Suspilne Ukraine consistently works to ensure gender equality and non-discrimination. The company implements equal rights and opportunities policies, regularly assesses its progress in this area, and develops tools for systemic change in line with international standards.
The Gender Equality and Non-Discrimination Policy was approved by the Supervisory Board of Suspilne Ukraine in 2021. It applies to all employees, members of the Supervisory Board, and the Managing Board, and guarantees equal rights and opportunities regardless of gender, prohibits any form of discrimination, and provides mechanisms for responding to violations.
GENDER COMPOSITION OF THE COMPANY
Between 2020 and 2024, women consistently made up the majority of Suspilne Ukraine’s workforce:
- 54.1% in 2020;
- 54.4% in 2021;
- 53.5% in 2022;
- 54.9% in 2023;
- 56.5% in 2024;
- 56.1% in 2025.
Among all managers, the share of women increased from 48.6% in 2020 to 50.9% in 2024 and stood at 50% in 2025.
At the level of directors and top management, women accounted for:
- 54% in 2020;
- 44.8% in 2021;
- 45.9% in 2022;
- 45.4% in 2023;
- 43.9% in 2024;
- 49.4% in 2025.
In 2020–2023, there was one woman on the Managing Board; in 2024 — two; in 2025 — one.
In 2024, men accounted for 52% of international business trips and women for 48%, indicating near parity in access to international mobility and professional opportunities.
According to the Public Media Academy, in 2021–2024 women consistently formed the majority among participants in training programmes:
- 73% in 2021;
- 57% in 2022;
- 58% in 2023;
- 51% in 2024.
More than a third of contracts at Suspilne Ukraine were signed with vendors where the signatories were women (34.3%). The gender analysis was based on contracts for goods, services, and licenses concluded with legal entities and sole proprietors (based on the signatory of the contract).
GENDER AUDIT
In 2025, a gender audit was conducted at Suspilne Ukraine. It confirmed the company’s readiness to systematically implement gender equality principles and helped identify key areas for further development. These include broader integration of a gender approach into strategic documents, development of indicators, and regular monitoring of progress.
WEPs
Suspilne Ukraine is a participant in the UN Women initiative “Women’s Empowerment Principles” (WEPs) and conducts regular self-assessment using the Gender Gap Analysis Tool.
- In 2024, the company scored 16%, corresponding to an initial level and marking the starting point of systematic work.
Results for 2024 - In 2025, the score increased to 37%, indicating progress in leadership, non-discrimination policies, safety, and public reporting.
Results for 2025
In November 2024, a working group on WEPs implementation was established at Suspilne Ukraine, and an Action Plan for 2025–2027 was approved.
Minutes of the Working Group Meeting on WEPs Implementation
The document defines strategic goals and steps across all seven WEPs principles, including:
- strengthening leadership commitment to gender equality;
- ensuring non-discrimination and equal opportunities in employment;
- developing training and professional growth for employees;
- creating a safe working environment and preventing violence and harassment;
- integrating a gender approach into cooperation with partners and suppliers;
- improving transparency, data collection, and regular progress monitoring.
Mariya Frey, Member of the Managing Board of Suspilne Ukraine, responsible for news and regional content:
“Joining the Women’s Empowerment Principles is a necessary step to systematise our practices and deepen our work on equality and support for women. It is important for us to create conditions and an environment where every woman — from a new employee to a leader — can realise her potential, receive support, and influence decision-making processes. Gender equality is not only about fairness; it is about measurable effectiveness and a better future for women and girls.”
Dmytro Kozlov, Member of the Managing Board of Suspilne Ukraine, responsible for talent development, organisation, and corporate culture:
“The importance of implementing WEPs at Suspilne Ukraine lies in the fact that it is not only social responsibility but also a practical strategy to improve organisational effectiveness and impact on society. Gender-balanced teams tend to foster greater innovation and diverse approaches to problem-solving, which is especially important for a media organisation that influences public opinion and shapes the information agenda. Equally important, the public broadcaster should serve as a model for other companies and media in Ukraine, demonstrating how to effectively implement gender equality in business practices.”