Gender Equality Policy
at National Aerospace University
«Kharkiv Aviation Institute»
Approved by:
The Academic Council of
National Aerospace University
«Kharkiv Aviation Institute»
Protocol No. 11 dated May 21, 2025
Enacted by Order No. 233 dated May 21, 2025
QMS KhAI-QMS-P/001:2025
Date of Enactment: May 22, 2025
Revision No. 1
Introduction
The integration of Ukrainian society into the European community requires a significant restructuring of domestic social institutions and processes on new, democratic principles free from any form of discrimination, particularly on the grounds of sex. Awareness of the importance of gender equality is one of the indicators of human development and developed democracy, and respect for human rights, freedoms, and dignity is a special subject of legal protection.
The European Union has declared gender mainstreaming policy as one of the main means of democratizing society—a systemic strategy for creating equal opportunities for women and men, overcoming the asymmetry in ensuring equal rights and opportunities for women and men, and eliminating discrimination based on sex in all spheres of society's life. Therefore, in the context of the European orientation of Ukrainian society's development, the implementation of principles ensuring equal rights and opportunities for women and men in the field of education acquires special significance.
All employees and higher education applicants of the University have the right to the free development of their personality, provided that the rights and freedoms of others are not violated, and have duties to society aimed at ensuring the free and comprehensive development of the individual.
The protection and provision of these rights is one of the key tasks of the healthcare system, social protection, the education system, and the legal regulation of labor guarantees and other human rights related to creating and ensuring conditions for an effective combination of maternity, paternity, and professional activity.
Gender equality is a fundamental right and a necessary condition for achieving the goals of growth, social cohesion, and democracy. Fulfilling the items of the implementation plan for gender equality in education is a guarantee of Ukraine's democratic European future with adherence to ensuring equal rights for women and men in the context of education and science in Ukraine.
1. General Provisions
1.1. The Gender Equality Policy at National Aerospace University «Kharkiv Aviation Institute» (hereinafter – the University) has been developed for the purpose of:
- establishing gender equality;
- preventing discrimination on the grounds of sex;
- preventing and combating gender-based violence, including all forms of violence against women;
- ensuring equal participation of women and men in making decisions important for the University;
- ensuring equal opportunities for women and men to combine professional and family responsibilities;
- educating and promoting a culture of gender equality among University employees and higher education applicants, as well as expanding educational activities in this area;
- respecting the dignity of every person.
1.2. The Gender Equality Policy at the University is a basic local normative-legal act in the field of equal access to education, equal opportunities for career growth, and managerial processes, defining the core principles, target groups, strategic goals, and tasks for implementing the state policy on ensuring equal rights and opportunities for women and men in the fields of education, science, and work at the University.
1.3. The Gender Equality Policy at the University is based on:
- the Constitution of Ukraine;
- the Law of Ukraine «On Education»;
- the Law of Ukraine «On Higher Education»;
- the Law of Ukraine «On Ensuring Equal Rights and Opportunities of Women and Men»;
- the Law of Ukraine «On Principles of Preventing and Combating Discrimination in Ukraine»;
- Decree of the President of Ukraine «On the Sustainable Development Goals of Ukraine for the Period up to 2030» dated September 30, 2019, No. 722/2019;
- Order of the Cabinet of Ministers of Ukraine dated February 23, 2022, No. 286-r «On Approval of the Strategy for the Development of Higher Education in Ukraine for 2022–2032»;
- Order of the Cabinet of Ministers of Ukraine dated December 20, 2022, No. 1163-r «On Approval of the Strategy for the Implementation of Gender Equality in Education up to 2030 and Approval of the Operational Action Plan for 2022–2024 for its Implementation»;
- Order of the Cabinet of Ministers of Ukraine dated September 15, 2023, No. 815-r «On Approval of the National Strategy for Closing the Gender Pay Gap for the Period up to 2030 and Approval of the Operational Action Plan for its Implementation for 2023–2025»;
- Order of the Cabinet of Ministers of Ukraine dated March 25, 2025, No. 260-r «On Approval of the Operational Action Plan for 2025–2027 for the Implementation of the Strategy for the Implementation of Gender Equality in Education up to 2030».
1.4. The Gender Equality Policy at the University was developed taking into account international legal acts on ensuring gender equality and is oriented towards the implementation of the provisions of:
- the UN Convention on the Elimination of All Forms of Discrimination against Women;
- the European Convention for the Protection of Human Rights and Fundamental Freedoms;
- the Council of Europe Convention on preventing and combating violence against women and domestic violence;
- the Convention against Discrimination in Education of the General Conference of the United Nations Educational, Scientific and Cultural Organization;
- the Council of Europe Gender Equality Strategy 2018–2023;
- European Commission Recommendation on the implementation of Gender Equality Plans within the framework programs for research and innovation «Horizon Europe» 2021–2027.
1.5. The University condemns any manifestations of a discriminatory nature and gender-based violence in the workplace and educational process, and undertakes to counteract this phenomenon.
The University recognizes the importance of confidentiality in gender matters. All individuals involved in or responsible for implementing this Policy (employees of the University and its detached structural subdivisions, members of student self-government, leadership, etc.) must unconditionally maintain confidentiality regarding individuals reporting or accused of discrimination or sexual harassment (except in situations where the law requires disclosure of information and/or when disclosure of circumstances by the University is necessary to protect the safety of others).
1.6. The following terms and concepts are used in the Gender Equality Policy at the University:
- gender - socially established roles, behaviors, activities, and attributes that a particular society considers appropriate for women and men; gender refers to sociocultural roles and relationships between men and women (this is shaped by society; these relationships and roles may vary at different stages of societal development, are the product of upbringing and education, and involve different yet equally important needs and equal responsibility);
- gender policy - purposeful activity of the University to ensure and guarantee equal rights, freedoms, and opportunities for women and men, establish gender democracy, form a gender culture among all participants in the educational process, and protect against sex discrimination, which is a key condition for achieving gender equality;
- gender equality - equal legal status of women and men and equal opportunities for its implementation, allowing individuals of both sexes to participate equally in all spheres of society's life;
- discrimination on the grounds of sex - restriction of opportunities and rights, exercise of symbolic violence, or provision of maximum favor to persons based on their sex or gender identity; a situation in which a person and/or a group of persons, on the grounds of sex that were, are, or could be actual or perceived, suffers restriction in the recognition, exercise, or enjoyment of rights and freedoms or privileges in any form established by the Law of Ukraine «On Principles of Preventing and Combating Discrimination in Ukraine», except in cases where such restrictions or privileges have a legitimate, objectively justified purpose, the means of achieving which are appropriate and necessary;
- equal rights of women and men - absence of restrictions or privileges on the grounds of sex;
- equal opportunities for women and men - equal conditions for the realization of equal rights of women and men;
- sexism - ideology and practice (including linguistic-discursive) of discrimination against people on the grounds of sex, based on the idea of the superiority of moral, intellectual, cultural, physical, or other qualities of one sex over another.
Other terms regarding gender issues in this Policy are used in the meaning defined in the Laws of Ukraine «On Principles of Preventing and Combating Discrimination in Ukraine» and «On Ensuring Equal Rights and Opportunities of Women and Men».
1.7. The Gender Equality Policy of the University is based on the following principles and pursues the following goals:
- comprehensive implementation of gender equality at the University, respect for human dignity, and preventing any manifestations of discrimination in the educational process and/or research activity (carried out in the context of implementing European standards of good governance and affirming human rights and freedoms);
- adherence to democratic values, freedoms, equality, justice, democracy, the rule of law, respect for human dignity, and non-discrimination;
- orientation towards best international standards and practices in the fields of education and science;
- further dissemination of information regarding equality, diversity, and non-discrimination;
- provision of adequate opportunities for the professional university community to exercise equal rights and opportunities for women and men;
- improvement of the educational process and enlightenment component to affirm ideas of gender equality, respect for human dignity, and other fundamental rights and freedoms;
- implementation of inclusivity practices in education as a foundation for overcoming the consequences of military actions and post-war reconstruction of Ukraine in order to ensure equal rights and opportunities for women and men;
- provision of equal opportunities and rights for all higher education applicants and University employees regardless of their sex, gender identity, nationality, physical abilities, social status, etc.;
- creation of a safe and favorable environment for learning and work that meets the needs of all participants in the educational process;
- integration of the gender dimension into research and teaching content;
- counteracting stereotypes existing in the university environment;
- gender equality in recruitment and career advancement taking into account requirements of current legislation;
- achievement of gender balance in leadership positions and at the decision-making level;
- provision of equal opportunities for men and women;
- involvement of the university community, including students, in observing important dates dedicated to issues of gender equality, non-discrimination, and gender-based violence.
1.8. The Gender Equality Policy of the University is primarily targeted at the following groups:
- education applicants - female/male students, female/male postgraduate students, and other individuals receiving education under any type and form of study;
- administrative, pedagogical, and academic staff in education who ensure the efficiency and quality of its functioning, on whose views, ideals, assessments, and convictions the worldview of future generations significantly depends;
- parents and legal representatives of education applicants who raise children and youth, shape their worldview, and serve as role models.
1.9. The Gender Equality Policy is implemented across all structural subdivisions of the University and spheres of activity of the university community.
2. Program of Measures to Ensure Gender Equality at the University: Areas of Work and Tasks
2.1. The Program of Measures to Ensure Gender Equality at the University is an integral part of this Policy and directly takes into account recommendations of the Strategy for the Implementation of Gender Equality in Education up to 2030 and the Operational Action Plan for 2025–2027 specified in Clause 1.3 of this Policy.
2.2. In accordance with these recommendations, the Program of Measures to Ensure Gender Equality at the University defines the following areas of work for implementing gender equality at the University, taking into account current legislative requirements:
1) Ensuring work-life balance.
2) Ensuring gender balance in leadership and decision-making.
3) Ensuring and guaranteeing equality in recruitment and career advancement.
4) Integrating the gender dimension into research and teaching content.
5) Conducting measures against gender-based violence, including sexual harassment.
6) Implementing cross-cutting measures, awareness-raising, and monitoring activities for the Gender Equality Plan.
2.3. The University has defined priority measures to ensure gender equality, planned for 2025–2027:
1) Establishment of a Gender Equality Commission.
2) Appointment of a Gender Officer / Commissioner for Gender Issues.
3) Audit of the University's gender statistics.
4) Analysis of University regulations for the presence of gender-sensitive provisions.
5) Compliance with the principles of gender equality when drafting regulations, job descriptions, etc. (taking into account the requirements of current legislation).
6) Organization of the operation of the School of Gender Knowledge at the University as a component of the professional development system for the academic staff (female/male) of the University.
The mission of the school is to organize regular (at least once a month) information and methodological events on ensuring equal rights and opportunities for women and men in education. Specialists in cultural studies, philosophers, psychologists, linguists, economists, and legal scholars from among the teaching staff of the University are involved in conducting these events, and external experts (female/male) are also invited. Information about the events held and the most interesting informational materials are published on the University website.
7) Creation of a permanent rubric «Gender Issues» on the University website.
3. Stages of Implementation of the Gender Equality Program at the University
3.1. The analysis stage of the Program of Measures to Ensure Gender Equality at the University involves:
- forming a working body on matters of implementing the requirements of the Gender Equality Policy at the University;
- conducting a questionnaire survey for a preliminary study of the gender dimension of the University's activities;
- conducting a gender audit and analyzing current University regulations for the absence of gender-sensitive provisions.
3.2. The planning stage of the Program of Measures to Ensure Gender Equality at the University involves:
- specifying approaches to the implementation of the Gender Equality Policy at the University;
- selecting methods and tools most relevant for data analysis;
- determining resources (human and material) to achieve gender equality at the University.
3.3. At the implementation stage of the Program of Measures to Ensure Gender Equality at the University, attention is paid to the dissemination and improvement of knowledge and skills. In the long term, this will contribute to achieving the main goal - implementing a policy at the University aimed at preventing discrimination on any ground and creating equal conditions for all participants to succeed in the academic and research environment.
The implementation stage involves achieving the following results:
- increasing the level of awareness among University employees (female/male) and education applicants regarding the forms, manifestations, causes, and consequences of various types of violence (psychological, physical, sexual, economic) and/or gender-based violence;
- raising awareness among University education applicants regarding various aspects of violence issues;
- raising awareness on gender equality and unconscious gender biases for staff and decision-makers;
- fostering an intolerant attitude towards violent behavioral patterns, a proactive/caring attitude towards victims, primarily affected children, and an awareness of domestic violence as a human rights violation;
- implementing policies to ensure an open and inclusive working environment and equal rights for women and men;
- formulating recommendations regarding the meeting hours of academic councils, educational-methodological and scientific-technical councils, faculty councils, etc., to support work-life balance;
- diagnosing the needs for University support among individuals returning to academic work after parental leave;
- introducing flexible working arrangements that facilitate work-life integration for employees (female/male) with young children, children with special needs, large families, and pregnant women.
3.4. The monitoring stage of the Program of Measures to Ensure Gender Equality at the University involves an ongoing assessment of progress and identification of the main results of implementing the Program to Ensure Gender Equality at the University according to gender equality indicators adopted and approved in the established manner.
The results will make it possible to adjust and improve the Program to Ensure Gender Equality at the University, its goals, and tasks in order to achieve equal legal status for women and men and equal opportunities for them.
4. Gender Equality Commission
4.1. The Gender Equality Commission (hereinafter – the Commission) is a working body of the University established by order of the Rector, taking into account proposals from the Primary Trade Union Organization of the University and the Student Council of the University, and implements the rules and provisions of the Gender Equality Policy at the University.
The total number of Commission members is 7 persons.
The Commission consists of:
- Commissioner for Gender Equality (appointed by order of the Rector upon submission by the Academic Council of the University);
- five University employees from among active experienced specialists (female/male), taking into account proposals from the Rector and the Primary Trade Union Organization of the University;
- one education applicant (female/male) from the Student Council of the University.
If necessary, the personal composition of the Commission is modified by orders of the Rector of the University.
4.2. The Commission:
- conducts explanatory work among the staff and higher education applicants of the University regarding the prevention of gender equality violations;
- provides advisory and information support to the management of structural subdivisions on preventing gender discrimination;
- prepares and publishes an annual report on measures taken to prevent and combat gender discrimination for the University staff on the official website;
- prepares a draft University report on the implementation of the operational action plan for 2025–2027 for the implementation of the «Strategy for the Implementation of Gender Equality in Education up to 2030» (annually by March 01, starting in 2026);
- develops and implements action plans for fulfilling the requirements of this Policy;
- develops gender equality indicators and demonstrates the main results of implementing the Gender Equality Program at the University.
The Commission may submit proposals to improve this Policy.
4.3. Matters falling within the competence of the Commission are considered at its meetings, which are held as needed. A meeting of the Commission may be conducted in real time using remote communication means.
At the first meeting, the members of the Commission elect a Chair and determine an action plan for implementing the stages of the Program of Measures to Ensure Gender Equality at the University.
The Chair and members of the Commission:
- promote anti-discrimination information campaigns at the University, including workshops, trainings, and other forms of education on human rights and the prevention of discrimination or sexual harassment;
- submit proposals to the administration regarding the University's participation in joint training projects on the prevention of discrimination or sexual harassment in Ukraine and abroad.
Members of the Commission have the right to review all materials of investigations concerning gender equality violations, sex discrimination, etc. (complaints, reports, explanations).
4.4. The Commission is obliged to adhere to the principles of respect for private life and the protection of personal data of University employees and higher education applicants.
4.5. The application of the provisions of this Policy and the powers of the Commission does not preclude the possibility of applying the norms of current legislation of Ukraine regarding individual rights protection.
5. Submitting Complaints Regarding Gender Equality Violations
5.1. If an employee (female/male), higher education applicant (female/male), or other person believes that gender equality requirements have been violated with respect to them at the University, such person may submit an appropriate complaint / report regarding this in accordance with the procedures established in the University Regulations on the Prevention and Counteracting of Discrimination and Conflict Resolution (QMS KhAI-NMV-P/003:2023).
5.2. Upon receiving a complaint / report regarding a violation of gender equality or sex discrimination against a person, an official or working body of the University must immediately inform the Commissioner for Gender Equality and mandatorily involve the Commissioner for Gender Equality or another representative of the Commission in the review of the complaint / report with the right of a decisive vote.
5.3. A complaint / report regarding a violation of gender equality may also be submitted directly to the Commissioner for Gender Equality or to the Commission. In this case, all case materials are immediately transferred to the relevant official of the University in accordance with the requirements of the Regulations on the Prevention and Counteracting of Discrimination and Conflict Resolution, with the subsequent participation of the Commissioner for Gender Equality or another representative of the Commission in reviewing the complaint / report.
5.4. A complaint is submitted in electronic or paper form and must contain: the surname and name of the complainant, as well as a detailed description of the circumstances under which, in their opinion, a violation of gender equality requirements occurred. Maintaining the confidentiality of information regarding gender equality violations or sex discrimination against a specific individual is an unconditional duty of every University official.
6. Consideration of Complaints Regarding Gender Equality Violations
6.1. After receiving the complaint and conducting consultations with the complainant and other party(ies) to the conflict, the complainant may choose the following ways to resolve the discrimination issue:
- informal procedure;
- formal procedure;
- waiver of the need to respond.
6.2. The procedure for applying methods to resolve issues of gender inequality and sex discrimination is set out in the University Regulations on the Prevention and Counteracting of Discrimination and Conflict Resolution.
6.3. Based on the decision resulting from the consideration of the complaint, the Rector of the University, within the scope of their powers, has the right to make appropriate decisions (take actions, apply measures) provided for by current legislation.
7. Requirements for the Content of Printed Materials and Public Statements
7.1. To promote gender equality policy in their own online and printed materials, as well as public statements by University employees:
- the use of discriminatory vocabulary, discriminatory statements, and hate speech (against persons or groups of persons based on sex) is prohibited;
- emphasizing the importance of gender equality and non-discrimination principles (where appropriate) is encouraged;
- publishing data in analytical materials with consideration of gender and non-discrimination components of analysis is permitted.
7.2. In its main areas of activity and in analytical materials of key projects, the University undertakes to comply with gender equality requirements.
7.3. Structural subdivisions, collegial and working bodies, self-governing bodies, and officials of the University must adhere to the principles of gender non-discrimination in their activities, public statements (communications), and public materials.
7.4. The administration of the University, within the scope of its authority, has the right to take appropriate measures provided for by law in case of violation of the aforementioned provisions.
8. Final Provisions
8.1. The implementation of the University Program to Ensure Gender Equality, set out in Sections II and III of this Policy, is designed for the period 2025–2027.
8.2. The Gender Equality Policy at the University, as well as amendments and/or additions to it, are approved by the Academic Council of the University and enacted by order of the Rector.
8.3. The Gender Equality Policy at the University is mandatory for execution by all structural subdivisions.
8.4. Control over the implementation of this Policy is assigned to University officials in accordance with their functional responsibilities.