Gender Equality Plan of
the State Scientific and Technical Library of Ukraine
(SSTL of Ukraine)

for 2024-2026

The concept of human rights asserts that all individuals possess equal value, irrespective of gender, age, ethnic origin, religion or beliefs, physical abilities, and so forth. The equality of rights, opportunities, and value of each individual, regardless of gender, is considered gender equality, which is an integral part of the human rights concept. Gender equality pertains to both women and men, considering various groups with differing needs that should be addressed with different methods and approaches. Biological, social, and cultural differences between men and women should not justify inequality. Modern society upholds the idea that “men and women are different but equal,” and inequality is often the result of unfair and biased attitudes. However, the mere proclamation of equal rights for women and men does not ensure actual equality.

According to Article 24 of the Constitution of Ukraine, citizens have equal constitutional rights and freedoms and are equal before the law. There can be no privileges or restrictions based on gender. The equality of rights for women and men is ensured by providing equal opportunities in socio-political and cultural activities, in obtaining education and professional training, in labor and remuneration, and so forth.

In recent times, gender policy and the issue of gender equality have gained particular importance. Adherence to the equality of rights for women and men is a cornerstone of a democratic state and an essential part of the development of modern society. The necessity to uphold the equality of rights for men and women is enshrined in the Law of Ukraine “On Ensuring Equal Rights and Opportunities for Women and Men,” which emphasizes achieving a balanced status for women and men in all spheres of societal activity. This is accomplished through legal guarantees of equal rights and opportunities, the elimination of gender-based discrimination, and the implementation of special temporary measures aimed at addressing the imbalance in the opportunities for women and men to realize their equal rights provided by the Constitution and the current legislation of Ukraine.

Equal rights for women and men are defined as the absence of restrictions or privileges based on gender, and equal opportunities for women and men are defined as equal conditions for the realization of equal rights. Thus, ensuring gender equality is a key aspect of democratic development and societal stability.

The Gender Equality Plan of the State Scientific and Technical Library of Ukraine (hereinafter referred to as the GEP SSTL of Ukraine) is designed to ensure equal opportunities for the realization of the legal status of women and men in labor relations, to raise awareness among SSTL employees regarding their rights and freedoms that may be infringed upon by gender biases, and to create the most comfortable working conditions regardless of gender.

This GEP is based on the results of a gender analysis conducted. The key issues addressed included:

• Analysis of the current gender composition of personnel at all levels.
• Assessment of gender distribution in various departments and positions.
• Identification of potential gender gaps in wages, career advancement opportunities, access to training, and development.

In developing the GEP, a primary assessment of the distribution of SSTL employees by position based on gender was performed. This distribution was obtained from the results of the gender analysis (as of March 2024) and is presented in Table 1.

	M	F	% M	% F
Total number of employees	15	56	21,13	78,87
Leadership	2	4	33,33	66,67
Heads of structural divisions	3	9	25	75

According to the results of the quantitative distribution of employees at SSTL of Ukraine, a numerical imbalance with a predominant number of women has been identified. Nevertheless, SSTL of Ukraine pays attention to the issues of equality of rights and opportunities for employees regardless of gender, age, nationality, religious and political views, sexual orientation, and other factors.

Measures Taken to Ensure the Rights and Interests of All Employees:

1. Anti-Discrimination Policy

The development of the anti-discrimination policy began with a detailed analysis of the current situation. An assessment of existing practices was conducted, identifying instances of gender-based discrimination through anonymous surveys among employees, analysis of complaints and appeals, and a review of current procedures and practices.

The next step was to involve experts in gender equality and anti-discrimination policies, who provided consultations and recommendations that helped develop an effective policy. The working group formed to develop the policy included representatives from various departments of the library, including lawyers, HR specialists, and regular employees. This group worked on creating a policy draft that addresses all aspects of anti-discrimination measures and is clear and accessible to all employees.

The implementation of the anti-discrimination policy began with documenting all provisions in an official document that clearly defines the prohibition of any form of gender-based discrimination. The next important step was to communicate the new policy to all employees through informational sessions, email distributions, and information posted on the library’s internal portal. In addition, training sessions and seminars were held to help employees understand the new policy, its importance, and ways to comply with it.

2. Equal Opportunities Policy

The development of the equal opportunities policy began with an analysis of the existing conditions of employment, training, and career advancement within the library. A detailed analysis was conducted of the hiring processes,

promotions, access to training programs, and professional development to assess the equality of opportunities for all employees, regardless of gender.

Involvement of experts in gender equality and professional development helped form recommendations for creating the equal opportunities policy. A working group consisting of representatives from management, the HR department, and regular employees worked on developing the policy draft.

The implementation of the equal opportunities policy involved creating an official document that defines equal opportunities for all employees in matters of employment, training, and career advancement. The document clearly described the procedures that ensure equality of opportunities, as well as mechanisms for monitoring and evaluating the effectiveness of the policy. After the document was created, its content was communicated to all employees through informational sessions, email distributions, and the library’s internal portal. Training sessions were also held for managers and employees to explain the new policy and ways to implement it in practice.

3. Flexible Work Conditions Policy

The development of the flexible work conditions policy began with an analysis of employees’ needs for balancing work and personal life. Surveys and interviews were conducted with employees, and best practices from other institutions and organizations were studied. Based on the collected information, with the help of labor organization and gender equality experts, recommendations were developed for implementing flexible work conditions.

A working group, including representatives from management, the HR department, and library employees, worked on creating the policy draft for flexible work conditions.

The implementation of the flexible work conditions policy involved creating an official document that defined the possibilities for flexible work schedules, remote work, part-time employment, and other forms that support a balance between work and personal life. The document also described the procedures for applying for flexible work conditions and the mechanisms for reviewing these applications. After the document was created, its content was communicated to all employees through informational sessions, email distributions, and the library’s internal portal. Additionally, training sessions were held for managers and employees to explain the new policy and ways to implement it in practice.

The implementation of the anti-discrimination policy, the equal opportunities policy, and the flexible work conditions policy has enabled the State Scientific and Technical Library of Ukraine to create a comfortable and fair working environment for all employees.

Measures Planned for the Implementation of the Gender Equality Plan Until 2026:

Analysis and Assessment

• Conduct a detailed audit of existing policies and procedures to identify gender imbalances.
• Collect and analyze statistical data on the gender composition of employees at all organizational levels.

Awareness-Raising

• Conduct introductory seminars and training sessions on gender equality for all employees.

Plan Implementation

• Develop a draft of the equal opportunities policy and hold consultations with employees to gather feedback.
• Develop a draft of the flexible work conditions policy, considering the needs of employees and best practices from other organizations.
• Implement support and mentorship systems for employees using flexible work conditions.

Evaluation

• Prepare a report on the results of the implementation of the gender equality plan over two years.