunities enhance the involvement of employees which results in staff turnover reduction and improves company financial indicators.»

Equality Policy Launch Advantages

AT THE STATE LEGISLATIVE LEVEL: - To comply with the requirements of the current legislation and the EU standards

AT THE COMPANY LEVEL:

- To decrease staﬀ turnover - To increase a ﬂow of talented and creative employees - To increase productivity and company’s income - To focus on new target groups of customers - To increase the brand awareness - To demonstrate leadership qualities to competitors

AT THE LEVEL OF EMPLOYEES: - To create a friendly atmosphere for all in a team.

Evaluation methodology of companies' equality policies

The Ukrainian Corporate Equality Index (hereinafter – Index) consists of four information blocks: 1. General information about the company. 2. Information about protection against gender discrimination. 3. Information about protection against disability discrimination. 4. Information about protection against discrimination on the basis of sexual orientation and gender identity. The first block contains issues on general information about companies, the number of employees, and capital origin (Ukrainian or international). The Index evaluates companies’ policy by the groups of workers, who often face discrimination in the workplace based on three signs: sex, disability, sexual orientation and gender identity. The second block highlights the criteria for companies’ policy on prohibition discrimination based on sex and applies equal opportunities for both men and women in the workplace.

The maximum score every company can get in each section of criteria is 100 points. Every section includes a different number of criteria that have different quantity of points, depending on a priority of a certain criterion (more detailed in the section Index Criteria). The final assessment of a company is the total number of points for each section divided by the quantity of sections. The companies having obtained more than 50 points for 3 blocks totally will be published on the official web-site of the Index in section (www.cei.org.ua/) Best Place for Work and will be included into the printed publication. The aim of the Ukrainian Corporate Equality Index is a motivation of companies that work in Ukraine to implement equality policy and promote the issue of prohibition discrimination in a workplace according to the European standards. During the development of the Index criteria, the best European and international standards on issues of discrimination prohibition were integrated: •

EU Council Directive № 2000/78/EC of 27.11.2000 (obligations of Ukrainian companies as part of the association agreement with the EU);

•

The forth block relates to protection against discrimination on the basis of sexual orientation and gender identity.

EU Council Directive № 2004/113/EC (obligations of Ukrainian companies as part of the association agreement with the EU);

•

Corporate Equality Index, HRC (USA);

The Index contains a list of evaluation criteria for each group:

•

Top-100 employers according to Stownwall (England).

The third block embraces questions on creating conditions for disabled people in a workplace including the issue of applying reasonable accommodation and implementing the universal design principles by the company.

•

Gender discrimination (6 criteria)

•

Disability (8 criteria)

•

Sexual orientation and gender identity (6 criteria)

What the equality policy based is on

Professional organizations’ criteria: • Cooperation with NGOs; • Diversity support in the workplace; • Warning of oppression and sexual harassment in the workplace; • Regular staff training on preventing and combating discrimination; • Public equality policy.

EU Council Directive № 2000/78/EC: • Obligation of the employer to create conditions without: direct discrimination, indirect discrimination and oppression; • Obligation of employer to provide reasonable accommodation; • Providing transference of the burden of proof.

The Law of Ukraine On Principles of Prevention and Counteracting Discrimination in Ukraine, in particular, concerns prohibition of discrimination in employment, promotion, dismissal, providing exemptions, bonuses and benefits.

EU COUNCIL DIRECTIVE № 2004/113/EC: • Obligation of the employer to create equal social and economic labor conditions for men and women; • Provision of avoiding differences in treatment to men and women in a workplace; • The principle of equal ratio of men and women in a professional sector and employment sector.

Article 24 of the Constitution of Ukraine provides that citizens have equal constitutional rights and freedoms and are equal before the law. There can be no privileges or restrictions based on race, skin color, political, religious and other beliefs, sex, ethnic or social origin, property, residence, language or other characteristics.

The Labor Code of Ukraine maintains equality of labor rights of Ukrainian citizens, in particular, Article 2-1 additionally prohibits discrimination based on: sexual orientation, gender identity, participation in the strikes, an appeal or intention to appeal to court, suspicion or HIV-infection, providing support to employees in protecting their rights and the like.

INDEX CRITERIA

BLOCK ON EQUAL RIGHTS OF MEN AND WOMEN IN THE WORK PLACE

Criterion 1

Equal opportunities of a career growth for women and men.

15 points

Criterion 4

Availability of policy of equal career growth opportunities for women and men and provisions on compliance with gender balance in the company.

Are there women among company managers or responsible for making management and financial decisions?

15 points

Policy and any other internal regulations (provisions, code, collective agreement, etc.) and established practice are acceptable. Criterion 5

Availability of gender balance in assigning to key positions of the company.

Do women and men get equal wages for the same amount of work? Availability of equal wages or additional bonus payments for the same amount of work regardless of gender. Policy and any other internal regulations (provisions, code, collective agreement, etc.) and established practice are acceptable.

Is there an opportunity for combining work and family responsibilities?

20 points

Lack of requirements for working in extratime, weekends, etc. due to organizational/ business need.

Policy and any other internal regulations (provisions, code, collective agreement, etc.) and established practice are acceptable. Criterion 3

15 points

Availability of making up working schedules individually for employees with family obligations.

Policy, any other internal regulations (rules, collective agreement, etc.) and established practice are acceptable. Criterion 2

Does the company provide an individual approach to employment for employees with family obligations (part time or distance work ) ?

20 points

Policy and any other internal regulations (provisions, code, collective agreement, etc.) and established practice are acceptable. Criterion 6

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.

Yes -15 points No +15 points

Policy and any other internal regulations (rules, collective agreement, etc.) are acceptable. Totally 100 points

INDEX CRITERIA

BLOCK ON ANTIDISCRIMINATION BASED ON SEXUAL ORIENTATION AND GENDER IDENTITY

Criterion 1

30 Does the anti-discrimination policy of points the company include the clause on nondiscrimination based on sexual orientation and gender identity?

Criterion 4

Both the policy and established practice are acceptable.

Policy and any other internal regulations (provisions, code, collective agreement, etc.) are acceptable. Is it possible for transgender people to be employed in your company?

Criterion 5 10 points

Mandatory familiarization of new employees with direct ban of discrimination based on sexual orientation and gender identity in the work place. Periodic training of personnel on the current equality policy of the company. Both the policy and established practice are acceptable.

15 points

Public or non-public funding of LGBT organizations or activities / projects that support LGBT human rights.

Policy and any other internal regulations (provisions, code, collective agreement, etc.) are acceptable. Does your company include services and activities aimed at raising awareness of LGBT and combating homophobia in the workplace?

Does your company provide financial or other support to the organization of events focused on protection of the rights of LGBT community? The supports of LGBT human rights events, campaigns, including public support of LGBT rights through public communication means (the official company website or social networks).

Provision of procedure and trainings for HRmanager on the policy 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.

Criterion 3

15 points

Does the company create special marketing (advertising) messages targeted at the LGBT community considering it as a certain target group?

Availability of the equality policy in the company or strict ban of discrimination based on sexual orientation and gender identity.

Criterion 2

Do you include the LGBT community in the company marketing policy, as the target consumers of your goods and services?

Both the policy and established practice are acceptable. 15 points

Criterion 6

Does your company have the official public position on protection of LGBT rights placed on the official company resources?

15 points

Availability of the official public position of the company in support of human rights for LGBT people posted on the official resources of the company (website, official pages in social networks). Both the policy and established practice are acceptable. Totally 100 points

INDEX CRITERIA BLOCK ON HUMAN RIGHTS PROVISION FOR 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?

10 points

Criterion 4

Criterion 3

Yes +5 Are there parking spaces for people with points disabilities in a distance of not more than 50 meters from the entrance to the office of your No- 5 company? points The disabled 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. 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 disabled as effectively as they are used by a man without disability. • Availability of a 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 (flat, firm, 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).

15 points

The elevator in the company’s premises should have specifications allowing a person in a wheelchair, blind, deaf people can use it independently. (The free space in front of the elevator must amount for 3,15 x3.15; the elevator call button and an inside button 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).

According to Art. 19 of the Act of Ukraine «On the basis of social protection of invalids in Ukraine». Criterion 2

Is your company’s building equipped with an elevator?

Criterion 5

10 points

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)?

10 points

• Availability of a universal cabin of 165 x 180 cm with 90 cm doors width, and handrails next to the toilet. • Sink and hand dryer are located within the access of people with disabilities. • The toilet cabin has an alarm device. Criterion 6

Are 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.) and the established practice are acceptable.

15 points

Criterion 7

Have the right of people with disabilites to 20 fair and favorable conditions of work as the points other do been realized? Policy and any other internal regulations (rules, collective agreement, etc.) and the established practice are acceptable.

Criterion 8

Are there adaptation programs for new employees (internal corporate rules of integration of a newcomer into workflow)?

15 points

Availability of support of people with disabilities in the workplace during the adaptation period (if any programs for all employees). Procedures and training of HR-manager on the company policy, staff training on tolerant attitude to workers with disabilities and adaptation mechanism of one to the rhythm of work. Policy and any other internal regulations (rules, collective agreement, etc.) and the established practice are acceptable.

STAFF AUDIT AND PERSONNEL SURVEY

Companies participating in the survey are invited to pass HR audit criteria for compliance with the Corporate Equality Index. The staff audit is a special interview with a HR-manager when the HR names real mechanisms and instruments that the company is implementing to prevent discrimination. As a result of the staff audit, the company gets extra points, and leaders by the number of points obtain special honorary title «Champion». Since 2017 the anonymous testing of employees (whose results will be presented during the presentation of the CEI 2017) will be introduced which involves getting feedback on the following questions: •

How did the equality policy/ diversity influence your work?

•

Does the company adhere to high standards of combating discrimination in the workplace?

An anonymous survey of employees makes it possible to examine effectiveness of the equality policy. On the survey results, recommendations will be formed for companies to improve their internal procedures and staff training.

Totally 100 points

INDEX PARTICIPANTS

SERVICE COMPANIES

30%

21%

DISTRIBUTION COMPANIES

THE HIGHEST RATING 92 POINTS

10%

FOR THE FIRST TIME, THE SURVEY WAS PARTICIPATED BY THE PUBLIC SECTOR, BANKS, MEDIA AND CIVIL ORGANIZATIONS

NONGOVERNMENTAL ORGANIZATIONS

COMPANIES HAVE THE HIGHEST INDICATOR INQ “GENDER EQUALITY”

KHARKOV CITY EMPLOYMENT CENTER MINISTREY OF ECONOMIC DEVELOPMENT AND TRADE INSTITUTE FOR HIGHER EDUCATION NAPS OF UKRAINE UKRAINIAN BANK TRUST HROMADSKE RADIO UKRAINIAN HELSINKE HUMAN RIGHTS UNION CO UNION GOLDEN AGE OF UKRAINE LVIV AGRICULTURAL ADVICE SERVICE

COMPANIES HAVE THE HIGHEST RATING IN THE CATEGORY “SEXUAL ORIENTATION AND GENDER IDENTITY”

COMPANIES HAVE THE HIGHEST RATING IN THE CATEGORY “PEOPLE WITH DISABILITIES”

Over the past year and a half, the Ministry of Economic Development and Trade has changed significantly. We are leaders among the government authorities on staff reduction: the total quantity of functionaries was reduced by half. Moreover, we qualitatively changed our employees: nearly 80% of management staff were replaced by new experts. These are people from the private sector who have already achieved considerable success as leaders and managers. The ministry is largely attributed its success to this very new team.

MINISTRY OF ECONOMIC DEVELOPMENT AND TRADE

Why do they manage to work effectively? First of all, because they brought best practices and principles of building large successful companies in the public sector. These principles are very simple: all have equal rights and opportunities, and your success depends entirely on how well you work. This approach is not new. Successful experience of developed countries shows that community development is directly dependent on the level of openness, tolerance and social equality. It is therefore important to build our common success on our common goals and contribution that a man makes into success of the common affair regardless of lifestyle or beliefs.

PARTICIPANT OF THE CORPORATE EQUQLITY INDEX 2016

POINTS

We understand that people are the main assets of any organization. That is why the competition for key positions in the Ministry and its subordinate state enterprises is organized on open grounds. Thatâ&#x20AC;&#x2122;s why we try to create a comfortable environment for employees based on their personal needs. Equal opportunities for all, a reference to the common welfare, support and mutual assistance â&#x20AC;&#x201C; only, complying with these principles, we can build a successful country.

Maxim Nefedov, Deputy Minister on Economic Development and Trade of Ukraine

AuŃ han Retail Ukraine: Our values are trust, partnership, development and respect

Index: What values are crucial in the policy of Auchan? Auchan: Our values are trust, partnership, development and respect. We are working according to the Ethics Charter which spells out the equality policy in a separate item. As an employer, we care about our employees to feel confident and secured at their workplace, the climate and atmosphere to contribute to their selfrealization. We are interested in different profiles of candidates. We employ on the principle of inclusive recruitment assuming that the chances should be equal for all. The main thing is the competence and motivation.

and life insurance, health preventive measures, reduced price meals, uniforms, participation in domestic activities and flashmobs, actions under corporate social responsibility, and others). Non-discrimination, equal opportunities for all, inclusive recruitment, support and individual development plans for all employees, the transparency of our business, compliance with the rules of ethics, care and tolerance to customers and employees are our driving force in everyday work. We believe that corporate social responsibility (CSR) is a priority and strategic direction of the company, along with commercial success and achievements. Index: Does the Corporate culture remain constant or get adjusted over time to the company policy, political situation, capacities of the company? AuŃ han: On the one hand, we are a stable company with the European roots, our policy is sustainable and prescribed not for one day. On

Students, young professionals, men and women, people with disabilities, people of different faiths and orientations are fully operational. These criteria do not affect the recruitment of our employees. Our goal is to create the necessary conditions to all team members of Auchan, the conditions that will allow them to realize themselves at work and enjoy all the benefits provided by the company (integration training, full access to all information, health insurance

the other hand, we certainly can not speak of isolation from external factors such as: economic or political situation in the country and the standards of living of the population, and their needs.

Hewiit with the aim to guarantee 100% anonymity and confidentiality, which is essential for objective assessment of the company by its staff.

Therefore, we can say that we have a stable foundation â&#x20AC;&#x201C; our concept, vision and policy of corporate social responsibility and ethics charter which we follow bringing along new directions. For example, we recently launched the program Entrepreneurs of the future â&#x20AC;&#x201C; its goal is hiring young professionals without experience in senior positions (we have developed a program of support and career growth for young graduates allowing them to start a career in the international company on the position of a manager). We regularly review our catalog and expand educational programs and trainings, completing them with relevant information, in terms of ethics and anti-discrimination as well. Index: How does Auchan track commitment of employees and their satisfaction with the corporate policy? Auchan: Our company employs about 3,800 people in 5 cities of Ukraine. An opinion of an absolutely every employee is important to us. That is why, in addition to regular individual meetings with the manager that focus on comfort of work, boards of achievements and stimuli where employees can anonymously write about different things that concern them, we hold a large-scale survey â&#x20AC;&#x201C; Barometer twice a year, This survey involves all the employees. The main theme is the conditions and comfort of work, work issues, relations in the team, management quality, development opportunity and corporate social responsibility policy, customer-orientation, strategy and image of the company. The recent Barometer issue Satisfaction and Engagement was held in September 2016. It was organized by the outer reliable company Aon

Index: Does Auchan have the etiquette of communicating with people with disabilities? How are employees trained? Auchan: Auchan Retail Company in Ukraine has about 5.5% of people with disabilities (although the legal minimum rate is 4%). More than half of our employees with disabilities are people with hearing problems. That is why, all our stores have Surdu translators who help employees with hearing and language disabilities with an interview, at integration trainings, and, if necessary, advise them on their work. Also, among employees are those who know sign language which facilitates communication. We always produce subtitles to video clips for training and internal communications for people with hearing disabilities. Speaking of communication etiquette, the rules of etiquette are prescribed in the Ethics Charter which every employee has got on the

first day of their work. Also they are discussed during the integration trainings and individual trainings on the corporate ethics of the company. We work on the principle of inclusion â&#x20AC;&#x201C; disability is not a criterion, much less an obstacle in assessing the work quality of the employees and in communicating with them. Besides working points, the human factor is also important, the feeling of being part of a team. Our employees with disabilities actively participate in the life of the company: flashmobs, charity events, and internal competitions. We recently participated in the charity event Open Hearts Cup â&#x20AC;&#x201C; playing soccer in support of children with Down syndronom among the players participating from Auchan was an employee with hearing disabilities. This is just one of the many examples. Index: Does Auchan have a networking for workers from among the LGBT community? If not, does the company encourage employees to join in such a group? Auchan: As I said earlier, we work on the principle of inclusion â&#x20AC;&#x201C; equal chances and equal criteria for all. We do not divide people into groups based on gender, religion or sexual orientation. Our labor agreements stipulate that employees have a right to privacy, which is respected and not subjected to value judgment. So speaking of individual groups, we neither arrange them nor prevent them from forming.

Index: What is the gender equality policy in the company? Auchan: More than half of the managers positions in the company are taken by women, which resulted from objectivity in the recruitment due to the competence and motivation rather than specific policy. There are job descriptions and requirements of a vacancy on the basis of which the decisions on hiring an employee are made regardless of gender. Gender does not affect wages, career growth or other factors at work. Index: Have you noticed that your corporate culture, which includes equality policy, is an additional argument for your partner to cooperate with you? Auchan: Corporate culture is an integral part of our company. Our active position within the corporate social responsibility is positively celebrated in collaboration with our partners. More jobseekers and business partners are interested in the social aspects of the activities, positioning them on par with financial, business performance criteria and company image.

Answers are prepared and officially provided by the department of communication and CSR of Auchan Retail Ukraine

EY Ukraine: Professional Activities, Competence Level and Additional Efforts - the Only Factors That Matter

When making various administrative decisions (on the assessment of performance, improvement, revision of level of compensation etc.) we do not discriminate against staff by gender, ethnicity, religion and so on. Professional activity, level of competence and additional efforts are the only factors that matter. As an organization that recognizes and promotes diversity and tolerance, EY is a consistent supporter of anti-discrimination and takes immediate action to address any incidents. It is important that staff understand and believe that creation of development opportunities and career growth depend solely on their personal and professional qualities. The formation of the corporate culture based on the principles of diversity and equal opportunities are the key to high quality service to our customers and maintaining our leading position in the market. Photo: Maryna Zakhariina, Head of the personnel department of EY Ukraine tells about the company policy during the HR-Forum Equality Policy on the Work Place, May 24th 2016, venue â&#x20AC;&#x201C; the NSC Olimpiiskiy.

EY Ukraine is working hard to create a culture that encourages diversity and ensures equal opportunities. Diversity involves conscious and tolerant attitude to divercity in gender, age, ethnicity, religious beliefs, sexual orientation, experience, thinking, level of efficiency, etc.. Engagement (or inclusion) is the way companies provide the team with work. Simply put, it is about creating an environment where everyone feels as a valuable part of the team and able to express themselves approriately. Employees are the main asset for EY as the market leader in professional services. Therefore, the company provides personnel with equal opportunities, pays attention to the realization of their potential and increase the level of involvement. The company policy provides for equal treatment of all colleagues. The company expects all its employees adhere to the principle of equal opportunities.

EY company creates the tools that develop staff skills of tolerant attitude and show how differences of workers in the global organization can be turned into a competitive advantage. Internationally, EY provides intensive training on tolerance towards divercity, which helps to overcome cultural boundaries on a daily basis. Everyone brings their social stereotypes and cultural experience in decision making, and the situation may improve by identifying possible cases of unconscious bias. These tools also include GlobeSmartÂŽ online resource, providing business and cultural information in more than 65 countries, helping people in their daily interaction with colleagues and clients from other countries. The company provides equal career opportunities for men and women. Today 64% of our staff in Ukraine is women. 51% of middle level and 25% of senior management in the company EY in Ukraine are women. Despite the large number of women at the primary level, we have to make an effort to encourage taking up the post of a managerlevel and above. At the global and local levels, EY develops programs

that aim to provide women with the proper level of mentorship and to help achieve career goals.

•

The opportunity to study during maternity leave (certification, EY training).

We understand the difficulties that employees may face combining career and motherhood, so in 2010, we developed a special program supporting mothers (some of the activities of the program were also designed for the male parent).

•

Additional payment for the first 12 weeks of leave due to pregnancy and childbirth.

•

Additional paid leave in case of illness of a child (5 days).

•

Gifts for babies.

•

Activities for parents and children in the program Wellness (in 2012 EY won the gold award for the program in the competition «HR-Brand Award», which was conducted by the group of companies HeadHunter).

According to the survey in 2015, 78% of our women confirm that the employer provides the flexibility needed to achieve their personal and professional goals.

We have the following benefits for working mothers and fathers in EY: •

Options for flexible working hours: § a parental hour – one hour a day / five hours a week can be used at their discretion § work from home (the position of senior specialist and above) § part time.

Networking is another way that can help women to overcome barriers to success. EY Global women communities are to share experiences, successes and ideas; create opportunities for dialogue between women professionals and discuss the issues they face when building a career. The Ukrainian office established the group in Facebook – EY Ukraine Moms’ Network – for those who already have or about to become a mother and want to share useful information and take part in interesting activities. EY globally encourages and supports other communities: ethnic, LGBT, communities of staff caring for young children or seriously ill relatives, working groups for people with disabilities and so on. Another example of the practical application of the principle of equal opportunities and diversity are programs «mobility» involving getting experience in the company offices of other countries. Today, more than 100 employees of EY Ukraine are involved in these programs. These arrangements allow them to gain skills of conducting projects in emerging markets, to obtain a new cultural experience, to form a global mindset, and after returning to the home office to share

knowledge with the colleagues. EY Ukraine supports the Facebook group for program ÂŤmobilityÂť where they can share good practices and keep in touch with the office. According to the survey in 2015, 92% of our employees understands the advantage that they belong to a global organization. Creating equal and comfortable environment where every opinion is heard and participation is appreciated not only helps attract and hire the stateâ&#x20AC;&#x2122;s most talented employees, but also to establish effective cooperation within the organization. To track the levels of involvement and satisfaction of the employees in the company at the global and local levels, regular surveys of opinions of employees about working conditions, management efficiency, growth and development opportunities in the company, and so on are conducted. Based on the survey results, a strategy of changes implementation in personnel management is developed. In May 2015 80% of employees in Ukraine EY participated in the annual global survey of the Global People Survey. The main indicator that shows how employees are satisfied with working conditions and motivated to contribute to achieving the business objectives of the company, is the index of involvement, which in 2015 was 83%.

The Global People Survey contains a number of issues directly related to the strategy of diversity and equal opportunities. According to the survey of 2015, most employees of the Ukrainian office confirmed that their supervisor respects different points of view (86%), and the company provides a climate in which they feel comfortable and can be themselves (79%), and create a tolerant environment in which people of different origins and from different backgrounds can succeed (89%). The implementation strategy of diversity and equal opportunities is one of the main priorities of the company and its competitive advantage. Positive feedbacks of employees confirm that we are moving in the right direction.

Marina Zakhariina, Head of personnel department of EY Ukraine.

LUSH: tolerance and equality for all is one of the principles of work

We are working in the cosmetics industry and have customers and employees in 50 countries, they are people of all ages, skin colors, religions, occupations, and sexual orientations, so tolerance and equal rights for all is one of the principles of our company. We have not raised the question whether to implement the equality policy, we have been implementing it since the company began its functioning more than 20 years ago. The company operates by these principles today. In Ukraine we actually implemented the equality policy.

We operate in full compliance with the laws of Ukraine, pay taxes and pay official salaries. We hire professionals who meet the requirements of the vacancy. Our employees are people with disabilities, migrants from the Crimea and Donbas, lots of mothers, representatives of the LGBT community, and people of different faiths. Without adhering to the equality policy when hiring, you can really lose talented people who could bring more revenue to your business.

PARTICIPANT OF THE CORPORATE EQUQLITY INDEX 2016

POINTS

The policy of equality also helps in the retail business. After all, our customers are different people. For example, when customers are served by girls of the same age and similar appearance, it scares buyers. In our stores, sellers can be a girl with a bright colored hair and a tattoo on the body, middle-aged women without makeup and extravagant bearded men. This variety of vendors helps shoppers find someone who is closer to him/her and whom he will consult comfortably.

Olena Surgi, Deputy director of the Company, Brand Manager of LUSH in Ukraine

TEMPLATEMONSTER

What is the secret of our uniqueness? First of all, the people who work on the project: their potential, activity, indifference and the pursuit of bigger goals. Our slogan is: «Create emotions!» We always share common values and orientations. We are different, but we are a team despite any differences of color, sex or some physical characteristics. Absolutely anyone can become a member of our family and be the one who changes the picture of the whole world and the world of web-design in particular. Our team is a team of professionals focused on achieving results. We do more than design, we put our customers’ ideas to life. Due to TemplateMonster, people open their own business, create a theme community, promote their brands and ultimately earn money. TemplateMonster is a unique IT-project, born in 2002 and managed to become a leader in web-design. Currently, we have over 400 «monsters.» Our main mission is to bring joy, simplicity and ease into creating beautiful and functional sites. We are committed to every 100th site on the Internet was created on the platform of TemplateMonster.

PARTICIPANT OF THE CORPORATE EQUQLITY INDEX 2016

Nataliia Lebedeva, HR-manager

POINTS

TOP 5 OF THE RATING BEST PLACE FOR WORK 2016

MANPOWERGROUP UKRAINE

company’s headquarters are located in the UK. Today the company has about 900 branded stores worldwide. In Ukraine the company has been working since 2007 and is steadily growing.

92 points ManpowerGroup is an international leader in the development of human resources solutions, talents management and HR services. For more than 65 years ManpowerGroup Corporation is the recognized leader in the global staffing industry. Each year, thanks to the success of the 4,000 offices located in 80 countries, ManpowerGroup employs over 3.5 million people. In Ukraine, Manpower has been working since 2005 and provides staffing services to more than 70 clients. Every year we employ 400 candidates of different professions and qualifications.

BRITISH COUNCIL UKRAINE 90 points The British Council represents the United Kingdom in the international arena in the field of education, science and culture. The British Council Ukraine strengthens ties between Ukraine and the United Kingdom in the fields of arts, English language learning, higher education and society development. The Ukrainian Council provides opportunities to get an education in English for professional and personal development, and to take examinations and tests to obtain British certificates.

LUSH UKRAINE 90 points LUSH (LUSH Fresh Handmade Soaps and Natural Cosmetics) is a cosmetic company founded in April 1995. It is known for its ethical principle and products made by hand from natural ingredients that are not tested on animals. Its production and the

Champion

RETAIL AUCHAN UKRAINE 87 points Retail Auchan Ukraine introduces a new concept for Ukraine − «hypermarket-discounter». It offers the lowest prices for the entire range of the store. Auchan Retail is represented in such cities as: Kyiv, Kryvy Rih, Zaporizhzhia, Lviv, and Odes uchan Retail Ukraine is to conceptually open its new stores in all the regions while providing the advantage of cooperation with the Ukrainian manufacturers and suppliers and helping to create jobs. Today, the company Auchan Ukraine has provided jobs for more than 3,800 persons who have taken previous studies in accordance with the methods and values of the company.

TEMPLATEMONSTER 87 points TemplateMonster is a company that develops and sells solutions for web development, including website templates, landing pages, marketing mailings and others. With a range of more than 26, 000 units, the company is keeping a status as one of the largest suppliers of site templates. The site of templatemonster.com enters the 2000 most visited global sites. Founded in 2002, TemplateMonster allows its customers to create professional websites based on templates from the beginning of its existence. TemplateMonster headquarters is located in Brooklyn, New York.

– shall be granted to companies that have been audited and confirmed human performance criteria Ukrainian Equality Index.

TOP 3 ACCORDING TO THE SPHERES

Distributors

Sevice companies

Educational companies and universities

IT-companies

LUSH Ukraine

ManPower Ukraine

British Council

TemplateMonster

EY Ukraine

Інститут вищої освіти НАПН України

Support your App

Retail Auchan Ukraine

Danone Ukraine

Onix-sysrems SHELL Ukraine

Addrian

RATING OF THE COMPANIES PARTICIPATED IN THE UKRAINIAN CORPORATE EQUALITY INDEX SURVEY IN 2016

Company name

Sphere

CEI

Sex sign

Disability sign

SOGI sign*

ManPower Ukraine

Services

100

British counsil Ukraine

Education /Services

100

LUSH Ukraine

Distribution/Services

100

Auchan Reatil Ukraine

Distribution

100

TemplateMonster

100

EY Ukraine

Services/Finance

100

SHELL Ukraine

Services

100

Danone Ukraine

Distribution

100

Hromadske radio

Media

100

GIZ Ukraine

International organization

100

Syngenta

Distribution

100

Dentsu Aegis Network Ukraine

Advertising/PR

Ukrainian Helsinki Human Rights Union

NGO

100

Dupont Pioneer

Agricultural industry

100

Cent UA

International organization

100

Archers Group Ukraine

Services

IMS Health

Services

Kharkiv City Employment Center

State sector

100

Impel Griffin

Services

100

Shokoladnitsa

Restaurant business

100

Elma-Consalting Company

Finance

100

Trattoria Pesto Azzurro

Restaurant business

TWIGA Ukraine

Advertising/PR

100

Support your App

100

Slupsky Event Management

Services

GEFCO Ukraine

Services

100

"Schatie HUB"

Services

Onix-sysrems

*SOGI â&#x20AC;&#x201C; sexual orientation and gender identity

CEI

Sex sign

Disability sign

SOGI sign*

Company name

Sphere

PR agency Pleon Talan

Advertising/PR

Higher Educational Insitute of NAPS Ukraine

State sector/Eductation

100

Bank “TRUST” Ukraine

Finance

100

Cologistics

Services

Pact Ukraine

НУО

Exporters club of Ukraine

Distribution

Golden Age Ukraine

НУО

Abbot Laboratories

Distribution

100

Ministry of Economic Development and Trade of Ukraine

State sector

Gfk Ukraine

Services

Imperial Group Ukraine

Distribution

Up&Forward

Services

КТ Ukraine

Distribution

Jusk Ukraine

Distribution

Worksection

100

Shield

Finance

PR agency "Radnuk"

Advertising/PR

100

23 Restaurants

Restaurant business

100

Atlantic Group

Advertising/PR

100

Retail Group

Distribution

Private enterprise ”Yana”

Distribution

Charity shop "Laska"

Distribution

Lviv Agricultural Advice Service

NGO

Addrian

Education

100

Cronas

Distribution

Who is it?

Distribution

Volkswagen ”Prestige-Auto”

Distribution

Expolight

Distribution

Mirta

ІТ, Distribution

HOW TO CREATE A TOLERANT WORK PLACE

Any form of oppression at work is unacceptable. And, unfortunately, in Ukraine discrimination in the workplace is common. Over the years of working with victims of discrimination, including in the workplace, we also understand that discrimination is a kind of violence. It hurts and makes a person who has been discriminated against suffer.

WELL, ACTUALLY, WHAT IS DISCRIMINATION? Discrimination is a situation when a person (or a group) suffers from restrictions of rights and freedoms on certain grounds (race, color, sex, and sexual orientation). For example, if the employer does not hire workers with dark color of skin, it is called discrimination on grounds of skin color; if you are fired because you are a gay or lesbian, it is discrimination based on sexual orientation. Discrimination has different forms and manifestations (legal definition of discrimination is enshrined in the law On Principles of Prevention and Combating Discrimination in Ukraine). Indirect discrimination is the situation when as a result of realization or application of a formally neutral law, evaluation criteria, rules, requirements or practice for a person or a group for their having certain characteristics or conditions, they have less favorable position compared with other persons or groups of persons. For example, conducting interviews on the ninth floor of the building, which has no lift, ramps and other devices for people with disabilities, means that this group will not be able to participate in the interview although formally the conditions are equal for all. Incitement is orders or instructions to discriminate against certain groups or individuals. For example, if the director instructs the HRmanager to hire only men, it is an incitement to discrimination based on sex.

Oppression is undesirable behavior for a person / a group of persons which results in humiliation of human dignity for certain signs or creation of a hostile atmosphere. The oppression should be noted as the most common form of discrimination in the work place. First, it is associated with stigma and stereotypes about different minorities. In particular, jokes concerning LGBT people, Jews or people infected with HIV can deeply injure your colleagues who belong to a particular group or minority. And often a man, who is making jokes, does not realize what insults others.

HOW TO AVOID DISCRIMINATION IN THE TEAM? Each company develops its own approach, and here the law does not impose any restrictions or framework for combating discrimination in the work place. Still, the fight against discrimination in the business environment didnâ&#x20AC;&#x2122;t begin today, so certain methods and mechanisms have already been tried and tested and their effectiveness has been proved. Here are some examples: Annual staff training. Most major companies engage in annual training of its employees where the companyâ&#x20AC;&#x2122;s values, basic rules and procedures are presented. To include the block on discrimination at work is mandatory to explain people how not to joke, not to insult colleagues, not to speak disparagingly about certain minority groups and people; and what behavior is unacceptable and could be qualified as harassment. Equality Policy. The adoption of this policy formalizes the process somewhat, and along with it gives a sense of security to your employees. In turn, employees who practice oppression (consciously or unconsciously) or disregard certain minorities / groups will understand that some topics should not be raised in a team, and

certain practices are unacceptable. You can go ahead and develop an action plan how to make the work place of your subordinates tolerant and comfortable. In particular, participating in the Ukrainian Corporate Equality Index survey, at the stage of filling in the form,+ you see what you need to improve to make your company more tolerant and friendly to diversity.

•

BE ACTIVE AND CREATIVE

Any steps to reduce discrimination make our world more tolerant and better. This is not only an issue of human rights organizations. Always you can start with yourselves, your environment and business. When you start to implement the equality policy, you will feel that you are making a big deal for a comfortable life now and for the future.

Assign a responsible person for anti-discrimination measures in your team. In addition to the formal legal procedures established by law, you can do much more, such as: •

Cooperate with human rights organizations. Most defenders easily agree to give a lecture or workshop for your team, so you can actively involve human rights defenders to implement your diversity policy.

•

Working group on diversity. If your company hires a large number of employees (more than 1,000), to consider creating special groups makes sense where employees having similar characteristics (LGBT, pregnant women, people with disabilities) can discuss their problems / needs, and a coordinator can share the results of the discussion with supervisors. Also, these groups can work as centers of mutual support in an anonymous format.

•

Social campaign. Involve employees in the implementation of social campaigns. You can take part in an Equality march or collect funds for women who have suffered from sexual violence.

Make your equality policy public. In particular, the company’s website is appropriate to create a special section which will contain guidelines of the company’s policy regarding the prohibition and combating discrimination. This will attract the attention of young and progressive candidates to work in your business and as well as enhance loyalty of both personnel and customers.

HR-FORUM EQUALITY POLICY IN THE WORK PLACE

Since 2016 AUCO FULCRUM and the partners have introduced the HR-Forum of the equality policy and anti-discrimination. The Forum was created as a platform to exchange opinions, ideas and practices among companies that operate in Ukraine and implement (or plan to implement) the policy of anti-discrimination and equality in the work place. As part of the Forum, you can: •

present your innovative practices combating discrimination in the workplace;

•

exchange the equality policy implementation practices and tools with participants;

•

participate in discussions on the development of antidiscrimination initiatives;

•

meet with experienced HR-managers.

In May 2016 the first HR-Forum Equality Policy in the Work Place was held which brought together over 100 representatives of small, medium and large businesses. To become a member of Equality Policy in the Work Place in 2017, brawse the page www.cei.org.ua.

ACKNOWLEDGEMENTS

We express our gratitude to the European Business Association, American Chamber of Commerce and Kyiv Chamber of Commerce for cooperation. We thank corporation LIGA: ZAKON, the newspaper KyivPost, Hromadske Radio for resourcful and informational support. We thank companies Auchan Ukraine, Lush Ukraine, EY Ukraine and the British Council in Ukraine for active participation in the activities of the project and demonstrated leadership in affirming the principle of equality and anti-discrimination in the workplace. We express our deep gratitude to Workplace Pride, European organization for the opportunity to reach the European level of cooperation and become a part of Global Benchmark Partners! Also, we are sincerely grateful to the International Fund Renaissance and the Anti-discrimination Coalition in Ukraine for overall support and assistance in implementing the initiative.

RESOURCES

Read more on our official website of the Ukrainian Corporate Equality Index

www.cei.org.ua Video materials can be found on our channel

https://vimeo.com/fulcrumua

AUCO FULCRUM 01033, Saksaganskogo str. 53/85, office.505, Kyiv ph. 044 289-39-14 office@t-o.org.ua www.t-o.org.ua