A New Business Norm in War Conditions
Diversity and inclusion have long crossed the line from «additional» initiatives to becoming strategic success factors for business in a global context. For instance, according to the DEI at Workplace in 2025 study, 81% of employers state they would not support reducing DEI efforts, even during periods of economic instability. The report highlights that approximately 6 out of 10 professionals acknowledge that discrimination remains a workplace issue, and 1 in 4 individuals hesitates to speak up openly due to low levels of psychological safety.
For Ukrainian business, inclusion after 2022 has transformed from a desirable practice into one of the foundations of competitiveness. Labor shortages, the need to engage IDPs (Internally Displaced Persons), veterans, and people with disabilities, as well as challenges in talent retention — all of these make DEI a strategic resource rather than an optional add-on.
The Ukrainian Corporate Equality Index
The Corporate Equality Index is a national study implemented by the NGO «Fulcrum UA» with the support of the UN Democracy Fund. In 2025, the study was conducted in partnership with OLX Robota and analyzes not only the existence of policies but also the depth of their integration, performance metrics, systematic practices, and monitoring tools.
The Index evaluates DEI policies, human rights compliance, and the integration of Sustainable Development Goals, distinguishing between the presence of formal documents and their level of maturity. This approach allows for an understanding of whether equality tools function as part of the management system or remain isolated initiatives.
The results of the latest wave were presented at the Forum of allies «BAM!» in 2025. The forum’s context emphasized the labor market as a key space for change and highlighted the importance of cooperation between the civil sector and business in creating barrier-free work environments.
Structural Gaps and the Role of Legislation
The study demonstrates that 95% of companies have already implemented equality and non-discrimination policies, with 60% of organizations reviewing these documents at least once every two years to maintain their relevance. 40% of managers are involved in the process of creating such rules, and 30% of businesses make this data public by posting it on their websites. In the social dimension, people with disabilities are currently the most protected category, while internally displaced persons remain the most vulnerable group.
Non-discrimination principles are also being actively integrated into external communications, including advertising and interaction with brand ambassadors. To enhance internal culture, over 80% of companies conduct regular staff training on inclusion issues. At the same time, there is a gap in accessibility: while businesses are actively adapting physical spaces, only 21% of corporate websites are adapted for people with visual impairments. Overall, 95% of surveyed companies adhere to the UN Sustainable Development Principles, harmoniously combining inclusiveness with environmental and social initiatives.
The Human Dimension and the Logic of Reputation
Despite the general movement toward inclusiveness, 37% of employers openly admit to difficulties in equipping workplaces for employees with disabilities, while only 24% receive state support on this matter. Difficulties also arise in working with other categories; specifically, 16% of companies experience barriers in hiring veterans due to the need for their long-term psychosocial adaptation. Women raising children often request flexible working conditions, which does not always find a response from employers. Additionally, age-related ageism remains a significant factor, as older generation specialists regularly face biased attitudes regarding their ability to master new skills and adapt to modern work processes.
At the same time, candidate experiences show that age, gender, and health-related biases still affect hiring. Psychosocial support for veterans remains limited. 96% of corporate websites are inaccessible to people with visual impairments.
International Perspective and Conclusions
Companies with an international presence consistently demonstrate higher performance, reflecting the impact of global standards. For international partners and investors, this is a signal of Ukraine’s gradual alignment with European and global business norms.
This year’s Corporate Equality Index provides a realistic picture. Progress exists, but it is uneven and occurs under extremely difficult conditions. In a Ukraine living through war, inclusion and human rights are increasingly recognized as elements of resilience and long-term business strategy.