UKRAINIAN CORPORATE EQUALITY INDEX 2017

UKRAINIAN CORPORATE EQUALITY INDEX 2017 Business Rating without Discrimination in the Workplace

CONTENTS Introduction................................................................................................................................................................................................. 4 2017 Corporate equality index results................................................................................................................................................... 8 Ukrainian corporate equality index audit............................................................................................................................................. 12 Questionnaire on determining accessibility of the building for mobility impaired population groups................................. 14 Corporate equality index criteria............................................................................................................................................................ 18 Block on workplace rights equality for women and men.................................................................................................................. 19 Block on prohibition of discrimination based on sexual orientation and gender identity........................................................ 22 Block on the protection of the rights of people with disabilities..................................................................................................... 24 List of participating companies............................................................................................................................................................... 28 Ukrainian corporate equality index project partners........................................................................................................................ 31

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UKRAINIAN CORPORATE EQUALITY INDEX Ukrainian Corporate Equality Index is a national survey of corporate policies, rules and practices of private companies to prohibit discrimination at the workplace and support the equality and diversity. The Index investigates respect for the principle of equality and respect for the diversity of employees based on sex, disability, sexual orientation and gender identity.

Ukrainian Corporate Equality Index is implemented by All Ukrainian Charitable Organization «FULCRUM» under support of International Renaissance Foundation and in partnership with National Assembly of Persons with Disabilities of Ukraine, Women’s Consortium of Ukraine and Coalition for Combating Discrimination in Ukraine.

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INTRODUCTION Ukrainian Corporate Equality Index – is the unique and one of the most meaningful and effective projects on engaging business to understanding and supporting human rights values.

This project is adult education-oriented. And its undeniable value lies in the fact that it promotes the establishment of public opinion on the need to respect human rights and tolerance.

Achievements and advantages In 2017 within the framework of Ukrainian Corporate Equality Index we succeeded to:

Tymur Levchuk,

executive director of AUCO «FULCRUM», Ukrainian Corporate Equality Index Project Coordinator

•

ten times increase audience coverage through social networks, video content, our website and public activities: more than 100 thousand against 10 thousand people last year;

•

hold presentations, seminars for 450 HR-managers;

•

organize trainings on workplace diversity policy and its specifics for 630 employees of different companies, including HRs;

•

develop online course “Get the best – create the jobs without discrimination” which currently educates about 200 persons;

•

co-organize with our partners eight national business events;

•

include 76 companies to “The best nondiscriminatory workplace” rating, among which 19 companies participated for the first time, 5% of companies improved last year result;

•

check the results obtained through the survey. Such companies as Auchan, LUSH, Danon, Ernst&Young and British Council have been tested by three blocks of questionnaire. The audit was conducted in close cooperation with the partners of the project: National Assembly of Persons with Disabilities of Ukraine and Coalition for Combating Discrimination in Ukraine.

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But the biggest achievement of the year is the creation of «Equal Opportunities» nomination for people with disabilities under the «HR-brand Ukraine» Award.

In tandem with the team of Corporate Equality Index, special nomination was introduced, through which an important business dialogue on inclusive employment in Ukraine has began.

The appearance of such a nomination indicates that in the nearest future the topic of equal opportunities will be on the agenda in the business environment. However, the inclusion of LGBT issues in activities related to inclusiveness and equal opportunities is still a challenge. But it is worth noting that for the first time “Fulcrum” LGBT organization received financial support from IT-company Genesis.

Future plans We have been approached by several regional initiatives that seek to work and interact with the business environment at the local level. We certainly want to share our experience and skills with local organizations and provide them with all the necessary support.

Over the past few years, we have become stronger, gained experience and authority, gathered wonderful cases of business companies that are able to change attitudes towards diversity and tolerance. The next step is noticeability. We want as many people as possible to see our work and its results. This will help us attract more companies to the «Best Workplace» rating, carry out meaningful and large-scale educational events and campaigns, motivate Ukrainians to choose the goods and services of companies that respect human rights.

In order to have a more powerful and convincing voice in the business world, we seek to attract successful speakers, including international ones, who will help Ukrainian entrepreneurs learn about new workplace equal opportunities approaches.

We have another very ambitious goal: to extend our experience and create an umbrella public association in order to work with business and promote the theme of equal opportunities at the workplace and in society as a whole.

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As for me Ukrainian Corporate Equality Index (UCEI) is an indicator of the development of a person-oriented approach to the organization of work in Ukraine. This approach is new, complex and incomprehensible to many companies, but very necessary for employees to feel secure and valued at work.

An approach that has long been an integral part of corporate culture in developed countries.

The dynamics of engagement of companies to UCEI from year to year shows how gradually among the participants of the Index in the general background of international giants there are Ukrainian companies with Ukrainian capital - small and medium companies – that are pioneers bringing their corporate values to the country, including diversity and equality respect.

Teamwork of the Index and partners includes not only the collection of questionnaires and scoring the points once a year. This is, first of all, the provision of comprehensive assistance and support on the way to corporate equality for those who do it for the first time. It is also a motivation, training, mentoring.

Irena Fedorovych,

Co-ordinator of the Coalition for Combating Discrimination in Ukraine,expert and trainer, director of the NGO ÂŤSocial Action CenterÂť cei.org.ua

For the third consecutive year, the results of Ukrainian Corporate Equality Index are summarized; they show that the initiative of public organizations is supported by business and various institutions.

By taking part in UCEI, more and more companies are showing their devotion and commitment to non-discrimination principles and respect for diversity in their work, receive unbiased information about their policies and practices towards employees with disabilities, and outline areas in which companies need to improve and overcome barriers to create fair working conditions for each employee.

Companies that have received the highest result for ÂŤdisability criteriaÂť have demonstrated best practices in workplace non-discrimination towards employees with disabilities; the desire for rapid changes and adjustments in matters of accessibility of the environment; open communication within the team; understanding that the new approaches are needed to the use of human potential at its fullÂť.

Larysa Baida,

Head of the Legal Support Department of the National Assembly of Persons with Disabilities of Ukraine (NAPDU), cooperation with authorities, public and international organizations in the field of social protection of people with disabilities

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2017 CORPORATE EQUALITY INDEX RESULTS

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During the last year the audience has increased by

by

x10

50%

times

increased engagement rate to the initiative Corporate Equality Index

audience includes

100 000 18 trainings

people

were conducted in 2017

Trainings covered

>450 HRs

got trained on implementation of equality policy

this indicator has increased twice

630 companies 19 people

have joined Index

115

companies

participated in Index

76 companies

got 50 obligatory points

5% of companies

improved last year results

5 companies

underwent audits and conďŹ rmed the results obtained through the survey

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We work in the cosmetic industry, and our customers and employees in 50 countries of the world are people of all ages, all skin colors, all denominations, different professions, all sexual orientations, and therefore tolerance and equal rights for all is one of the principles of our company’s work.

Olena Surgai,

deputy director, brand manager at LUSH Ukraine

At LUSH Ukraine also equality policy truly works. We work in full compliance with the laws of Ukraine, pay taxes and official salaries. We employ professionals who meet the requirements for the vacancy. Among our employees are people with disabilities, internally displaced persons from the Crimea and Donbas, mothers of multiple children, representatives of LGBT community, people of different religions. Without having an equality policy when recruiting, you can lose truly talented people who could bring your business more revenue.

LUSH is a British brand of fresh handmade cosmetics.

Our employees often go on business trips to the United Kingdom. We see how people live in this country, adopt the experience and want to be the same - different and equal.

It is not the first time we are participating in the ranking, and we can say that the rules, compliance with which we are checking, have become for us an actual must have for all new Auchan stores.

We sincerely thank Index for improving interaction between our employees, clients and partners.

Olga Boyko,

communication and CSR specialist, Auchan Ukraine

We are happy that in Ukraine there is a noticeable increase in the number of companies with equal opportunities for every employee of the company, and thanking to Index we learn about such companies.

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Maryna Zakharyina,

Head of Human Resources Department at EY Ukraine

Each year business of our clients becomes more and more global. We strive that knowledge, experience and skills of our specialists fully meet the requirements of our clients, taking into account the cultural characteristics and specifics of doing business in one or another country. Experience shows that working in a team that consists of representatives of different cultures helps to develop creative abilities and find non-standard solutions. But to ensure the most productive work it is necessary to create equal opportunities for each member of the team.

For Danone inclusive diversity is not just a manifestation of social responsibility of business, it is a real tool for creating high-performing teams that are capable of achieving remarkable results.

We are sure that diversity is a pledge and foundation for true innovation, creative solutions, high level of engagement and sustainable development.

We are proud of our results in the ranking and continue to build the Company, which values the uniqueness of each talent.

Creating equal opportunities means openness and attentive attitude to view of every member of the team. In companies with equal opportunities there is a real chance for each employee to prove themselves and build a successful career. It helps not only to attract and retain the most talented employees in the staff, but also to establish an effective interaction both within the organization and with clients.

Creating equal opportunities is a key to successful work of an international team.

Iryna Sytnykova,

Head of Department of engagement, development and coaching talents, Danone company

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UKRAINIAN CORPORATE EQUALITY INDEX AUDIT

Companies participating in Ukrainian Corporate Equality Index are welcome to pass the audit on compliance with the criteria of Corporate Equality Index, the procedure includes accessibility audit and personnel audit.

The accessibility audit is carried out by specialists of National Assembly of Persons with Disabilities of Ukraine and includes checking the accessibility of shopping facilities and offices of the companies for people with disabilities and mobility impaired population groups, as well as their compliance with current norms and recommendations of specialists.

Personnel audit is carried out by specialists of the Coalition for Combating Discrimination in Ukraine. It is organized as an interview with HR-manager of the company, during which HR tells about the real mechanisms and tools implemented by the company to prevent discrimination in the workplace regarding all groups that are in the focus of Index.

HR-policies audit Can your company successfully pass Corporate Equity Index and get the maximum number of points? The answer to this question can be obtained by reading and analyzing an important document of your work policy. Such policy can be general and include different aspects of your work. Or you may have a separate equality or non-discrimination policy as well as respect for diversity policy. All of these are very similar documents which making different emphasis on the formation of work relationship within the team. But all of them are called upon, first of all, to testify company’s dedication to the principle of equal treatment of its employees, despite their differences, and in accordance with the principle of equal treatment to the performance evaluation of each employee.

Equality policy is usually a general document testifying company’s commitment to the equality principle. It can be very short or detailed, and should contain the following:

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“Creating equal opportunities – recruiting talented employees – is just a beginning. Creating equal opportunities means openness and respect to each team member’s opinion. It helps not only employ and retain the most talented employees but also establish effective interaction within organization and with customers.

Usually it is a public document as it is a part of company’s positioning strategy. It shows the values of the company towards its employees and customers. After all, the company respecting diversity is not only the best work place, but a reliable and attentive services provider.

In addition to analyzing the policy directly it is worth paying attention to other work rules the company has as well as to indicators that will help you to evaluate your work.

Irena Fedorovych,

Co-ordinator of the Coalition for Combating Discrimination in Ukraine, expert and trainer, director of the NGO «Social Action Centre»

Accessibility audit Facilities accessibility audit is important not only from the point of view of modern design but also safety and comfort of mobility-impaired people. Every person falls to this group depending on the period of his/her life.

Unbiased information helps to determine the stages of accessibility depending on the funds available. Ensuring full transport, information and architectural accessibility will increase the client base hence the profit.

It’s good when the representatives of the facility owner are positive-minded and audit takes place in a friendly, relaxed atmosphere. It makes it possible to decide on the best options for design and its cost. Inclusive provision of goods and services makes a society modern and civilized one.

1 EY respect for diversity policy in Ukrainian http:// www.ey.com/ua/uk/about-us/our-people-andculture/diversity-and-inclusiveness/

Oleg Polozyuk,

Head Specialist of the Legal Support Department of the National Assembly of Persons with Disabilities of Ukraine (NAPDU), cooperation with authorities, public and international organizations in the field of social protection of people with disabilities

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QUESTIONNAIRE ON DETERMINING ACCESSIBILITY OF THE BUILDING FOR MOBILITY IMPAIRED POPULATION GROUPS

I.

Adjacent area

1.

Facility adjacent quarter:

1.1.

Are there inclined planes (ramps) with missing or lowered borders up to 2-4 cm in all places of intersection of pedestrian paths/sidewalks with roadway/driveway (according to the example)?

yes

no

Note:

Total number of points - 0-1: 2.

Parking area:

2.1.

There are parking spaces for people with disabilities:

2.2.

Parking area is at the distance of _____ m from the main entrance of the facility; (it should be not further than 50 m)

2.3.

In the parking area there are allocated parking spaces for people with disabilities with a width of 3.5 m and marked with the "disabled parking" and the sign:

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2.4.

Vehicle exit to the pedestrian area is equipped with inclined plane/ramp according to the example:

II.

Building /premises

3.

Entrances to the building/premises:

3.1.

At the entrance to the building there are _________ steps;

yes

Steps are equipped with handrails: Сходинки облаштовані поручнями: 3.2.

If the building has steps according to DBN (Ukraine’s National Building Norms) there is also a ramp.

The ramp is at the ratio (underline), Meets the standards or doesn’t meet the standards.

Note:

(according to the standards it should be 1:12): 1:8 3.3

Total number of points - 4:

1:10

1:12

Building/premises entrance door with the width ____________cm.

Meets (doesn’t meet) standards. (should be 90 cm min.)

3.4

Does the door have any barrier?

If the main entrance door has a threshold, does it meet the standards? (according to DBN it should be up to 2,5 cm): Up to 2,5 cm more than 2,5 cm (underline)

3.5.

Absence of other barriers, shoes brush, etc.

Total number of points – 5:

15

no

4.

Accessibility of the building premises: (An option, if it is one-floor building)

4.1.

There are no stairs from the main entrance lobby to the surface level or if there are stairs then in accordance with DBN (1:12) there are handrails and a ramp.

4.3.*

Is there a lift in the premises?

4.4.*

Is it possible to get to the lift in an armchair?

4.5.*

Does the lift stop on all floors?

4.6.*

Can the lift be called from every floor?

Total number of points – 6: (for multistoried buildings):

note: 4.*

4.1 *

4.2.*

Total number of points – 2: (in case of multi-storied building):

5.

Toilets:

5.1.

Accessibility to the building premises: An option if it is a many-storied building

Are the toilets inside the building accessible for visitors?

5.2

Is there a toilet stall for wheelchair users?

If there are stairs with rails from the main entrance lobby to the 1st floor level or to the lift lobby

5.3.

Handrail near the toilet bowl

5.4.

Wash basin available for wheelchair user

In all places of the level difference above 4 cm inside the building there are inclined planes/ramps

(Door width minimum 80 cm)

Total number of points - 4:

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6.

Visual information.

(Information board/pictograms)

6.1

On location of a ramp

6.2

On location of an emergency exit

6.3

On location of the toilet accessible by the wheelchair users

Detailed information on the methodology and advice on conducting an accessibility audit can be found on the website of the All-Ukrainian Public Association ÂŤNational Assembly of Persons with Disabilities of UkraineÂť: http://netbaryerov.org.ua/index.php/dostup/metodika

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CORPORATE EQUALITY INDEX CRITERIA

Ukrainian Corporate Equality Index is a national survey of corporate policies, rules and practices of private companies to prohibit discrimination at the workplace and support the equality and diversity. The index investigates respect for the principle of equality and respect for the diversity of employees based on sex, disability, sexual orientation and gender identity.

The rating of the companies participating in the Ukrainian Corporate Equality Index is carried out according to three blocks of criteria: 1.

Information on protection against sex-based discrimination that includes criteria for the prohibition of sex-based discrimination, and concerns the provision of equal opportunities in the workplace for men and women.

2.

Information on the protection against disability-based discrimination that includes questions regarding creating appropriate workplace conditions for people with disabilities, namely, the question of introduction of principles of universal design by the company.

3.

Information on protection against sexual orientation and gender identity discrimination in relation to anti-discrimination of LGBTQ employees.

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INDEX CRITERIA BLOCK ON WORKPLACE RIGHTS EQUALITY FOR WOMEN AND MEN

К1 Equal career opportunities for men and women The company has equal career growth opportunities policy for men and women as well as gender balance policy. Both policy or any other internal normative document (provision, company code, collective agreement, etc.) are taken into consideration , as well as the established practice.

К2 Are there women among company executives or managers responsible for making managerial or financial decisions?

Gender balance in the appointment to key positions in the company.

A policy, as well as any other internal normative document (regulations, company code, collective agreement, etc.), as well as established practice are taken into consideration.

Which documents testify of equal men and women career growth possibilities (besides the equality policy)? Is there formalized or well-established oral practice of equal employment and career promotion for men and women?

15 points

How do new employees find out about equality policy and how do they learn to implement it? Is there compulsory post-employment training, after promotion to a new position? What kind of periodic training do personnel go through and how often does this training include a unit of respect for diversity, the principle of non-discrimination and/or equality, the issue of ethical behavior of employees?

It is pretty simple. You have to just get the information on employees and see numbers.

Substance of the matter is that in case of big companies the gender composition of personnel should be constantly monitored and analyzed and pay attention to the fact that equality is not only about equal number of male and female employees but also about equal opportunities for men and women in training, professional development and career promotion. In the companies that effectively implement the principle of gender equality, women are represented at all levels of management.

In large companies, such information is usually open: analysis of management positions can be done by opening the «About Us» section of the company’s website, and seeing how many women and men are among the company’s executives (and at middle-level decision-making, as well as among the heads of departments or services).

There is an interesting tool for recruitment specialists which allows you to test your prejudice and prevent gender discrimination. When considering new candidates, all personal details should be removed from CV, so that managers make their decisions solely on professional qualifications and achievements of the candidates. Also, when choosing a panel for interviews it is worth paying attention to age and gender balance of its members.

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15 балів

К3 Do women get paid as much as men for the same amount of work?

The availability of equal pay or additional bonuses for the same amount of work, regardless of sex. Both policy or any other internal normative document (provision, company code, collective agreement, etc.) are taken into consideration , as well as the established practice.

K4 Does the company provide an individual approach to the types of employment for employees with families (part-time or distance work)?

The possibility to have individually-tailored schedule for employees with families.

To answer this question please remember how the salary is calculated. Are there any fixed rates for the employees on certain positions? How are the salaries for managers calculated? How are bonus pays awarded? Have a look and compare male and female information.

20 points

For example, in EY, the salary of employees is calculated based on the position and rating of each employee, obtained in terms of evaluation of the effectiveness of the activity, which, in turn, depends exclusively on the professional qualities and achievements. This eliminates the possible inequality on the basis of employees’ gender

To answer this question, you have to analyze the way the work is organized. Are there any rigidly fixed working hours that cannot be changed under any conditions? Is there a possibility of a flexible working schedule? Is there a possibility to work from home under certain circumstances or on certain days? Do all employees, both managers and subordinates have a possibility to work according flexible working schedule?

15 points

For example, EY has flexible work schedule policy that allows to work outside of the office at any time. At the same time they should be phone or internet-available at certain fixed hours (not necessarily in the office).

Both policy or any other internal normative document (provision, company code, collective agreement, etc.) are taken into consideration , as well as the established practice.

K5 Is there a possibility to combine domestic and work tasks Absence of the requirements to work extra time, during days-off, etc. subject to organizational/production necessity. Both policy or any other internal normative document (provision, company code, collective agreement, etc.) are taken into consideration , as well as the established practice.

Is the fact that some employees have families considered by managers when assigning work at the days off? Is it possible to get an hour (several hours) on weekdays to visit a doctor or solve family issues? What are the regulations of the sick leaves?

20 points

For example, in EY the «new approaches to work» policy include measures to support not only the balance of work/home, the possibilities of distant work, but also enables working parents to get 1 hour a day or 5 hours a week from their working schedule to satisfy their needs. It is possible to work part-time. Also, during sick leave in case of a child’s illness an employee is kept full salary for 5 days a year. If the number of days of the child’s illness exceeds 5 days per year, the employee receives adequate compensation from the Social Insurance Fund.

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K6 Do job ads contain age, gender, appearance requirements?

Job ads without age, sex, appearance criteria. Both policy or any other internal normative document (provision, company code, collective agreement, etc.) are taken into consideration , as well as the established practice.

Here you can have a look at the recent job ads and analyze if they comply not only with the laws of Ukraine but also with the equality policy of the company if it has one.

Please, remember that according to the laws of Ukraine you cannot indicate any employee features if they do not directly concern the nature of the work performed.

yes: -15 points

For example, in the job ads of the British Council there is a standard notice of equal opportunities: “The British Council commits to the equality principle and welcomes applications from candidates from different communities. We work to ensure that discrimination based on age, disability, ethnicity, gender, religious beliefs and views, sexual orientation or any other criterion is prohibited. We guarantee interview invitations for candidates with disabilities provided that they meet qualification requirements”.

no: +15 points

British Council Employment principles: http://www.britishcouncil.org.ua/about/jobs Job ad example: http://www.britishcouncil.org.ua/en/about/jobs/freelance-teacher-englishweekend Ernst and Young example: The company positions itself as an employer adhering to the equality policy, and points out its values and working principles as advantages for those who want to join the team: “When employing, promoting, evaluating efficiency, reviewing the compensation level we do not discriminate staff on the basis of gender, nationality, religion or other factors. Professional activity, competence level and extra efforts are the only factors that matter”. http://www.ey.com/ua/uk/careers/experienced/life-at-ey

Total

100 points

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INDEX CRITERIA BLOCK ON PROHIBITION OF DISCRIMINATION BASED ON SEXUAL ORIENTATION AND GENDER IDENTITY К1 Does the company’s policy include the prohibition of discrimination based on sexual orientation and gender identity?

Presence of the equality policy in the company or a clear prohibition of discrimination based on sexual orientation and gender identity.

Both policy or any other internal normative document (provision, company code, collective agreement, etc.) are taken into consideration.

К2 Is there any possibility for your company to employ transgender people?

Keeping up to the employment procedures and training of HR managers to comply with policy according to which the company will take into account only the skills and professional qualities of the candidate in case if there are differences in his/her gender and appearance from the information specified in the passport.

Does the company have any documents to prove prohibition of discrimination based on sexual orientation and gender identity?

Does the company have formalized or established oral practice of equal employment?

30 points

How do new employees find out about equality policy and how do they learn to implement it?

Is there compulsory post-employment training, after promotion to a new position? What kind of periodic training do personnel go through and how often does this training include a block of respect for diversity, the principle of non-discrimination and/or equality, the issue of ethical behavior of employee that include clear criteria according to which discrimination is prohibited?

Documents or practices that indicate that there is a recruitment procedure that minimizes the risk of discrimination in the employment of a transgender persons.

The presence of a paragraph in the instruction or other document for HR managers, which explains the mechanism of recruiting a transgender person, the moment of acceptance by a team or ethical questions of positioning a person in a team. The document should cover confidentiality and avoid disclosure of personal information. For example, the method of accounting or conducting a personal record of employee in which the status of a person is not disclosed.

10 points

Training sessions for staff that help minimize possible stigma and discrimination against transgender employees.

Both policy or any other internal normative document (provision, company code, collective agreement, etc.) are are taken into consideration.

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K3 Are there services and activities in the company aimed at raising awareness about LGBT people and countering the manifestations of homophobia in the workplace?

Familiarization of new employees with a direct prohibition of discrimination based on sexual orientation and gender identity in the workplace. Periodic training of personnel with regard to the company’s current equality policy. Both policy and established practice are taken into consideration.

K4 Does your marketing policy include LGBT community as a target audience of consumers of your goods and services?

Does the company create special advertizing messages targeting the LGBT community, considering it as a separate marketing group? Policy and well-established practice are taken into consideration.

K5 Does the company provide financial or other support for activities aimed at protecting the LGBT community rights?

To confirm this criterion, companies need to analyze their training programs for employees in order to see whether there are: • regular trainings for personnel, including countering discrimination based on sexual orientation and gender identity;

15 points

• cultural and educational activities for staff, including the topic of discrimination against LGBT and ways of avoiding it; • instructions or documents that include principles of LGBT non-discrimination and provided to the employee during employment, professional development or career promotion.

To confirm this criterion you should have the marketing strategy or its part, in which the LGBT community is indicated as the target audience of consumers of goods and services.

Or the advertising campaign that has taken place or continues, and which has a message to the LGBT community.

15 points

It can also be a LGBT-focused section, statements or news that are posted on the official website, company’s pages in social networks.

To confirm this criterion, the company should analyze information on financial or non-financial support of LGBT activities or events that include the LGBT theme (film festivals, conferences, etc.).

15 points

To confirm this criterion the company can provide information that confirms its public support for the protection of LGBT rights.

15 points

Support of LGBT events, actions, in particular through public support of human rights for LGBT using public communication tools (social networks, official website of the company, etc.).

Public or non-public funding of LGBT organizations, events or projects that promote human rights for LGBT.

K6 Does your company have an official public position on the protection of LGBT rights?

Messages/news on the official website or social networks are taken into consideration.

Company’s official public position on human rights support for LGBT, posted on the official resources of the company (website, official pages in social networks).

Total

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100 points

INDEX CRITERIA BLOCK ON THE PROTECTION OF THE RIGHTS OF PEOPLE WITH DISABILITIES

К1 Does the company comply with the legally workplace established standard for the employment of persons with disabilities in the amount of 4% of the total number of employees?

According to Article 19 of the Law of Ukraine «On Fundamentals of Social Protection of People with Disabilities in Ukraine»

К2 Are there parking places for people with disabilities not more than 50 meters from the entrance to the office?

Provision of disabled people with a parking place that is no more than 50 meters from the entrance to the office. The location must be marked with an international accessibility sign.

When answering this question, you need to use the official data of your company. They are open and updated annually.

For enterprises, institutions, organizations, individual entrepreneurs employing hired labor, a mandatory standard of workplaces for the employment of people with disabilities is set at the rate of 4% of the average number of regular staff accountable per year, if 8 to 25 persons are employed, - in the amount of one workplace. Part-time work of a person with a disability is not considered to comply with the standard. The disability group of employee is not important.

10 points

If the company does not comply with the established quota, then it pays a fine to the Fund for the Protection of People with Disabilities.

If the company/organization has parking places then it should have a parking place for persons/ employees with disabilities. When answering «YES», consider whether there is proper marking, an international accessibility sign, or if the parking used as intended?

On October 26, 2017, new traffic rules entered into force, according to which the amount of the fine for parking on the field reserved for drivers with disabilities, increased from 60 to 100 nontaxable basic income amounts. Similar penalties apply to managers of enterprises that have not equipped parking spaces for drivers with disabilities (except for residential buildings).

yes: +5 points no: -5 points

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K3 Does your company have an entrance to the building, physically accessible to people with visual impairment, wheelchair users?

Accessibility is an indicator of how a product or service can be used by a person with a disability in the same way as they are used by a person without a disability.

• Accesibility audit questionnaire.

• Ensuring architectural accessibility according to DBN 2.2-17: 2006 Accesibility of buildings and facilities for mobility-impaired population groups.

• Adjoining territory.

• Main entrance (flat, solid, non-slip surface).

• Availability of ramps if necessary (angle 1:12; preferably 1:20).

• Door (the width of the doorway is not less than 90 cm, if the glass door - marking on them, etc.)

The issue of architectural and informational accessibility is an important factor for each company/institution when it comes to creating equal conditions for all employees. One of the myths among employers (according to ILO studies) is that accessibility is only important for employees with disabilities. It is not true, accessibility is important for everyone: for people with minor disorders, pregnant women, people with depression, a person who, after training in the gym, has an injured hand, who has a headache due to bad weather, and distracted attention because of that, etc. Therefore, creating the environment’s accessibility, you create it for everyone.

For people with disabilities, accessibility is access to the workplace, services, the ability to feel independently in the office, without humiliating human dignity Accessibility issues are regulated by the State Building Norms (DBN), which are mandatory for execution.

Some companies develop accessibility questionnaires (10 to 20 positions) that are used by all branches/affiliates to conduct accessibility audits. Sometimes they invite experts with disabilities to do such work. An accessibility audit makes it possible to create a phased plan for eliminating barriers. You can see the example following the link: http://netbaryerov.org.ua/dostup/2011-01-27-15-43-27.

The questionnaire is developed individually for each company/organization.

Accessibility issues are closely linked to occupational safety and security.

Usually accessibility audits begin with an entrance group, so when answering the questions of this block, you should keep to certain sequence.

The adjoining territory includes paths, entrances and even shrubs and trees. Yes, they should also meet certain standards. For example, the branches of the trees should be trimmed at a height of 2m.10 cm, because visually-impaired person will not be able to see them and can get injured. Attention is paid to whether there is a decrease in the curb stone of sidewalks, pedestrian ways and pathes to zero level in the areas of intersections with the drive ways, roads, entrances to the yards.

Independence from outside assistance is an important factor for people with disabilities.

Therefore, it is of great importance, whether they get into the building on their own using a ramp with rails, a flat entrance, or yet they need to be helped by outsiders.

The call button at entrance to the institution is not an accessibility element.

Answering the questions of this block, also, you can take into account the alternative entrance (getting to the office from the parking place, the «rear» entrance), the availability of lift, approach ramp in case of impossibility to make capital changes to the entrance group.

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10 points

K4 Is your company building equipped with a lift?

The presence of a lift in the office of the company, which can be used independently by people on wheelchairs, people with visual or hearing impairment (free space in front of the elevator 3,15x3,15; the lift call button and the button inside the elevator should be highlighted when pressed, near each button there should be Braille letters, the width of the door should be 90 cm in accordance with the standards and the DBN).

K5 Does your company have a toilet room for people with disabilities (toilet stall 165 x 180 cm, door width 90 cm, handrails near the toilet)?

Standard stall of 165 x 180 cm, door width of 90 cm, handrails near the toilet. Washbasin and hand dryer are located within the access for people with disabilities. Equipment of the toilet stall with a signal device.

K6 Does the company’s marketing policy include people with disabilities along with other users/consumers?

Marketing policy of a company that covers people with disabilities along with other users/consumers. Policy, as well as any other internal normative document (provisions, collective agreement, etc.), and established practice are taken into consideration.

The lift-equipped building is an opportunity for all employees with disabilities to feel as everybody else.

Answering these questions, you need to consider whether the lift cabin is accessible to people using different types of wheelchairs. The minimum area of the cabin should be 1.1 m x 1.4 m.

Will people with sensory impairments be able to independently use the lift, that is, is there a voice support for opening/closing the door, floor numbers? Is it possible to duplicate the floor numbers on the buttons with the Braille letters?

When answering this question, pay attention to whether the toilet rooms are available on all floors for all employees? For example, the presence of only one toilet for people with disabilities in a five-storey building where there are toilet rooms on each floor, can not be considered as a positive practice.

15 points

10 points

For example, companies that seek to save money make standard stalls that can be used by every employee, including those with disabilities.

All details - hooks, hangers, dryers should be located within reach for everyone, including people with disabilities.

There are good examples in Ukraine, when the principles of universal design are used in toilet rooms that is washers, dryers, mirrors are at different altitudes, taps have touch sensors or levers. All these standards are taken into account in the DBN. Answering this question, you can consider the following:

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Did you company organize/does it organize training of the personnel on the disabilities issues, stigma and stereotypes, discrimination? This is important, because misunderstanding of the disabilities issues leads to the exclusion of people with disabilities from the policy of the company, both employees and users. A vivid example, when people with disabilities are are not employed because of the physical barriers of the company, unwillingness to make reasonable accommodation, stereotypes that a person with disability can not cope with his/her work. That is, they perceive the future employee through the prism of his/her disability.

points

Does the policy and practice of the company/organization take into account equal treatment for all and equal opportunities, including for employees with disabilities,when hiring, saving or adapting the workplace, etc. Does company make reasonable accommodation?

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K7 Do employees with disabilities have fair and favorable working conditions on equal basis with others?

Policy, as well as any other internal normative document (provisions, collective agreement, etc.), and established practice are taken into consideration.

K8 Are there any adaptation programs for new employees (internal corporate rules for integrating into the work process that take into account the needs of people with disabilities)?

Supporting pepeople with disabilities in the workplace during the adaptation period (if there are programs for all employees). Provision of procedures and training of HR-managers to the company’s policy, training personnel to be tolerant towards employees with disabilities and to the mechanism of adaptation of employees with disabilities to the rhythm of work. Both policies and any other internal normative document (provisions, collective agreement, etc.) is taken into consideration as well as the established practice.

When answering this question, you can analyze the effectiveness of company policy and practice in integrating disability issues. See whether disability issues are included into the written variant of the company’s general policy on non-discrimination and human rights.

20 points

Eliminate barriers to hiring and create equal opportunities for all, such as submitting a CV and interview in an accessible room, equal opportunities for retraining and career development, providing (if necessary) information in an accessible format for employees with disabilities , compliance with the privacy policy regarding personal information on disability, etc.

When answering this question, you have to consider whether the policy of supporting new employees includes the needs of people with disabilities?

For example, do HR managers have some knowledge about the inclusion of employees with disabilities in the team? Basic knowled ge on people with visual impairment can be useful in considering how to support such a person during her acquaintance with a team, working conditions and responsibilities.

15 points

Some companies organize familiarization tours for all employees, including those with disabilities that help them to get familiar with the workplace. Of course, for employees with disabilities, a little more attention may be needed to the details, thry might need more comments on the description of the premises, work safety, etc.

Quite often, companies turn to relevant public organizations of people with disabilities to conduct training for their employees, HR-managers.

It is important to note whether the employees of the company have certain knowledge on the ethics of communication with people with disabilities, if they are familiar with issues of reasonable accommodation at the workplace.

Total

100 points

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LIST OF PARTICIPATING COMPANIES

Women

People with disabilities

Name of the company

Type of the company

LGBT

Ranking

1+1 media

Media/mass-media

100

90

85

92

British Council Ukraine

Service,

100

90

85

92

education

100

90

85

92

92

Auchan Retail Ukraine

Distribution

100

100

75

92

EY Ukraine

Service, finances

100

100

75

90

LUSH Ukraine

Distribution, service

85

85

100

90

TemplateMonster

IT

100

90

75

88

Danone Ukraine

Distribution

100

95

70

88

Gres Todorchuk RP

Advertising, PR

100

95

70

88

SHELL UKRAINE

Distribution

80

75

100

85

FE GfK Ukraine

Service

80

75

100

85

Dell Ukraine

IT

100

65

85

83

KyivPride

NGO

100

50

100

83

All-Ukrainian Association of Public Organizations «Ukrainian Helsinki Human Rights Union»

NGO

80

65

100

82

LLC «FESTES»

Service

100

75

70

82

Competera

IT

100

65

85

82

Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH

NGO

85

60

100

82

Archers Group Ukraine

Service

85

90

70

82

HromadskeRadio

Media/mass-media

100

60

85

82

Centre UA

NGO

100

60

85

82

Parents Initiative TERGO

NGO

100

40

100

80

Kharkiv City Employment Center

Public institution

85

100

55

80

European Business Association

NGO

100

70

70

80

Genesis

IT

100

65

70

78

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Radio SKOVORODA

Media/mass-media, Advertising/PR

100

80

55

78 78

Shokoladnitsa

Restaurant business

100

80

55

Slupsky Event Management

Service

80

80

75

78

Elma-Consalting Company

Finances

100

65

70

78

Ukrainian Association of Organizational and Work Psychologists

NGO

80

80

70

77

Aristocrats Family

Media/mass-media, Advertising/PR

100

60

70

77

EkonomikaCommunication Hub

Media/mass-media

100

60

70

77

TWIGA Ukraine

Media/mass-media

100

60

70

77

Dupont Pioneer

Agrarian

100

75

55

77

IMS Health

Service

65

80

85

77

SupportYourApp

IT

100

70

60

77

Syngenta

Distribution

100

85

45

77

GEFCO Ukraine

Service

100

60

70

77

ARENA CS

Service

85

85

55

75

ACH Ukraine

IT, Advertising/PR

65

90

70

75

LLC Henkel Ukraine

Distribution, service

100

70

55

75

Worksection

IT

100

70

55

75

Impel Griffin

Service

80

100

45

75

NGO «Association» Golden Age of Ukraine»

NGO

65

90

70

75

Anti-cinema «Rockfellow on Andriivsky»

Restaurant business

85

65

70

73

Ukrainian exporters club

Distribution

85

65

70

73

G.S. Kostyuk Institute of Psychology of the National Academy of Pedagogical Sciences (NAPS) of Ukraine

Education

80

65

70

72

Onix-Systems

IT

65

80

70

72

Dentsu Aegis Network Ukraine

Advertising/PR

85

90

40

72

29

French Dental Center

Medicine / pharmacy

65

90

55

70

Pact Ukraine

NGO

80

60

70

70

Law Consulting Firm Shield

Finances

80

65

60

68

Abbott Laboratories

Distribution

100

65

40

68

Kologistics

Service

65

70

70

68

«23 restaurants»

Service

65

50

85

67

Imperial Group Ukraine

Distribution

80

60

60

67

Ministry of Economic Development and Trade of Ukraine

Public institution

80

75

40

65

KT Ukraine

Distribution

80

45

70

65

JYSK Ukraine

Distribution

80

45

70

65

SMSdesign

IT

100

50

40

63

Addrian

Education

100

45

40

62

Radnyk

Advertising/PR

100

30

55

62

Private enterprise «Aiyus»

Medicine / pharmacy

85

80

15

60

Lviv Agrarian Advisory Service

NGO

80

60

40

60

Up&Forward

Service

65

55

55

58

ASTOUND COMMERCE

IT

80

50

45

58 57

Retail Group

Distribution

65

75

30

Kronas

Distribution

85

25

60

57

Atlantic Group

Advertising/PR

15

100

55

57

Expolight

Service

55

80

30

55

Tour operator Feerie

Service

80

60

25

55

Mirta

IT, Distribution

65

65

30

53

Volkswagen «Prestige-Auto»

Distribution

50

45

60

52

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UKRAINIAN CORPORATE EQUALITY INDEX PROJECT PARTNERS

NA

PD

The publication was published under the support of Program Initiative «Human Rights and Justice» of the International Renaissance Foundation. The position of the International Renaissance Foundation may not coincide with the author’s opinion.

National Assembly of People with Disabilities www.naiu.org.ua

Національна Асамблея людей з інвалідністю України All intellectual property rights are reserved and protected by the law. Ukrainian Corporate Equality Index is compiled by AUCO www.naiu.org.ua «FULCRUM» on basis of our own experience, European Union directives, practices of American and European corporations, and has

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subjective criteria. The opinions or jugdements expressed are the solely position of the authors of the publication and do not reflect the official position of the ICF «Renaissance» or any other company or organization.

Национальная Ассамблея людей с инвалидностью Украины www.naiu.org.ua

AUCO «FULCRUM» office@t-o.org.ua www.t-o.org.ua

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