Gender Equality Plan (GEP) – BRIT

 

1. Introduction

The Gender Equality Plan (GEP) of the “Bureau of Research, Innovations, and Technologies” (BRIT) underscores our commitment to fostering gender equality across all levels of our operations, programs, and partnerships. This plan aims to promote a democratic civil society by ensuring that gender equality is integrated into our mission to enhance sustainable development, innovation, and technology in Ukraine, particularly in the Ivano-Frankivsk region. The GEP serves as a roadmap to eliminate gender-based discrimination, promote inclusivity, and empower all individuals, especially women and marginalized groups, in line with our organizational goals and values.

This GEP aligns with the EU Gender Equality Strategy 2020-2025, which seeks to achieve a gender-equal Europe through ending gender-based violence, challenging gender stereotypes, closing gender gaps in the labor market, and ensuring equal participation in decision-making. It also adheres to EU values of democratic participation, inclusivity, and non-discrimination as outlined in the Treaty on European Union and the Charter of Fundamental Rights of the EU. By embedding these principles, BRIT ensures compliance with EU funding requirements and contributes to the broader European agenda for equality.

BRIT, headquartered in Ivano-Frankivsk, Ukraine, is a forward-thinking organization with 10 years of experience in promoting sustainable development, innovation, and technology. Operating primarily at the regional and local levels, BRIT collaborates with public authorities, local governments, NGOs, enterprises, and community members to address regional challenges. With a mission to establish a democratic civil society through educational, scientific, and cultural activities, BRIT engages diverse population groups, including youth and women, making gender equality a critical component of its work.

2. Objectives

1. 1. Promote Gender Equality in BRIT’s Workforce and Leadership:
      • • Ensure gender-balanced representation in all staff levels and leadership positions within BRIT.
        • Provide equal pay for equal work and address any existing gender pay gaps.
   2. Mainstream Gender Equality in Programs and Activities:
      • • Actively integrate gender perspectives into research, innovation, and local and regional programs.
        • Encourage women’s participation in science, technology, engineering, and mathematics (STEM) initiatives.
   3. Combat Gender Stereotypes and Barriers:
      • • Raise awareness and challenge stereotypes and biases affecting gender equality.
        • Empower underrepresented groups, including women and girls, through training and capacity-building initiatives.
   4. Enhance Organizational Policies and Frameworks for Inclusion:
      • • Develop internal procedures to monitor and evaluate progress in gender equality.
        • Establish mechanisms to prevent all forms of gender-based discrimination and harassment.

3. Scope and Target Groups

• • Internal Scope: This GEP applies to all BRIT staff, volunteers, and decision-making bodies, ensuring gender equality in recruitment, training, and career development.
  • External Scope: The plan extends to all beneficiaries and participants in BRIT’s initiatives, including youth, women, and other community members, as well as partner organizations and stakeholders in regional programs.
  • Target Groups: Special focus will be placed on women and youth, who are key beneficiaries of BRIT’s projects, to ensure their active inclusion in sustainable development, research, and innovation activities.

4. Gender Equality Analysis and Baseline

• • Current State: BRIT engages with diverse groups, including women and youth, through workshops, public debates, and digital campaigns. However, specific gender-disaggregated data on participation and outcomes is limited. A preliminary assessment indicates a need for more structured approaches to gender equality in program design and internal policies.
  • Data Collection: BRIT commits to collecting and analyzing gender-disaggregated data annually to monitor participation rates, leadership roles, and program impacts across genders.
  • Challenges Identified: Potential underrepresentation of women in leadership roles within projects.

5. Key Action Areas

5.1 Work-Life Balance and Organizational Culture

• • Develop policies to support flexible working arrangements for staff, ensuring compatibility with family responsibilities.
  • Conduct awareness-raising campaigns on gender equality and unconscious bias for all staff and partners.
  • Establish a zero-tolerance policy for harassment and discrimination, with clear reporting mechanisms.

5.2 Gender Balance in Leadership and Decision-Making

• • Set targets for gender balance in decision-making bodies within BRIT, aiming for at least 40% representation of each gender by 2025.
  • Provide mentorship and training programs for women to prepare them for leadership roles in innovation and technology projects.
  • Ensure gender diversity in project teams and committees overseeing initiatives like energy efficiency and municipal finance programs.

5.3 Gender Equality in Recruitment and Career Progression

• • Implement gender-neutral recruitment processes, including diverse hiring panels and anonymized application reviews.
  • Offer professional development opportunities equally to all staff, with targeted support for women in underrepresented fields such as technology and research.
  • Monitor and report on gender balance in staffing annually.

5.4 Integration of Gender Dimension into Programs and Activities

• • Mainstream gender perspectives into project design, implementation, and evaluation.
  • Develop specific programs or modules targeting women’s participation in innovation, technology, and sustainable development.
  • Engage women and youth as key stakeholders in public debates and workshops to address regional challenges.

5.5 Measures Against Gender-Based Violence

• • Raise awareness of gender-based violence through educational activities and campaigns within community engagement programs.
  • Provide training for staff and partners on preventing and addressing gender-based violence in professional and community settings.
  • Partner with local organizations to support victims of gender-based violence as part of broader inclusivity efforts.

6. Implementation and Monitoring

• • Dedicated Resources: Assign a Gender Equality Officer within BRIT to oversee the implementation of the GEP and serve as a point of contact for gender-related concerns.
  • Timeline: Roll out the GEP over a 3-year period (2022-2025), with annual reviews and updates based on monitoring outcomes.
  • Monitoring and Evaluation: Establish key performance indicators (KPIs) such as percentage of women in leadership roles, participation rates in programs by gender, and staff training completion rates on gender equality topics. Conduct annual assessments to measure progress and adjust strategies.
  • Reporting: Publish an annual Gender Equality Report detailing achievements, challenges, and next steps, ensuring transparency with stakeholders and compliance with EU requirements.
  • Training: Provide mandatory gender equality training for all staff and relevant stakeholders, focusing on mainstreaming gender in project cycles and organizational practices.

7. Alignment with BRIT’s Mission and EU Values

• • Mission and Vision: The GEP supports BRIT’s mission to establish a democratic civil society by ensuring that gender equality underpins educational, scientific, and cultural activities. It contributes to realizing the creative, scientific, and technical potential of all individuals, regardless of gender, in line with BRIT’s vision.
  • Ongoing Activities: The plan integrates with existing programs like workshops, youth engagement, and regional initiatives by embedding gender equality as a core principle, enhancing inclusivity in projects funded by the EU and USAID.
  • EU Values: By prioritizing inclusivity, democratic participation, and non-discrimination, the GEP aligns with EU values and the objectives of calls related to civic engagement. It strengthens BRIT’s capacity to contribute to EU priorities, including sustainable development and innovation, through a gender-equal lens.

8. Stakeholder Engagement

• • Collaborate with local authorities, NGOs, and community groups to promote gender equality within the Ivano-Frankivsk region and beyond.
  • Engage women’s organizations and youth groups to co-design initiatives that address specific gender-related challenges in technology and sustainable development.
  • Partner with EU-funded networks and programs to exchange best practices on gender equality and access resources for capacity building.

9. Sustainability and Scalability

• • Ensure the sustainability of gender equality efforts by embedding them into BRIT’s long-term strategic planning and budgeting processes.
  • Scale up successful gender equality initiatives to other regions in Ukraine, leveraging BRIT’s experience in regional programs.
  • Seek additional funding from EU instruments and international donors to support expanded gender equality programming.

10. Communication and Dissemination

• • Internal Communication: Regularly communicate the GEP’s objectives, progress, and achievements to BRIT staff.
  • External Communication: Share the GEP with stakeholders, partners, beneficiaries, and the wider public to promote transparency and accountability.

11. Conclusion

The Gender Equality Plan (GEP) of BRIT is a strategic commitment to fostering an inclusive environment where gender equality drives innovation, sustainable development, and democratic participation. By aligning with EU principles and integrating gender perspectives into our mission-driven activities, BRIT aims to empower women, youth, and all community members while contributing to a more equitable society in Ukraine. Through dedicated resources, continuous monitoring, and stakeholder collaboration, this GEP ensures that gender equality remains a cornerstone of BRIT’s work for years to come.