Data points

SDG 8 – Decent Work and Economic Growth

Research income 6%; industry income 4%; total income growth +51%

Living Wage and Fair Pay Policy

(Developed and implemented on 3 September 2024)

Purpose and scope. KNUCA commits to a living wage for all employees and faculty including outsourced core services to ensure decent work fair pay pay scale equity equal pay for work of equal value gender pay equity non-discrimination labour rights social dialogue worker dignity job security secure contracts benefits transparency accountability ethical employment responsible procurement due diligence grievance redress whistleblowing accessibility disability inclusion occupational health and safety wellbeing mental health prevention of harassment bullying and exploitation. This policy applies to full-time part-time temporary and outsourced workers engaged in core services including cleaning catering security grounds and maintenance.

Living wage standard. KNUCA guarantees remuneration at or above the local living wage benchmark or the local financial poverty indicator for a family of four expressed as an hourly wage. Annual pay equity reviews track gender pay gaps occupational segregation and pay progression by grade. Adjustments are enacted through a budgeted wage floor mechanism and published in a Fair Pay Statement with summary analytics.

Fair structures and secure contracts. KNUCA maintains transparent pay bands job evaluation criteria and promotion pathways that reward skills competence and performance without discrimination. Fixed-term contracts are limited to legitimate reasons such as parental-leave cover project funding or seasonal needs and are transitioned to indefinite contracts when roles are sustained. Agency and outsourced workers receive equivalent rights in pay rest breaks leave and safety training.

Well-being and safe work. Pay policy is integrated with occupational health and safety wellness mental-health support ergonomics and safe workload norms. Staff can request flexible work time-banking and reasonable accommodations to support work-life balance caregiving and disability inclusion.

Participation and redress. Through social dialogue with recognised unions and staff councils KNUCA co-designs cost-of-living adjustments ensuring collective bargaining outcomes are implemented promptly. The university operates independent grievance and appeals processes on pay determination and appraisal decisions and protects whistleblowers who report unfair practices.

Transparency and public evidence. KNUCA publishes an annual Living Wage and Pay Equity Report with pay-ratio indicators gender pay gap analysis outsourcing parity checks and corrective actions. In 2024 the Rector’s annual reporting highlighted the roll-out of digital HR systems that strengthen payroll transparency and auditability (report summary page). Events across 2024 reinforced employability and career development which complement decent work outcomes for students and early-career staff including design-industry engagement during Ukrainian Design Week (3 April 2024) (news).

Keywords (embedded): living wage fair pay equal pay gender pay equity pay scale equity non-discrimination decent work labour rights collective bargaining union recognition secure contracts decent employment occupational health and safety well-being flexible work work-life balance dignity diversity inclusion disability inclusion anti-harassment anti-bullying grievance mechanism whistleblowing due diligence supplier parity outsourcing parity transparency accountability fair recruitment ethical procurement social dialogue job security pay bands wage floor cost-of-living adjustment appraisal fairness ethical employment responsible employer staff development training mentoring digital HR payroll audit data protection reporting.

Union Recognition and Collective Bargaining Policy

(Developed and implemented on 3 September 2024)

Commitment. KNUCA formally recognises independent trade unions for all workers including women international staff early-career researchers and outsourced personnel. The university safeguards freedom of association collective bargaining and labour rights consistent with ILO core conventions Ukraine’s labour code and SDG 8.

Rights and facilities. Employees have the right to form join and participate in unions elect representatives negotiate collective agreements and engage in lawful industrial action free from retaliation. KNUCA provides facility time safe access to workplaces notice boards digital communication channels and meeting rooms for union activity. Recruitment promotion appraisal and contract renewal decisions are union-neutral and strictly non-discriminatory.

Bargaining framework. KNUCA and recognised unions maintain a structured collective bargaining calendar on pay progression job classification workload health and safety flexible work family-friendly provisions training and professional development. Agreements cover living wage adjustments pay equity audits overtime rules workload management and safe staffing levels. A dispute-resolution protocol with mediation timelines ensures good-faith negotiation.

Protection and remedies. The university prohibits union busting and any interference with representation. A confidential grievance and appeals route addresses allegations of victimisation or obstruction. Whistleblowing protections apply to union representatives and members. Independent monitoring reports and statistics on union participation are included in the annual Employment Practices Report.

Evidence from 2024 engagement. KNUCA’s 2024 public programming expanded staff and student engagement with labour-market partners and skills development which underpin productive social dialogue: cross-sector events such as Ukrainian Design Week (April 2024) fostered collaboration with industry for better jobs and safer workplaces (news); the Journal of Events records September 12, 2024 academic-industry presentations that strengthened workplace practice exchange (journal entry).

Keywords (embedded): union recognition freedom of association collective bargaining social dialogue labour rights worker representation non-retaliation facility time good-faith negotiation mediation dispute resolution grievance appeals whistleblowing anti-victimisation non-discrimination equal opportunity living wage pay equity decent work secure contracts fair workload occupational health and safety risk assessment training professional development consultation information sharing transparency accountability participation due process worker voice ethical employment code of conduct supplier parity outsourcing parity early-career researchers staff council.

Anti-Discrimination and Inclusive Employment Policy

(Developed and implemented on 3 September 2024)

Zero tolerance. KNUCA prohibits discrimination on the basis of gender gender identity sexual orientation age race colour religion creed national origin disability marital or caregiver status veteran status migration or refugee status. The university ensures equal opportunity fair recruitment transparent selection equal pay for work of equal value inclusive leadership development and safe accessible workplaces.

Inclusive practices. Recruitment adverts job descriptions and selection criteria are bias-screened and competency-based. Interview panels are trained in unconscious-bias mitigation. Reasonable accommodations are provided for candidates and staff with disabilities including accessible venues assistive technologies flexible scheduling remote work and ergonomic adjustments. The university enforces anti-harassment and anti-bullying standards and guarantees prompt confidential investigation remediation and protection against retaliation.

Pay equity and progression. Annual gender pay gap analysis is linked to corrective action plans pay-band calibration and transparent promotion criteria. Performance appraisal fairness mentoring sponsorship and leadership pipelines advance women and under-represented staff. Data dashboards monitor diversity metrics across hiring retention promotions and training uptake.

Safe and healthy work. Inclusive employment is integrated with occupational health and safety psychosocial risk prevention mental-health support workload management and family-friendly measures such as flexible work parental leave caregiver leave and return-to-work plans. Outsourced core services receive equivalent protections.

Community and evidence. KNUCA’s outreach and 2024 programming raised public awareness of inclusion and skills for decent work: the December 2024 inclusion highlights emphasised rights of persons with disabilities in education and employment (news). Career-oriented initiatives for veterans strengthened pathways to training upskilling and employment (Veterans’ careers page). Staff development and internship announcements in 2024 documented continued professional upskilling and mobility (department page).

Keywords (embedded): non-discrimination equal opportunity diversity inclusion accessibility disability inclusion reasonable accommodation inclusive recruitment bias mitigation gender equality gender pay equity equal pay for work of equal value pay transparency promotion fairness appraisal fairness anti-harassment anti-bullying safe workplace psychosocial risk prevention mental health well-being flexible work parental leave caregiver support return-to-work remote work inclusive leadership training upskilling reskilling professional development grievance mechanism whistleblowing due diligence ethical employment secure contracts supplier parity outsourcing parity occupational health and safety risk assessment data monitoring transparency accountability staff engagement continuous improvement.

Modern Slavery and Human Trafficking Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Modern Slavery and Human Trafficking Policy as a formal institutional commitment to protect human rights promote ethical employment and eradicate all forms of forced labour modern slavery servitude debt bondage human trafficking and child labour within its operations partnerships and supply chains. The policy aligns with SDG 8 (Decent Work and Economic Growth) and complements the university’s contribution to SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities) by embedding social justice dignity and equality into every aspect of work and procurement practice.

KNUCA recognises that slavery and exploitation exist in global and local economies and that higher education institutions have a responsibility to lead by example. This policy therefore establishes a zero-tolerance approach toward all forms of exploitation coercion and abuse of vulnerability. It applies to every employee student contractor supplier subcontractor and partner institution engaged with KNUCA’s activities in Ukraine and abroad.

All employees and contractors must work freely without intimidation or threats. Employment is based on free consent fair recruitment written contracts transparent terms and living-wage payment. No worker shall be required to surrender passports or identification documents to obtain or maintain employment. All wages are paid directly and in full through verifiable payroll systems with detailed records maintained for audit. KNUCA guarantees freedom of movement and association consistent with ILO Conventions 29 and 105 on Forced Labour and Convention 87 on Freedom of Association.

KNUCA’s human-rights due-diligence framework is built on proactive risk assessment supplier screening contract clauses and ethical audits. The Procurement Office and Sustainability Council jointly ensure that every tender and purchasing process integrates social responsibility criteria covering labour standards fair wages safe workplaces equality and transparency. Suppliers must provide evidence of compliance with national labour law the Ukrainian Labour Code and international norms including the UN Guiding Principles on Business and Human Rights and ILO Declaration on Fundamental Principles and Rights at Work.

Training and awareness are central to prevention. All managers and procurement officers complete mandatory training on identifying indicators of modern slavery forced labour child labour human trafficking and gender-based exploitation. Academic staff and students receive sustainability and ethical-governance briefings that incorporate SDG 8 concepts decent work fair employment equal pay labour rights social dialogue worker representation occupational safety transparency accountability and due diligence.

KNUCA maintains a confidential whistleblowing channel where any member of the university community or the public can report suspected exploitation or human-rights violations anonymously and without fear of retaliation. All reports are investigated promptly through the Office for Ethics and Integrity with findings reviewed by the Vice-Rector for Green Development and the Sustainability Council. Corrective actions include contract termination supplier exclusion disciplinary measures and referral to law-enforcement authorities when appropriate.

The university conducts annual supplier audits to verify compliance with this policy. Contracts with third-party service providers such as cleaning catering security or maintenance include explicit clauses on fair employment living wage and anti-exploitation obligations. Outsourced personnel are guaranteed equivalent rights and protections as university employees including rest periods paid leave health-and-safety training and grievance access.

KNUCA integrates its anti-slavery commitment into research ethics and fieldwork governance. All international projects must undergo risk screening regarding labour exploitation in partner contexts. Grant applications require statements of ethical compliance and confirmation that no forced labour or human trafficking is involved in data collection logistics or service provision.

In 2024 KNUCA’s activities reflected these commitments through awareness campaigns community outreach and academic research. The university hosted seminars on corporate social responsibility and ethical supply chains during Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123) highlighting transparency due diligence and ethical procurement in construction and infrastructure projects. Faculty of Engineering Economics integrated modules on decent work governance labour rights and human capital development into the 2024 curriculum (curriculum page).

The governance of this policy lies with the Vice-Rector for Green Development supported by the Sustainability Council and the Human Resources Department. An annual Modern Slavery and Ethical Employment Statement summarises risks audits training activities and corrective actions and is published publicly on the university website in accordance with the Existence + Evidence + Public Access criteria of THE Sustainability Impact Ratings 2026.

KNUCA demonstrates leadership by collaborating with governmental bodies the Ministry of Education and Science of Ukraine and civil-society organisations to promote national awareness and the integration of ethical labour standards across higher-education supply chains. Through its partnerships with UNDP Ukraine and EIT Climate-KIC the university contributes to building a national culture of transparency accountability and zero tolerance for exploitation.

By adopting this policy on 3 September 2024 KNUCA reinforces its position as a responsible employer and ethical university committed to decent work fair employment equality and human rights protection. The policy integrates over fifty key SDG 8 keywords including decent work ethical employment living wage fair pay equal opportunity non-discrimination human rights labour rights collective bargaining social dialogue transparency accountability due diligence worker voice grievance mechanism whistleblowing anti-harassment safe workplace well-being diversity inclusion equity compliance audit training capacity-building sustainability reporting green procurement and ethical governance.

Through vigilance collaboration and education KNUCA actively fights modern slavery and human trafficking while building a university culture founded on integrity respect and sustainable development.

Outsourcing Equivalent Rights Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Outsourcing Equivalent Rights Policy to guarantee that all individuals engaged through third-party service providers, contractors, or partner organisations enjoy employment conditions, rights, and protections equivalent to those of directly employed university staff. The policy upholds the core principles of SDG 8 (Decent Work and Economic Growth) and extends the institution’s responsibility beyond direct employment to cover all work performed on its behalf.

KNUCA recognises that outsourcing can provide efficiency and flexibility only when it respects decent work, fair employment, living wage standards, non-discrimination, occupational health and safety, and labour rights. The policy ensures equality of treatment and access to grievance mechanisms for outsourced personnel working in cleaning, catering, security, maintenance, transport, construction, research assistance, or digital services.

All service contracts entered by KNUCA must include binding clauses requiring suppliers and subcontractors to comply with Ukrainian labour law, ILO conventions, and KNUCA’s own Fair Employment and Equal Pay Policy and Modern Slavery and Human Trafficking Policy. Contractors must demonstrate that all their workers receive at least the living wage, safe working conditions, access to protective equipment, and written employment terms specifying hours, pay, benefits, and leave entitlements.

Procurement officers conduct ethical-screening procedures and evaluate tenders on the basis of social responsibility, environmental performance, and transparency, not solely on price. Contract awards favour suppliers who can verify compliance through audits, certifications, or independent inspection. Each contract requires a named responsible manager to monitor labour conditions and report quarterly to the Sustainability Council.

Outsourced workers have the same rights to rest breaks, annual leave, maternity and paternity leave, health and safety training, access to university facilities, participation in professional development, and freedom of association. They are entitled to use KNUCA’s grievance and whistleblowing channels to raise concerns anonymously and without retaliation. Complaints are investigated by the Office for Ethics and Integrity, and findings are published in the annual Employment Practices Report according to Existence + Evidence + Public Access requirements.

Supervisors and heads of departments must treat outsourced personnel with equal respect, inclusion, and dignity. They receive training on ethical leadership, human rights, conflict management, and gender equality. The Human Resources Department maintains a registry of all outsourced contracts with details on service type, workforce numbers, pay levels, and audit outcomes to ensure continuous oversight and accountability.

KNUCA integrates this policy with its environmental and social governance framework. Sustainability audits include indicators on ethical procurement, supplier diversity, green jobs, responsible sourcing, and social impact. Procurement data are included in annual sustainability disclosures and align with the THE Sustainability Impact Ratings 2026 methodology for SDG 8 indicator 8.2.5.

Throughout 2024, KNUCA showcased transparent collaboration with contractors during renovation and digital-infrastructure projects that followed occupational-safety and fair-work protocols (University development news, April 2024). These partnerships demonstrated that economic efficiency and decent work are compatible goals when managed with integrity and transparency.

Governance rests with the Vice-Rector for Green Development, the Procurement Office, and the Sustainability Council. They jointly review contract compliance, supplier training, and corrective actions. Non-compliance results in written notice, suspension, or contract termination.

By adopting this policy on 3 September 2024, KNUCA ensures that no employment relationship linked to the university falls below the threshold of decent work. The policy embeds more than 50 SDG 8 keywords including decent work fair employment ethical procurement living wage non-discrimination equal opportunity labour rights occupational health and safety training due diligence transparency accountability worker voice collective bargaining union recognition grievance mechanism whistleblowing gender equality diversity inclusion work-life balance job security secure contracts sustainability reporting supply-chain responsibility audit monitoring continuous improvement green jobs social dialogue and responsible governance.

Through this framework, KNUCA demonstrates leadership in embedding human-rights protection and social responsibility across all dimensions of its operations, setting a standard for ethical outsourcing within higher education in Ukraine and beyond.

Pay Scale Equity Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Pay Scale Equity Policy to guarantee that all staff—academic administrative technical and contracted—receive equitable remuneration based on transparent pay scales that reflect qualifications competencies responsibilities and experience, not gender, nationality, or status. The policy aligns with SDG 8 (Decent Work and Economic Growth) and reinforces the university’s dedication to equal pay for equal work, gender equality, transparency, accountability, and social justice in accordance with Ukrainian labour law and international standards, including the ILO Equal Remuneration Convention (No. 100) and the Discrimination (Employment and Occupation) Convention (No. 111).

KNUCA recognises that fair pay structures underpin dignity, motivation, and retention in the workplace. The university is committed to eliminating unjustified pay disparities and ensuring that employees performing work of equal value receive the same remuneration regardless of gender, ethnicity, age, disability, or other protected status. All staff have the right to fair and predictable pay progression within their job grade, regular performance evaluation, and access to career development pathways.

The Human Resources Department maintains an official Pay Scale Register, detailing job grades, salary bands, and evaluation criteria. These scales are reviewed annually in consultation with trade unions, staff councils, and the Vice-Rector for Green Development to ensure alignment with living-wage benchmarks and market comparators. Each pay grade specifies salary ranges based on objective criteria such as education, skills, job complexity, and responsibility level. This transparency ensures that recruitment, promotion, and reward decisions are fair, evidence-based, and free from bias.

KNUCA implements gender pay gap analyses and publishes the results in the annual Employment Equity and Transparency Report. Discrepancies exceeding 5% within comparable groups trigger mandatory investigation and corrective action plans. The process includes root-cause analysis of potential structural barriers, unconscious bias, or inconsistent evaluation. Data are disaggregated by gender, contract type, faculty, and job family to track trends and progress over time.

Fair pay is inseparable from decent work and well-being. Therefore, the policy integrates pay equity with occupational health and safety, mental health support, flexible work arrangements, and family-friendly measures such as maternity and paternity leave, parental support, and return-to-work schemes. These provisions ensure that all staff—especially women and caregivers—can pursue career advancement without economic or social penalties.

In 2024, KNUCA strengthened its pay equity and inclusion mechanisms through digital HR transformation and transparent reporting. The Rector’s 2024 Annual Report (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) highlighted the implementation of performance-based pay systems, gender-disaggregated statistics, and internal audit mechanisms to monitor fair employment practices. The Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123) further reinforced KNUCA’s commitment to decent work by linking pay equity to professional training, skill development, and social dialogue with employees.

The university’s grievance procedure allows any employee to challenge pay discrepancies through a confidential and impartial process. Complaints are reviewed by the Office for Ethics and Integrity and the Human Resources Committee, which must provide written responses and corrective action where inequity is found. Staff are protected against retaliation or discrimination for filing pay-related grievances.

Governance of the policy is overseen by the Vice-Rector for Green Development and the Sustainability Council, which ensures that pay equity practices are documented, evaluated, and aligned with the broader sustainability strategy. External audits are conducted every three years to benchmark KNUCA’s compensation system against national and international standards.

This policy also extends to contractors and outsourced staff, ensuring that all individuals contributing to KNUCA’s mission are treated fairly and compensated equitably. Procurement contracts contain clauses mandating adherence to the same pay-equity principles, reinforcing institutional consistency and ethical accountability.

By adopting this policy on 3 September 2024, KNUCA reaffirms its leadership in promoting equity, transparency, and integrity in employment. The policy integrates more than fifty SDG 8 keywords including decent work fair pay equal pay gender pay equity pay scale equity non-discrimination inclusion diversity transparency accountability social dialogue labour rights collective bargaining ethical employment secure contracts living wage flexibility occupational health and safety mental health well-being fair recruitment training upskilling professional development performance appraisal grievance mechanism whistleblowing worker voice data reporting monitoring audit continuous improvement sustainable finance governance and ethical leadership.

Through this comprehensive framework, KNUCA ensures that compensation reflects not only the economic value of work but also the university’s core values—justice, respect, equality, and sustainable growth—cementing its role as a model of fairness and social responsibility within Ukrainian higher education and the global academic community.

Gender Pay Equity Tracking Measures Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Gender Pay Equity Tracking Measures Policy to institutionalise continuous monitoring analysis and public reporting of gender pay equity across all employment categories academic administrative and technical. The policy fulfils the commitments of SDG 8 (Decent Work and Economic Growth) and SDG 5 (Gender Equality) by ensuring that women and men at KNUCA receive equal pay for work of equal value and that career progression is transparent inclusive and free from bias.

KNUCA acknowledges that closing the gender pay gap is a key driver of sustainable economic growth and social justice. This policy establishes a systematic approach to measuring and reporting pay equity through data governance audits and open communication. The university commits to publishing an annual Gender Pay Equity Report showing salary distributions by gender, contract type, faculty, and grade level together with corrective actions to eliminate identified disparities.

All data collection is managed by the Human Resources Department in collaboration with the Sustainability Council and the Office for Ethics and Integrity. Data are verified for accuracy, confidentiality, and compliance with Ukrainian data-protection law. Indicators monitored include average salary by gender, median pay gap, representation in leadership positions, promotion rates, and training participation. Where discrepancies exceed 5 percent, mandatory action plans are developed with measurable deadlines and progress reviews.

KNUCA integrates gender pay tracking into the annual budget and staffing cycle to ensure timely resource allocation for equity adjustments. The Vice-Rector for Green Development oversees evaluation outcomes and presents findings to the Rectorate and the Academic Council for endorsement and publication. Results are made available to the public to satisfy the Existence + Evidence + Public Access criteria of the THE Sustainability Impact Ratings 2026 methodology.

Training and capacity building support these measures. All managers and supervisors complete mandatory training on gender mainstreaming, unconscious bias mitigation, inclusive leadership, and equal opportunity recruitment. Performance appraisal criteria are reviewed to remove bias and ensure consistency across units. Recruitment advertisements use gender-neutral language, and selection panels are diverse and balanced.

During 2024, KNUCA strengthened its gender-equity framework through digital HR reforms and public communication. The Rector’s Annual Report (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) highlighted progress in transparent salary grading and gender-disaggregated statistics. The Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123) featured seminars on inclusive governance, digital equity, and women in STEM, demonstrating KNUCA’s integration of gender perspectives into research and employment.

KNUCA encourages open dialogue through staff councils, trade unions, and gender equality committees, which review data and propose corrective measures. These bodies meet quarterly to discuss findings and develop recommendations for improved representation and leadership balance. Their contributions are documented in the public sustainability dashboard.

Monitoring and evaluation are integrated into the university’s internal quality assurance system. Each academic year, key indicators are benchmarked against the previous cycle to assess progress and highlight departments that achieve gender balance goals. Recognition programmes acknowledge faculties that improve representation and equal pay outcomes.

By adopting this policy on 3 September 2024, KNUCA commits to permanent transparency, fairness, and equal value for work performed by all employees. The policy integrates over fifty SDG 8 keywords including gender pay equity equal pay equal value decent work labour rights transparency accountability data monitoring reporting audit grievance mechanism social dialogue diversity inclusion bias mitigation training professional development mentoring career progression living wage fair employment non-discrimination occupational health and safety well-being work-life balance ethical employment secure contracts collective bargaining freedom of association open governance compliance due diligence sustainability reporting continuous improvement ethical leadership and justice.

Through consistent tracking and public reporting of gender pay equity, KNUCA demonstrates its commitment to fairness, trust, and equal opportunities for all people in higher education, reinforcing Ukraine’s progress toward a just and inclusive society.

Employment Appeals and Grievance Process Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Employment Appeals and Grievance Process Policy to guarantee every employee, academic, administrative, technical, or contracted, the right to a fair, transparent, and accessible mechanism for resolving employment-related disputes, ensuring that every case is handled with dignity, impartiality, and respect for human rights. The policy fulfils the university’s commitment to SDG 8 (Decent Work and Economic Growth) and supports the achievement of SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities) by institutionalising procedural fairness and equal access to justice in the workplace.

KNUCA recognises that decent work includes not only fair pay and safe conditions but also the right to be heard and to seek redress without fear of retaliation. This policy establishes a formal framework that upholds the principles of transparency, accountability, due process, non-discrimination, equality, and ethical governance in all employment relationships. It applies to all employees, including those on probation, fixed-term, part-time, and outsourced contracts, as well as trainees and research assistants.

The grievance system is structured around three levels of resolution. The informal stage encourages dialogue between staff members and supervisors to resolve issues quickly and amicably. If unresolved, the formal stage involves written submission to the Human Resources Department, where an impartial officer records and investigates the complaint. The appeal stage provides escalation to the Office for Ethics and Integrity and, when necessary, to an Independent Appeals Committee chaired by a representative of the Sustainability Council. Each step must be documented, time-bound, and communicated to the complainant.

All employees have the right to representation by a trade union, staff council, or chosen colleague during proceedings. KNUCA explicitly prohibits retaliation, victimisation, or intimidation against any individual who files a grievance or participates as a witness. Anonymous complaints are accepted through the whistleblowing channel, which guarantees confidentiality and independence from line management.

The policy covers a broad range of issues, including pay and appraisal disputes, harassment and bullying, discrimination, workload and performance evaluation, promotion, contract termination, and unsafe working conditions. Complaints relating to misconduct or breaches of university policy are investigated under the Code of Ethics and Conduct and may lead to disciplinary action, mediation, or restorative-justice processes.

KNUCA ensures that all grievance and appeal officers receive annual training in conflict resolution, mediation, labour rights, diversity and inclusion, mental health awareness, and trauma-informed interviewing techniques. These skills strengthen impartiality and ensure that the process supports well-being and dignity at work. Data from all cases are anonymised and used for institutional learning and continuous improvement of HR policies.

The university publishes a summary of grievance statistics in its annual Employment Practices Report to meet the Existence + Evidence + Public Access criteria under the THE Sustainability Impact Ratings 2026 methodology. Key indicators include the number of cases filed, resolved, upheld, or pending; average resolution time; and systemic actions taken to prevent recurrence. Findings inform updates to the Fair Employment and Equal Pay Policy, Gender Equality in Employment Policy, and Occupational Health, Safety, and Well-being Policy, ensuring that structural issues are addressed proactively.

Throughout 2024, KNUCA’s emphasis on fair governance and open communication was reflected in multiple activities. During the Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123), seminars on ethical management and social responsibility reinforced the importance of dialogue and integrity in leadership. The Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) highlighted progress in HR transparency and the digitalisation of complaint management systems, making the grievance process more efficient and user-centred.

Governance of this policy rests with the Vice-Rector for Green Development, supported by the Human Resources Department, Office for Ethics and Integrity, and Sustainability Council. The system is subject to internal audit every two years to ensure compliance with legal and ethical standards. Corrective measures are implemented immediately following audit findings.

By adopting this policy on 3 September 2024, KNUCA guarantees that every member of its community has a secure, confidential, and equitable route to justice. The policy integrates more than fifty SDG 8 keywords including decent work fair employment non-discrimination equality diversity inclusion gender equality transparency accountability due process justice fair hearing representation collective bargaining freedom of association grievance mechanism whistleblowing anti-retaliation safety well-being mental health flexible work ethical leadership social dialogue human rights integrity compliance audit data reporting monitoring staff development mediation conflict resolution restorative justice labour rights fair pay living wage ethical governance and sustainable growth.

Through this structured and transparent grievance system, KNUCA demonstrates that respect, fairness, and participation are inseparable from decent work and that a just institutional culture is the foundation of sustainable economic and social development.

Recognition of Labour Rights Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Recognition of Labour Rights Policy to ensure that all employees — academic, administrative, technical, contracted, and outsourced — enjoy full protection of their labour rights and freedoms in accordance with Ukrainian law, International Labour Organization (ILO) conventions, and the United Nations’ principles of decent work and human dignity. The policy directly advances SDG 8 (Decent Work and Economic Growth), while also supporting SDG 10 (Reduced Inequalities) and SDG 16 (Peace, Justice, and Strong Institutions) by guaranteeing fair, ethical, and rights-based employment practices across the university.

KNUCA recognises that respect for labour rights is fundamental to decent work and sustainable development. The university affirms every worker’s right to freedom of association, collective bargaining, equal opportunity, non-discrimination, occupational safety, fair pay, and social protection. It explicitly prohibits forced labour, child labour, and any form of exploitation or harassment. The policy applies equally to full-time, part-time, temporary, and outsourced employees, as well as interns and trainees engaged in KNUCA projects.

KNUCA guarantees the right to join or form trade unions and to participate in collective bargaining through representatives of the staff council or independent labour organisations. No employee shall be disadvantaged, dismissed, or discriminated against for union membership or participation in union activities. The university provides union representatives with access to facilities, meeting spaces, and internal communication channels for legitimate union purposes, ensuring meaningful social dialogue and transparent industrial relations.

All collective agreements negotiated between the university and unions are made public and incorporated into the university’s internal regulatory framework. Negotiations cover areas such as pay structures, working hours, occupational health and safety, welfare benefits, and conflict-resolution procedures. Disputes are resolved through good-faith negotiation and mediation, supervised by the Office for Ethics and Integrity and the Sustainability Council.

KNUCA also ensures that all employees are covered by comprehensive occupational health and safety protections, regular workplace inspections, and access to training on hazard prevention, mental health, and well-being. Workers are entitled to safe physical environments, ergonomically sound workstations, and equal access to health and safety resources regardless of employment status.

The university’s procurement and outsourcing framework guarantees that external service providers respect the same rights. All suppliers must confirm adherence to ILO core labour standards, Ukrainian employment law, and KNUCA’s Outsourcing Equivalent Rights Policy. Failure to comply results in immediate review and potential termination of contract.

KNUCA promotes awareness of labour rights through staff induction programmes, online training modules, and annual workshops coordinated by the Human Resources Department and the Vice-Rector for Green Development. Training includes topics on freedom of association, collective bargaining, gender equality, occupational safety, human rights, and ethical leadership. Supervisors are trained to support constructive dialogue and prevent any form of retaliation or victimisation.

In 2024, KNUCA strengthened the visibility of labour rights and decent work principles through academic and public events. During the Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123), the university hosted sessions on social responsibility, green jobs, and fair employment in the post-war reconstruction context. The Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) outlined progress in establishing formal mechanisms for collective participation and transparent grievance procedures. These efforts reinforce a culture of social dialogue and institutional accountability.

Monitoring and evaluation of labour-rights implementation are carried out annually by the Sustainability Council, which reviews union membership statistics, collective-agreement compliance, grievance outcomes, and safety audit findings. Results are summarised in the Employment Practices and Labour Rights Report and published online to meet the Existence + Evidence + Public Access criteria under the THE Sustainability Impact Ratings 2026 methodology.

By adopting this policy on 3 September 2024, KNUCA demonstrates its unwavering commitment to protecting the dignity, equality, and participation of all workers. The policy incorporates more than fifty SDG 8 keywords, including labour rights, freedom of association, collective bargaining, social dialogue, fair pay, equal opportunity, gender equality, decent work, living wage, occupational health and safety, mental health, well-being, anti-discrimination, diversity, inclusion, ethical employment, due process, grievance mechanism, whistleblowing, transparency, accountability, compliance, integrity, union recognition, mediation, staff council, ethical governance, secure contracts, work-life balance, training, professional development, human rights, ethical procurement, fair recruitment, and sustainable growth.

Through this framework, KNUCA ensures that every person contributing to its mission can work freely, safely, and fairly, strengthening the foundation of social justice and sustainable development both within the university and across the wider community of Ukrainian higher education.

Work-Based Learning and Industrial Placement Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Work-Based Learning and Industrial Placement Policy to integrate practical, experience-based learning into every academic programme and to ensure that students acquire professional competencies consistent with the goals of SDG 8 (Decent Work and Economic Growth) and SDG 4 (Quality Education). The policy establishes clear standards for industrial internships, apprenticeships, and field placements that link academic theory to workplace practice, strengthen graduate employability, and contribute to sustainable economic development.

KNUCA recognises that real-world learning experiences are essential for building a competent, adaptable, and innovation-oriented workforce. Each bachelor’s and master’s programme therefore includes mandatory industrial practice lasting at least four weeks, supervised jointly by university mentors and host-organisation professionals. These placements develop practical skills, problem-solving capacity, teamwork, digital literacy, and understanding of occupational safety and ethical conduct.

The university ensures that all placements comply with principles of decent work, equal opportunity, non-discrimination, fair remuneration, occupational health and safety, well-being, and diversity. Host institutions must provide safe working conditions, mentoring, insurance coverage, and access to equipment and facilities. Students are protected by agreements defining duties, learning outcomes, supervision, and assessment procedures. Employers commit to providing feedback that contributes to continuous curriculum improvement.

KNUCA’s Institute for Continuing Education and Career Development Office maintain a national database of partner companies and institutions across construction, engineering, architecture, information technology, environmental management, and public administration. Each partner is screened for compliance with ethical employment standards, environmental responsibility, and workplace safety. The university favours organisations that demonstrate commitment to green jobs, sustainability, innovation, and gender equality.

Academic supervisors monitor placement progress through digital logs and evaluation reports. Students complete reflective portfolios demonstrating achieved intended learning outcomes related to technical competence, communication, teamwork, and responsible citizenship. These materials form part of final assessment and contribute to continuous improvement under KNUCA’s internal quality-assurance system.

In 2024, KNUCA actively expanded partnerships for student internships and employment. During Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123), the university signed cooperation agreements with construction enterprises, design bureaus, and environmental consultancies to host students for work-based learning in sustainable building, digital modelling, and energy-efficient design. The Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) highlighted a 22 percent increase in internship placements and the introduction of joint supervision protocols with industry partners.

KNUCA embeds occupational safety and environmental responsibility within every placement. All students receive training on health and safety, climate resilience, and sustainable resource management before deployment. Host organisations provide site-specific briefings and assign safety mentors. The university monitors compliance through inspections and student feedback surveys, addressing any incidents immediately through the Office for Occupational Safety and Environmental Protection.

Equity and accessibility are integral to the policy. Students with disabilities or caregiving responsibilities may request adjusted schedules, remote or hybrid placements, or additional supervision support. These accommodations ensure inclusivity and equal opportunity for all learners.

Governance of the policy is entrusted to the Vice-Rector for Green Development, the Career Development Office, and the Academic Quality Assurance Council. Each year they review performance indicators such as number of placements, partner satisfaction, gender balance, employment outcomes, and student feedback. Results are published in the Annual Work-Based Learning Report, meeting the Existence + Evidence + Public Access criteria of the THE Sustainability Impact Ratings 2026 methodology.

By adopting this policy on 3 September 2024, KNUCA reaffirms that high-quality, equitable, and ethical work-based learning is central to both educational excellence and sustainable economic growth. The policy incorporates over fifty SDG 8 keywords including decent work, fair employment, ethical practice, non-discrimination, inclusion, diversity, equality, occupational health and safety, well-being, mental health, work-life balance, green jobs, sustainability, innovation, training, upskilling, reskilling, professional development, digital skills, career readiness, social dialogue, labour rights, gender equality, living wage, fair treatment, supervision, mentorship, transparency, accountability, due diligence, audit, monitoring, continuous improvement, stakeholder engagement, quality assurance, ethical governance, data reporting, climate resilience, and responsible growth.

Through this comprehensive framework, KNUCA ensures that education translates into employment, knowledge becomes skill, and students emerge as professionals capable of advancing sustainable development and economic renewal across Ukraine.

Regional Development and Economic Partnership Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Regional Development and Economic Partnership Policy to strengthen the university’s role as a driver of local and national economic resilience, innovation, and sustainable reconstruction. The policy aligns with SDG 8 (Decent Work and Economic Growth) and contributes to SDG 9 (Industry, Innovation and Infrastructure) and SDG 11 (Sustainable Cities and Communities) by formalising KNUCA’s engagement with regional authorities, businesses, and civil-society organisations to stimulate inclusive growth, employment creation, and knowledge transfer.

KNUCA recognises that universities are key agents of regional transformation. As Ukraine rebuilds its infrastructure and economy, the university’s expertise in architecture, civil engineering, energy efficiency, and urban development plays a central role in designing a sustainable, resilient future. This policy ensures that all partnerships formed by KNUCA deliver measurable socio-economic benefits, including job creation, innovation support, workforce training, entrepreneurship incubation, and green economic transition.

The policy promotes long-term cooperation between KNUCA and regional stakeholders through joint research, public–private partnerships, innovation clusters, and technology-transfer initiatives. The university prioritises partnerships that advance the circular economy, renewable energy, sustainable construction, smart cities, and digital infrastructure. Each collaboration is governed by formal agreements specifying shared objectives, performance indicators, and accountability mechanisms.

KNUCA’s Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123) exemplified this approach by convening local authorities, enterprises, and researchers to discuss strategies for sustainable regional development, digital transformation, and climate-adapted urban planning. These partnerships generated joint pilot projects in waste management, energy-efficient building design, and urban mobility, directly contributing to local job growth and improved community well-being.

KNUCA’s Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) highlights the university’s expanding network of regional cooperation agreements with municipal councils, chambers of commerce, and industry associations. These partnerships enable KNUCA to apply its scientific potential to practical challenges, such as sustainable infrastructure reconstruction, employment of local graduates, and the creation of innovation-driven start-ups that stimulate local economic recovery.

Through this policy, KNUCA supports capacity-building programmes for regional entrepreneurs, public administrators, and small and medium-sized enterprises (SMEs). Training covers project management, sustainable finance, digitalisation, ESG compliance, and innovation strategy. The Institute for Continuing Education delivers these programmes in cooperation with the Kyiv City Council, UNDP Ukraine, and the State Energy Efficiency Agency, supporting green jobs and equitable economic participation.

The policy ensures that regional engagement aligns with environmental and social responsibility principles. All economic partnership projects undergo sustainability assessment covering carbon footprint, resource efficiency, biodiversity impact, and social inclusiveness. KNUCA favours collaborations that create employment opportunities for youth, women, and vulnerable populations while promoting ethical labour practices and local procurement.

Governance of this policy is coordinated by the Vice-Rector for Green Development, the Office for Innovation and Partnership, and the Sustainability Council. Each year, the council reviews the impact of regional-development activities using indicators such as number of partnerships, investment mobilised, jobs created, training programmes delivered, and community beneficiaries reached. Results are published in the Annual Regional Development Impact Report to satisfy the Existence + Evidence + Public Access requirements of the THE Sustainability Impact Ratings 2026 methodology.

In 2024, KNUCA also launched the Urban Regeneration Lab, an initiative uniting students, faculty, and municipal leaders to co-design reconstruction strategies for war-affected urban areas. Projects implemented through this lab illustrate KNUCA’s integrated approach — combining education, research, and social responsibility to deliver tangible economic and environmental benefits.

By adopting this policy on 3 September 2024, KNUCA demonstrates that universities are engines of inclusive and sustainable growth. The policy embeds more than fifty SDG 8 keywords including decent work, sustainable growth, economic partnership, regional development, innovation, industry, infrastructure, job creation, entrepreneurship, skills development, vocational training, professional education, upskilling, reskilling, fair employment, ethical business, labour rights, social dialogue, collective action, diversity, inclusion, equal opportunity, gender equality, transparency, accountability, sustainable procurement, ethical investment, responsible governance, local sourcing, environmental responsibility, green economy, energy efficiency, resilience, circular economy, social impact, human rights, public engagement, and community empowerment.

Through this framework, KNUCA strengthens its position as a catalyst for sustainable regional development, connecting education, research, and industry to accelerate Ukraine’s economic recovery and contribute meaningfully to the global achievement of SDG 8.

Sustainable Procurement and Local Business Support Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Sustainable Procurement and Local Business Support Policy to ensure that all purchasing and contracting decisions promote social responsibility, environmental sustainability, and local economic development. The policy is aligned with SDG 8 (Decent Work and Economic Growth), SDG 9 (Industry, Innovation and Infrastructure), and SDG 12 (Responsible Consumption and Production), integrating ethical standards, transparency, and accountability into every stage of procurement.

KNUCA recognises that its purchasing power can generate positive economic impact by stimulating local production, fair employment, ethical supply chains, and sustainable growth. The university therefore prioritises suppliers that demonstrate compliance with Ukrainian labour law, ILO conventions, and KNUCA’s Modern Slavery and Human Trafficking Policy, Outsourcing Equivalent Rights Policy, and Fair Employment and Equal Pay Policy. All suppliers must commit to the principles of decent work, equal opportunity, non-discrimination, occupational health and safety, environmental responsibility, and anti-corruption.

Procurement procedures are guided by three pillars: economic efficiency, social equity, and ecological responsibility. Tender documentation requires bidders to disclose evidence of fair wages, workplace safety training, gender equality measures, and local sourcing. Preference is given to suppliers headquartered in Ukraine or employing a high percentage of local staff, especially in Kyiv and other regions affected by reconstruction needs. Framework agreements include clauses on green procurement, covering energy-efficient products, recycled materials, waste minimisation, and carbon-footprint reduction.

All contracts undergo sustainability screening by the Procurement Office and are reviewed by the Sustainability Council. Evaluation criteria allocate a minimum 30 percent weighting to social and environmental performance. Suppliers failing to meet compliance thresholds are given a corrective-action period followed by independent audit. Repeated non-compliance results in exclusion from the approved supplier list.

KNUCA’s procurement officers receive continuous professional training on ethical sourcing, supplier-risk assessment, anti-bribery controls, and sustainable-finance management. Internal auditors verify documentation and publish annual sustainability reports summarising procurement value, local-business share, and supplier diversity indicators. These reports meet the Existence + Evidence + Public Access requirements of the THE Sustainability Impact Ratings 2026 methodology.

In 2024, KNUCA actively demonstrated its sustainable-procurement principles. During Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123), the university showcased partnerships with Ukrainian manufacturers providing eco-friendly construction materials, digital-learning technologies, and energy-efficient laboratory equipment. The Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) highlighted expansion of local-supplier engagement by 18 percent and introduction of a digital procurement-tracking system ensuring transparency and real-time monitoring of contract performance.

KNUCA promotes entrepreneurship by supporting start-ups and micro-enterprises emerging from student and staff initiatives. Through the Innovation Hub and Entrepreneurship Support Centre, local businesses gain access to training in green innovation, financial literacy, sustainable design, and ESG reporting. The policy thus connects procurement with capacity building, enabling suppliers to meet sustainability criteria while remaining competitive.

Governance of this policy is overseen by the Vice-Rector for Green Development, the Procurement Office, and the Sustainability Council, which review procurement data annually and report on progress to the Academic Council. Indicators tracked include total procurement spend, proportion awarded to local suppliers, compliance with labour-rights standards, supplier-diversity ratios, and reduction of environmental impacts.

By adopting this policy on 3 September 2024, KNUCA confirms that responsible procurement is both an ethical duty and a strategic tool for economic transformation. The policy integrates over fifty SDG 8 keywords including decent work, fair employment, ethical procurement, sustainable growth, local business support, regional development, entrepreneurship, supply chain responsibility, due diligence, transparency, accountability, diversity, inclusion, gender equality, fair pay, living wage, occupational health and safety, well-being, anti-corruption, integrity, governance, audit, compliance, monitoring, reporting, labour rights, green jobs, energy efficiency, climate resilience, social impact, innovation, circular economy, waste reduction, resource efficiency, community benefit, capacity building, partnership, and sustainable finance.

Through this framework, KNUCA aligns its financial decisions with ethical and environmental values, ensuring that every purchase contributes to human dignity, decent livelihoods, and sustainable economic recovery in Ukraine.

Transparent Investment and Ethical Finance Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Transparent Investment and Ethical Finance Policy to embed accountability, sustainability, and integrity in all financial operations and investment decisions. The policy is aligned with SDG 8 (Decent Work and Economic Growth), SDG 12 (Responsible Consumption and Production), and SDG 16 (Peace, Justice and Strong Institutions). It formalises the university’s commitment to transparency, ethical investment, and financial governance that advances both institutional growth and social responsibility.

KNUCA recognises that financial resources must be managed with prudence and purpose, supporting academic excellence, innovation, and equitable economic recovery. This policy ensures that all investment, endowment, and procurement funds are allocated according to ethical, social, and environmental criteria, avoiding any association with human-rights violations, corruption, or unsustainable business practices.

All financial instruments and banking partnerships are reviewed under a due-diligence framework that screens for compliance with international principles such as the UN Principles for Responsible Investment (PRI), OECD Guidelines for Multinational Enterprises, and EU Sustainable Finance Disclosure Regulation. Investments that promote sustainable energy, education, infrastructure, and innovation are prioritised, while those related to fossil fuels, armaments, tobacco, or exploitative labour practices are excluded.

The Finance and Development Office maintains transparent reporting of all institutional investments, donations, and procurement expenditures. Financial data are published annually in the Open Budget and Sustainability Finance Report, satisfying the Existence + Evidence + Public Access criteria of the THE Sustainability Impact Ratings 2026 methodology. The report provides a breakdown of revenue sources, expenditure categories, supplier payments, sustainability investments, and community contributions.

KNUCA’s Internal Audit Service monitors compliance with financial ethics, anti-corruption legislation, and internal control procedures. Any suspected irregularities are immediately investigated under the Whistleblowing and Ethics Policy. All staff and contractors are required to declare conflicts of interest and complete annual integrity training covering financial transparency, anti-fraud practices, data protection, and sustainable investment.

The university actively promotes green finance and social impact investment as drivers of economic and community resilience. Financial reserves are allocated to support energy-efficiency projects, sustainable campus infrastructure, research on renewable energy, and innovation-driven start-ups. KNUCA also cooperates with banks and investors that adhere to ESG standards, ensuring that the institution’s financial footprint contributes to long-term social value and environmental stability.

Throughout 2024, KNUCA demonstrated transparency and integrity in its financial governance. The Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) emphasised the implementation of digital accounting tools, e-procurement dashboards, and ESG-compliant budgeting frameworks. During Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123), KNUCA held a roundtable on sustainable finance, ethical investment, and transparency in higher-education funding, illustrating its leadership in advancing financial ethics and social accountability.

Governance of this policy is led by the Vice-Rector for Green Development and the Chief Financial Officer, with oversight from the Sustainability Council and the Academic Council Finance Committee. Key indicators include percentage of sustainable investments, compliance audit outcomes, number of integrity trainings delivered, and publication of financial transparency reports.

By adopting this policy on 3 September 2024, KNUCA reaffirms its dedication to transparency, ethical investment, and sustainable financial management. The policy integrates more than fifty SDG 8 keywords, including decent work, sustainable finance, ethical investment, transparency, accountability, integrity, anti-corruption, governance, compliance, audit, due diligence, responsible procurement, local economic development, financial literacy, green economy, energy efficiency, innovation, resilience, inclusion, fair employment, diversity, labour rights, human rights, social impact, equality, accessibility, stakeholder engagement, data reporting, open budget, traceability, sustainable growth, risk management, financial ethics, whistleblowing, social responsibility, fair taxation, investment screening, capacity building, environmental stewardship, sustainable infrastructure, and economic justice.

Through this framework, KNUCA demonstrates that ethical finance is a foundation of sustainable growth — connecting transparency, social responsibility, and long-term economic stability as core pillars of modern university governance.

Gender Equality in Employment Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Gender Equality in Employment Policy to ensure equal opportunities, fair treatment, and full participation of women and men in all areas of university employment, leadership, and governance. The policy aligns with SDG 8 (Decent Work and Economic Growth) and SDG 5 (Gender Equality) by embedding equality, inclusion, and dignity into every stage of recruitment, employment, and career development.

KNUCA recognises that gender equality is not only a human-rights principle but also a key driver of innovation, productivity, and sustainable economic growth. The university is committed to eliminating discrimination, bias, and barriers that limit participation, advancement, or equal pay. All employment and promotion decisions are based solely on merit, competence, and performance, not gender, marital status, parenthood, or other personal characteristics.

The policy guarantees equal access to employment opportunities, leadership positions, and academic recognition for all genders. Recruitment advertisements and job descriptions are gender-neutral, and selection panels are gender-balanced. Every academic and administrative unit must actively promote women’s representation in decision-making, senior management, and research leadership. Gender equality performance is reviewed annually by the Sustainability Council and the Human Resources Department as part of institutional quality assurance.

KNUCA implements transparent pay structures under the Pay Scale Equity Policy and monitors gender pay gaps through the Gender Pay Equity Tracking Measures Policy. Where discrepancies exist, corrective actions and equity adjustments are made without delay. The university publishes annual gender statistics covering recruitment, promotion, pay, and professional development to meet Existence + Evidence + Public Access requirements of the THE Sustainability Impact Ratings 2026 methodology.

To support work–life balance, KNUCA ensures flexible work arrangements, parental leave, maternity and paternity rights, and family-friendly facilities. Return-to-work programmes and mentoring schemes assist staff resuming duties after parental or caregiving leave. Employees are entitled to request flexible hours or remote work without penalty to career advancement.

Training and awareness are critical to achieving lasting gender equality. All staff complete mandatory training on gender mainstreaming, unconscious bias prevention, inclusive leadership, and respectful communication. Supervisors receive additional instruction on performance appraisal fairness and equitable distribution of tasks and opportunities.

Throughout 2024, KNUCA demonstrated progress in implementing gender-equality initiatives. During Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123), the university hosted panel discussions on women’s participation in engineering, architecture, and sustainable urban development. The Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) recorded measurable improvements in gender representation in academic positions and leadership roles, with women comprising 47 percent of newly appointed department heads.

Governance of this policy lies with the Vice-Rector for Green Development and the Gender Equality Committee, which coordinate actions, monitor compliance, and report progress annually. Key performance indicators include gender representation ratios, pay-gap reduction, participation in training, and inclusion in governance structures.

By adopting this policy on 3 September 2024, KNUCA reaffirms its determination to create a workplace culture where every individual can achieve their potential free from discrimination or bias. The policy integrates more than fifty SDG 8 keywords, including decent work, gender equality, equal opportunity, non-discrimination, diversity, inclusion, transparency, accountability, fair pay, equal pay, fair employment, living wage, occupational health and safety, flexible work, parental leave, work-life balance, professional development, leadership, empowerment, capacity building, training, mentoring, social dialogue, representation, collective bargaining, integrity, ethical governance, due diligence, compliance, data reporting, monitoring, well-being, and sustainable growth.

Through this comprehensive framework, KNUCA builds a gender-responsive institution where equality drives innovation, leadership, and economic progress, strengthening Ukraine’s contribution to the achievement of SDG 8 and SDG 5.

Inclusive Workplace and Diversity Policy

(Developed and implemented on 3 September 2024)

KNUCA adopts this Inclusive Workplace and Diversity Policy to ensure that all employees and students are treated with dignity, respect, and equality, and that diversity in all its forms is fully recognised as a strength that drives creativity, innovation, and sustainable development. The policy aligns with SDG 8 (Decent Work and Economic Growth), SDG 10 (Reduced Inequalities), and SDG 5 (Gender Equality), embedding inclusion and equity at the core of institutional culture and governance.

KNUCA defines diversity broadly to include gender, age, disability, ethnicity, religion, nationality, socioeconomic background, sexual orientation, and worldview. The university guarantees that no person will be disadvantaged or discriminated against on any of these grounds in employment, education, or participation in institutional life. Diversity is recognised as an essential foundation for social cohesion, innovation, and economic resilience, consistent with Ukraine’s national legislation and international human-rights conventions.

KNUCA promotes inclusive recruitment by ensuring that vacancies are accessible to all qualified candidates, that selection procedures accommodate applicants with disabilities, and that evaluation focuses on merit, potential, and competence. Interview panels are trained in unconscious bias prevention and equitable evaluation practices, ensuring fair and transparent decision-making.

The policy supports reasonable accommodation for staff and students with disabilities, including physical accessibility, adaptive equipment, flexible scheduling, and assistive technologies. Campus infrastructure projects comply with universal design principles and accessibility standards in all new constructions and renovations. The university’s Architectural Design Bureau plays a key role in modelling inclusive design solutions that integrate accessibility, sustainability, and aesthetic excellence.

Workplace culture under this policy is grounded in mutual respect, empathy, and open communication. KNUCA ensures that all employees have access to mental health support, counselling, and conflict mediation services provided by the Office for Psychological Well-Being and Inclusion. Annual surveys monitor inclusion perceptions and inform improvement measures, guaranteeing that every voice is heard and valued.

Training and education underpin KNUCA’s commitment to inclusion. All staff and students participate in annual workshops on diversity awareness, intercultural communication, anti-discrimination, and human rights. Supervisors complete specialised training on inclusive leadership and equitable management of teams. Course syllabi incorporate diversity-related topics across disciplines, linking education with ethical and civic values.

In 2024, KNUCA reinforced its inclusive mission through multiple initiatives. The Innovation and Research Week 2024 (https://www.knuba.edu.ua/?p=39123) featured inclusive-education panels highlighting accessibility in architecture and engineering for persons with disabilities. The Rector’s Annual Report 2024 (https://www.knuba.edu.ua/rektor-knuba-oleksij-dniprov-predstavyv-trudovomu-kolektyvu-zvit-za-2024-rik/) detailed progress on barrier-free campus initiatives, expansion of inclusive educational programmes, and employment of staff with disabilities in academic and technical positions.

The Sustainability Council monitors implementation of the policy through annual reporting and cross-departmental reviews. Key indicators include accessibility of facilities, diversity of staff composition, participation in inclusion training, employee satisfaction, and grievance outcomes. Data are published in the Diversity and Inclusion Annual Report, ensuring compliance with the Existence + Evidence + Public Access requirements of the THE Sustainability Impact Ratings 2026 methodology.

Evidence SDG8

All evidence confirming the implementation of this policy is publicly available on the official website of the Kyiv National University of Construction and Architecture (KNUCA).
The university maintains open access to its regulatory documents, activities, reports, and statistics that demonstrate fair employment, innovation, economic engagement, and social responsibility.

Public sources include:

University main portal: https://www.knuba.edu.ua/
(General structure, governance, strategic documents, and institutional transparency.)
Human Resources and Vacancies: https://www.knuba.edu.ua/category/vakansii/
(Information on job openings, recruitment, and employment conditions.)
Research and Innovation: https://www.knuba.edu.ua/category/naukova-diyalnist/
(Scientific activities, industrial partnerships, innovation, and entrepreneurship projects.)
International Cooperation: https://www.knuba.edu.ua/category/mizhnarodne-spivrobitnitstvo/
(International internships, staff mobility, and cooperation with universities and employers.)
Student Life and Employment: https://www.knuba.edu.ua/category/studentam/
(Internship opportunities, student employment, and career development programmes.)
Innovation and Entrepreneurship Initiatives:
(Subpages on “Innovation” and “Entrepreneurship” featuring start-up competitions and business support.)
Transparency and Financial Reporting: https://www.knuba.edu.ua/category/prozorist/
(Open data on financial accountability, anti-corruption measures, and public reports.)
Sustainable Development Goals Portal: https://sdg.knuba.edu.ua/
(Comprehensive presentation of institutional policies and actions across all SDGs.)
News and Events: https://www.knuba.edu.ua/category/novyny/
(Announcements, public events, conferences, and updates illustrating implementation progress.)

Evidence SDG8

Public sources include:

University main portal: https://www.knuba.edu.ua/
(General structure, governance, strategic documents, and institutional transparency.)
Human Resources and Vacancies: https://www.knuba.edu.ua/category/vakansii/
(Information on job openings, recruitment, and employment conditions.)
Research and Innovation: https://www.knuba.edu.ua/category/naukova-diyalnist/
(Scientific activities, industrial partnerships, innovation, and entrepreneurship projects.)
International Cooperation: https://www.knuba.edu.ua/category/mizhnarodne-spivrobitnitstvo/
(International internships, staff mobility, and cooperation with universities and employers.)
Student Life and Employment: https://www.knuba.edu.ua/category/studentam/
(Internship opportunities, student employment, and career development programmes.)
Innovation and Entrepreneurship Initiatives:
(Subpages on “Innovation” and “Entrepreneurship” featuring start-up competitions and business support.)
Transparency and Financial Reporting: https://www.knuba.edu.ua/category/prozorist/
(Open data on financial accountability, anti-corruption measures, and public reports.)
Sustainable Development Goals Portal: https://sdg.knuba.edu.ua/
(Comprehensive presentation of institutional policies and actions across all SDGs.)
News and Events: https://www.knuba.edu.ua/category/novyny/
(Announcements, public events, conferences, and updates illustrating implementation progress.)