IFBG Gender Equality Plan

Gender Equality Plan (GEP)

of the State Institution “Institute of Food Biotechnology and Genomics of the National Academy of Sciences of Ukraine” (IFBG)

for the period 2026–2030

1. General Information

Institution:

State Institution “Institute of Food Biotechnology and Genomics of the National Academy of Sciences of Ukraine” (IFBG)

Legal status:

Public research organisation of the National Academy of Sciences of Ukraine

Validity period:

2026–2030

Date of adoption:

23 December, 2025

Adopting authority:

Academic Council of the Institute

This Gender Equality Plan (GEP) is a formal strategic document adopted by the top management of the State Institution “Institute of Food Biotechnology and Genomics of the National Academy of Sciences of Ukraine” and implemented throughout the institution.

2. Institutional Commitment to Gender Equality

IFBG recognizes gender equality as a fundamental human right, an essential component of democratic governance, and a key condition for scientific excellence, institutional sustainability, and social responsibility.

Gender equality means equal rights, responsibilities, opportunities, and value for women and men, regardless of biological, social, or cultural differences. Such differences must not justify discrimination or unequal treatment.

This commitment is grounded in:

- Article 24 of the Constitution of Ukraine, which guarantees equality before the law and prohibits discrimination based on gender;

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

- International and European principles of human rights and equality.

The Institute acknowledges that formal equality alone does not guarantee real equality, and therefore implements systematic and proactive measures to prevent discrimination and promote equal opportunities.

3. Scope and Objectives of the Gender Equality Plan

The Gender Equality Plan aims to:

• Ensure equal treatment and equal opportunities for all employees, regardless of gender
• Prevent direct and indirect gender-based discrimination
• Promote a safe, inclusive, and respectful working environment
• Support work–life balance
• Integrate gender equality principles into institutional policies, research, and organisational practices
• Align the Institute with European research standards, including Horizon Europe eligibility requirements

The GEP applies to all categories of staff, including researchers, technical personnel, administrative staff, and management.

4. Governance, Responsibility, and Dedicated Resources

4.1. Responsibility and Governance

Overall responsibility for the implementation of this Gender Equality Plan lies with the top management of IFBG.

To ensure effective implementation:

- A Gender Equality Coordinator and/or Gender Equality Working Group is appointed;

- The responsible body includes representatives of management, HR, and staff;

The responsible body reports annually to the Institute’s leadership.

4.2. Dedicated Resources

The Institute commits human and organisational resources to the implementation of the GEP, including:

- Designated staff responsible for coordination and monitoring;

- Allocation of working time for GEP-related activities;

- Engagement of internal and/or external gender equality expertise, when necessary;

- Use of existing institutional resources for training, data collection, and awareness-raising.

Relevant documentation (orders, mandates, meeting minutes, training materials) is maintained and can be provided upon request.

5. Data Collection, Monitoring, and Reporting

The Institute commits to regular collection, analysis, and monitoring of sex-disaggregated data, including:

• Gender composition of personnel at all organisational levels
• Gender distribution in leadership and decision-making positions
• Recruitment, promotion, and career progression
• Participation in training and professional development
• Use of flexible work arrangements

5.1. Baseline Gender Analysis

A baseline gender analysis was conducted in 2025, covering:

- Overall staff composition

- Leadership positions

- Structural divisions

Table 1. Gender distribution of IFBG staff

Category

Men

Women

% Men

% Women

Total employees

Leadership

Heads of structural units

5.2. Monitoring and Reporting

• Gender-disaggregated data are reviewed annually
• Progress indicators are assessed
• Results are documented in internal monitoring reports
• The GEP may be revised based on evaluation outcomes

6. Training and Awareness-Raising

The Institute ensures regular awareness-raising and training activities on:

• Gender equality
• Non-discrimination
• Unconscious gender bias
• Ethical and respectful workplace behaviour

Target groups:

• All staff members
• Management and decision-makers
• Recruitment and evaluation committees

Training activities may include internal seminars, online courses, or involvement of external experts. Evidence of training is documented and available upon request.

7. Thematic Areas and Measures

7.1. Work–Life Balance and Organisational Culture

Objective:Support reconciliation of professional and personal life and promote a supportive organisational culture.

Measures:

- Flexible working hours

- Remote and hybrid work options where possible

- Part-time work arrangements

- Transparent procedures for requesting flexible work

- Respect for parental leave and caregiving responsibilities

7.2. Gender Balance in Leadership and Decision-Making

Objective:Promote balanced gender representation in leadership and governance structures.

Measures:

- Monitoring gender composition of decision-making bodies

- Transparent and fair selection procedures

- Encouragement of underrepresented genders to apply for leadership positions

- Gender-balanced committees where feasible

7.3. Gender Equality in Recruitment and Career Progression

Objective:Ensure equal access to employment, promotion, and professional development.

Measures:

- Gender-neutral language in vacancy announcements

- Transparent evaluation criteria

- Awareness of unconscious bias in recruitment and promotion

- Equal access to training and career development opportunities

7.4. Integration of the Gender Dimension into Research and Activities

Objective:Promote consideration of gender aspects in research and institutional activities where relevant.

Measures:

- Awareness of gender dimension in research design and analysis;

- Promotion of inclusive language and representation;

- Support for gender-sensitive approaches in institutional outputs.

7.5. Prevention of Gender-Based Violence and Harassment

Objective:Ensure a safe and respectful working environment.

Measures:

- Zero-tolerance policy toward harassment and discrimination

- Confidential and transparent reporting procedures

- Protection against retaliation

- Awareness-raising activities

8. Planned Actions for 2026–2030

Analysis and Assessment

• Regular review of institutional policies and procedures
• Annual gender-disaggregated data collection and analysis

Awareness and Training

• Periodic training sessions on gender equality and unconscious bias

Implementation

• Continuous implementation of equal opportunities and flexible work policies
• Support mechanisms for employees using flexible work arrangements

Evaluation

• Preparation of an internal report on GEP implementation by the end of 2030

9. Adoption and Validity

This Gender Equality Plan was formally adopted by the Academic Council of the Institute

 of the State Institution “Institute of Food Biotechnology and Genomics of the National Academy of Sciences of Ukraine” on 23 December, 2025 and is valid for the period 2026–2030.