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ARTDEK Limited Liability Company GENDER EQUALITY PLAN

for the period 2024-2027

Bilohorodka

The Ukrainian company ARTDEC, with the aim of pursuing sustainable development goals and promoting gender equality, has developed its first Gender Equality Plan for the next four years.
The Gender Equality Plan contains detailed information on the goals in priority areas of gender equality. The document defines the goals and list of measures, distributes responsibilities, and lists the resources needed to improve gender equality in the Society and in Ukraine in particular.

The concept of human rights assumes that every person has inherent value, regardless of factors such as gender, age, ethnicity, religion, beliefs, or physical abilities. Gender equality, which encompasses the idea that all people have equal rights, opportunities, and value regardless of sex, is a fundamental aspect of the broader concept of human rights. Gender equality applies to both women and men. However, within these gender categories, there are diverse groups with different characteristics, requiring individual approaches to meet their unique needs. In essence, biological, social, and cultural differences between men and women should not serve as a basis for establishing inequality.
Article 24 of the Constitution of Ukraine states that citizens have equal constitutional rights and freedoms and are equal before the law without privileges or restrictions based on gender. Ensuring equal rights for women and men involves providing women with equal opportunities in social, political, and cultural activities, education, professional training, employment, and remuneration.

INTRODUCTION
Recently, gender policy and issues related to gender equality have gained significant importance, being considered crucial for the development of a democratic state and modern society.
The obligation to ensure equal rights for men and women is enshrined in the Law of Ukraine “On Ensuring Equal Rights and Opportunities for Women and Men.” This law emphasizes the importance of achieving parity between women and men in all spheres of public life. It requires legislative provisions that guarantee equal rights and opportunities, the elimination of gender discrimination, and the introduction of special temporary measures to eliminate imbalances. Equal rights are defined as the absence of restrictions or privileges based on gender, and equal opportunities are defined as the creation of equal conditions for the realization of these rights by both women and men, as provided for by the Constitution of Ukraine and current legislation.
Given the importance of achieving gender equality in its activities, the Company conducted a comprehensive assessment of the current state of gender equality, in particular the number of women in management bodies and in the Company’s departments.
Thus, women account for only 50% of the Company’s workforce. This indicator is high enough and does not require improvement.
A separate area of focus is gender stereotypes, as the industry has traditionally developed “male” and “female” specialties, and systematic work is also needed to refute them.
Based on the assessment, priority areas and a list of measures were developed.

In particular, the following priority areas in the field of gender equality were selected:

1 gender equality in the management of the Company and access to decision-making

Gender bias and stereotypes
This Gender Equality Plan contains goals, actions, and a schedule, as well as information about the measures to be implemented in each planning year. Each goal contains performance indicators along with the distribution of responsibilities and resources.
The implementation of the Gender Equality Plan will allow us to reap the practical benefits of maximizing human potential regardless of gender and will enable ARTDEK LLC employees to feel valued, significant, and important in the Company’s activities.
Measures for 2024-2027

Gender equality in development and career growth

Women play an important role in the management of
ARTDEC, despite the fact that women dominate the governing bodies of the Company and the composition of the management is gender-balanced. Gender equality is strongly supported by the Company’s management, and there is no lack of gender equality in decision-making processes.
However, the following has been planned for the coming years:

1.1 Maintaining gender balance in ARTDEK’s governing bodies
Achieving gender balance in the Company’s management and the governing bodies of its separate divisions.
Electing the Company’s governing bodies with gender balance in mind.
Developing and supporting women’s leadership skills

1.2. Taking gender issues into account in decision-making processes
Taking gender issues into account in all decision-making processes in all areas of activity.

Gender equality in development and career growth

At ARTDEC LLC, there is currently no gender imbalance in the management of departments. The situation is similar in the scientific field, where women account for 50% of the workforce.
However, the following has been planned for the coming years:
Measures for 2024-2027

2.1 Create a working group and conduct research on existing gender balance indicators at the enterprise and in scientific departments.

Based on the research, develop a list of measures that can be implemented to promote gender balance at the enterprise and in scientific departments.

2.2. Regularly informing all stakeholders about women’s opportunities.

2.3. Developing and implementing information campaigns on gender equality with the involvement of partner organizations.

Gender bias and stereotypes
Many industries have a number of gender stereotypes and biases, such as “exclusively male professions” or types of work that are “not suitable for women,” which must be combated in order to create equality and fairness for all members of society.
The following has been planned for the coming years
Measures for 2024-2027

3.1 Raising awareness of gender issues, emphasizing that these are not only women’s issues, but issues that affect all genders

3.2 Preparing and disseminating information about women’s success in the industry as examples to follow and to overcome gender stereotypes

3.3 Organizing and participating in events and initiatives that contribute to the elimination of gender stereotypes

3.4. Implementing educational programs and preparing informational and educational materials that will promote understanding and eliminate gender stereotypes.
Regulatory and legal documents that promote gender equality in Ukraine

Law of Ukraine “On Ensuring Equal Rights and Opportunities for Women and Men”

National Action Plan for the Implementation of UN Security Council Resolution 1325 “Women, Peace, and Security” for the period until 2025, which contains specific measures and goals to ensure gender equality in Ukraine

State Program for Ensuring Equal Rights and Opportunities for Women and Men until 2023, which contains a detailed strategy for supporting gender equality in Ukraine

Law of Ukraine “On State Guarantees for Ensuring Equal Rights and Opportunities for Women and Men”

The UN Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), ratified by Ukraine

The decision of the National Security and Defense Council of Ukraine of May 14, 2021, “On the Human Development Strategy”

Law of Ukraine “On Preventing and Combating Domestic Violence” with amendments on gender-based violence

Gender equality is a fundamental value of the European Union. Gender equality benefits research and innovation:
it improves quality and relevance, attracts and retains more talent, and ensures that everyone can maximize their potential. The European Research Area has made significant progress towards gender equality, but data shows that there is still much work to be done. Gender equality goals can only be achieved through a structural approach to change across the European research system, involving a shared commitment from research organizations, their sponsors, national authorities, and the European Commission.
Adherence to gender equality contributes to:

improving the quality and impact of research and innovation, helping to ensure that it is relevant and relevant to society as a whole;

the creation of better working conditions that ensure high-quality research and learning and help maximize the potential and talents of all staff and students;

the attraction and retention of talent, ensuring that all staff can be confident that their abilities will be assessed and recognized fairly and appropriately.

Regulatory documents that encourage gender equality
European Union:

1. European Commission recommendations on the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
2. EU Directive 2006/54/EC on equal treatment between men and women in matters of employment and occupation

EU Directive 2010/41/EU on the application of the principle of equality between persons providing legal assistance and their clients.

EU Directive 2012/29/EU on minimum standards on the rights, support and protection of victims of crime.

EU Directive 2014/54/EU on ensuring compliance with the principle of gender equality in ensuring access to goods and services.

EU Directive 2019/1158/EU on transparency of employment conditions and social protection.

Declaration on gender equality adopted by the European Parliament in 2021.

European Strategy for Gender Equality 2020-2025, which contains specific actions and priorities to support gender equality.

LIMITED LIABILITY COMPANY
“ARTDEK”

ORDER No. 24

January 3, 2024

On the approval of the Gender Equality Plan

In accordance with the Strategy for the Implementation of Gender Equality at ARTDEK LLC, approved by Order of the Cabinet of Ministers of Ukraine No. 1163-r dated December 20, 2022.

I ORDER:
To develop and approve the Gender Equality Plan at ARTDEK LLC.
I reserve the right to monitor the implementation of this order.

Director
ARTDEK LLC Viktoriia Horoshko