{"id":1639,"date":"2026-07-29T18:58:57","date_gmt":"2026-07-29T18:58:57","guid":{"rendered":"https:\/\/edidev.online\/lyciu-lygybe\/"},"modified":"2026-07-29T19:14:17","modified_gmt":"2026-07-29T19:14:17","slug":"lyciu-lygybe","status":"publish","type":"page","link":"https:\/\/edidev.online\/lt\/lyciu-lygybe\/","title":{"rendered":"Ly\u010di\u0173 lygyb\u0117"},"content":{"rendered":"\t\t
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Ly\u010di\u0173 lygyb\u0117s planas (GEP) <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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2026\u20132029 m.<\/span><\/h3>\n

<\/p>\n

1. \u012evadas<\/span><\/h3>\n

<\/p>\n

\u201eEdiDev\u201c, UAB yra \u012fsipareigojusi kurti \u012ftrauki\u0105, \u012fvairialyp\u0119 ir lygiomis galimyb\u0117mis grind\u017eiam\u0105 darbo aplink\u0105, kurioje visi darbuotojai, partneriai, rangovai ir suinteresuotosios \u0161alys b\u016bt\u0173 vertinami s\u0105\u017einingai, nepriklausomai nuo lyties, lytin\u0117s tapatyb\u0117s, am\u017eiaus, tautyb\u0117s, negalios, etnin\u0117s kilm\u0117s, religijos, seksualin\u0117s orientacijos ar kit\u0173 teis\u0117s aktais saugom\u0173 po\u017eymi\u0173.<\/span><\/p>\n

<\/p>\n

\u0160is Ly\u010di\u0173 lygyb\u0117s planas (GEP) parengtas vadovaujantis programos \u201eEuropos horizontas\u201c (Horizon Europe) reikalavimais ir atspindi \u201eEdiDev\u201c, UAB \u012fsipareigojim\u0105 u\u017etikrinti lygias galimybes, skatinti \u012fvairov\u0119 ir atsakingas inovacijas.<\/span><\/p>\n

<\/p>\n

Patvirtino:<\/strong><\/span>
\nEdis Galvonas<\/span>
\nDirektorius, \u201eEdiDev\u201c, UAB<\/span><\/p>\n

<\/p>\n

\u012esigaliojimo data:<\/strong> 2026 m. sausio 1 d.<\/span><\/p>\n

 <\/p>\n

2. Tikslai<\/span><\/h2>\n

<\/p>\n

Bendrov\u0117 \u012fsipareigoja:<\/span><\/p>\n

    \n
  • u\u017ekirsti keli\u0105 diskriminacijai ir nevienodam po\u017ei\u016briui;<\/span><\/li>\n
  • skatinti lygias galimybes \u012fdarbinimo ir profesinio tobul\u0117jimo srityse;<\/span><\/li>\n
  • remti darbo ir asmeninio gyvenimo pusiausvyr\u0105;<\/span><\/li>\n
  • u\u017etikrinti s\u0105\u017eining\u0105 atstovavim\u0105 priimant sprendimus;<\/span><\/li>\n
  • palaikyti saugi\u0105 darbo aplink\u0105 be priekabiavimo ir smurto;<\/span><\/li>\n
  • kai aktualu, integruoti ly\u010di\u0173 aspektus \u012f inovacij\u0173, dirbtinio intelekto (DI), mokslini\u0173 tyrim\u0173 ir skaitmenin\u0117s transformacijos projektus.<\/span><\/li>\n<\/ul>\n

    <\/p>\n

    3. Valdymas ir i\u0161tekliai<\/span><\/h2>\n

    <\/p>\n

    Atsakingas asmuo<\/span><\/h3>\n

    <\/p>\n

    Ly\u010di\u0173 lygyb\u0117s pareig\u016bnas:<\/strong><\/span><\/p>\n

    <\/p>\n

    \u201eEdiDev\u201c, UAB direktorius arba jo paskirtas personalo (HR) ar administracijos atstovas.<\/span><\/p>\n

    I\u0161tekliai<\/span><\/h3>\n

    <\/p>\n

    \u201eEdiDev\u201c, UAB skiria:<\/span><\/p>\n

      \n
    • vadovyb\u0117s laik\u0105 plano \u012fgyvendinimui ir steb\u0117senai;<\/span><\/li>\n
    • vidinius mokym\u0173 i\u0161teklius;<\/span><\/li>\n
    • i\u0161or\u0117s ekspert\u0173 paslaugas, kai j\u0173 reikia;<\/span><\/li>\n
    • metin\u012f biud\u017eet\u0105 informuotumo didinimo ir mokym\u0173 veikloms.<\/span><\/li>\n<\/ul>\n

      <\/p>\n

      4. Duomen\u0173 rinkimas ir steb\u0117sena<\/span><\/h2>\n

      <\/p>\n

      Kas dvejus metus \u201eEdiDev\u201c, UAB per\u017ei\u016br\u0117s:<\/span><\/p>\n

        \n
      • darbuotoj\u0173 pasiskirstym\u0105 pagal lyt\u012f;<\/span><\/li>\n
      • vadovaujan\u010di\u0173 pareig\u0173 pasiskirstym\u0105 pagal lyt\u012f;<\/span><\/li>\n
      • \u012fdarbinimo statistik\u0105;<\/span><\/li>\n
      • paauk\u0161tinim\u0173 statistik\u0105;<\/span><\/li>\n
      • dalyvavim\u0105 mokymuose;<\/span><\/li>\n
      • prane\u0161tus diskriminacijos ar priekabiavimo atvejus.<\/span><\/li>\n<\/ul>\n

        <\/p>\n

        Rezultatus per\u017ei\u016bri bendrov\u0117s vadovyb\u0117 ir juos naudoja politikoms bei proced\u016broms tobulinti.<\/span><\/p>\n

        5. Darbo ir asmeninio gyvenimo pusiausvyra bei organizacin\u0117 kult\u016bra<\/span><\/h2>\n

        <\/p>\n

        Numatomos priemon\u0117s:<\/span><\/p>\n

          \n
        • lankstus darbo organizavimas;<\/span><\/li>\n
        • nuotolinio ir hibridinio darbo galimyb\u0117s;<\/span><\/li>\n
        • \u0161eimai palankus darbo planavimas;<\/span><\/li>\n
        • pagarba t\u0117vyst\u0117s, motinyst\u0117s ir globos pareigoms;<\/span><\/li>\n
        • vienodos galimyb\u0117s naudotis bendrov\u0117s teikiamomis naudomis.<\/span><\/li>\n<\/ul>\n

          <\/p>\n

          Tikslas:<\/strong><\/span><\/p>\n

          <\/p>\n

          I\u0161laikyti darbuotoj\u0173 pasitenkinim\u0105 darbo ir asmeninio gyvenimo pusiausvyra auk\u0161tesn\u012f nei 80 proc.<\/span><\/p>\n

          6. Ly\u010di\u0173 pusiausvyra vadovavime ir sprendim\u0173 pri\u0117mime<\/span><\/h2>\n

          <\/p>\n

          \u201eEdiDev\u201c, UAB skatina lygias galimybes dalyvauti:<\/span><\/p>\n

            \n
          • u\u017eimant vadovaujan\u010dias pareigas;<\/span><\/li>\n
          • vadovaujant projektams;<\/span><\/li>\n
          • strategini\u0173 sprendim\u0173 pri\u0117mimo procesuose.<\/span><\/li>\n<\/ul>\n

            <\/p>\n

            Tikslas:<\/strong><\/span><\/p>\n

            <\/p>\n

            U\u017etikrinti, kad \u012fdarbinimo ir paskyrimo sprendimai b\u016bt\u0173 grind\u017eiami tik kompetencija, kvalifikacija ir profesine patirtimi.<\/span><\/p>\n

            7. Ly\u010di\u0173 lygyb\u0117 \u012fdarbinimo ir karjeros srityje<\/span><\/h2>\n

            <\/p>\n

            Priemon\u0117s:<\/span><\/p>\n

              \n
            • ly\u010diai neutral\u016bs darbo skelbimai ir pareigybi\u0173 apra\u0161ymai;<\/span><\/li>\n
            • vienodas atlygis u\u017e vienodos vert\u0117s darb\u0105;<\/span><\/li>\n
            • objektyv\u016bs darbuotoj\u0173 atrankos kriterijai;<\/span><\/li>\n
            • vienodos galimyb\u0117s dalyvauti mokymuose ir siekti karjeros.<\/span><\/li>\n<\/ul>\n

              <\/p>\n

              Tikslas:<\/strong><\/span><\/p>\n

              <\/p>\n

              Nulis patvirtint\u0173 diskriminacijos d\u0117l lyties atvej\u0173 \u012fdarbinimo ar paauk\u0161tinimo procesuose.<\/span><\/p>\n

              8. Ly\u010di\u0173 aspektas moksliniuose tyrimuose, inovacijose ir dirbtinio intelekto k\u016brime<\/span><\/h2>\n

              <\/p>\n

              Kai tai aktualu, \u201eEdiDev\u201c, UAB:<\/span><\/p>\n

                \n
              • vertins ly\u010di\u0173 aspekt\u0173 poveik\u012f mokslini\u0173 tyrim\u0173 projektuose;<\/span><\/li>\n
              • analizuos galim\u0105 algoritm\u0173 \u0161ali\u0161kum\u0105 dirbtinio intelekto sistemose;<\/span><\/li>\n
              • skatins \u012ftraukius duomen\u0173 rinkinius ir testavimo metodikas;<\/span><\/li>\n
              • skatins \u012fvairi\u0173 suinteresuot\u0173j\u0173 \u0161ali\u0173 dalyvavim\u0105.<\/span><\/li>\n<\/ul>\n

                <\/p>\n

                Tai ypa\u010d aktualu:<\/span><\/p>\n

                  \n
                • dirbtinio intelekto sprendimams;<\/span><\/li>\n
                • emocinio intelekto platformoms;<\/span><\/li>\n
                • skaitmenin\u0117s transformacijos sistemoms;<\/span><\/li>\n
                • \u017emogaus elgsenos analiz\u0117s projektams.<\/span><\/li>\n<\/ul>\n

                  <\/p>\n

                  9. Smurto ir priekabiavimo d\u0117l lyties prevencija<\/span><\/h2>\n

                  <\/p>\n

                  \u201eEdiDev\u201c, UAB taiko nulin\u0117s tolerancijos politik\u0105:<\/span><\/p>\n

                    \n
                  • seksualiniam priekabiavimui;<\/span><\/li>\n
                  • smurtui d\u0117l lyties;<\/span><\/li>\n
                  • paty\u010dioms;<\/span><\/li>\n
                  • diskriminacijai.<\/span><\/li>\n<\/ul>\n

                    <\/p>\n

                    Prane\u0161imo kanalai<\/span><\/h3>\n

                    <\/p>\n

                      \n
                    • tiesioginis prane\u0161imas bendrov\u0117s vadovybei;<\/span><\/li>\n
                    • konfidenciali prane\u0161im\u0173 teikimo tvarka;<\/span><\/li>\n
                    • incident\u0173 tyrimo ir korekcini\u0173 veiksm\u0173 proced\u016bra.<\/span><\/li>\n<\/ul>\n

                      <\/p>\n

                      Tikslas:<\/strong><\/span><\/p>\n

                      <\/p>\n

                      I\u0161tirti 100 proc. gaut\u0173 prane\u0161im\u0173 apie incidentus.<\/span><\/p>\n

                      10. Mokymai ir informuotumo didinima<\/span><\/h2>\n

                      <\/p>\n

                      Mokym\u0173 temos:<\/span><\/p>\n

                        \n
                      • ly\u010di\u0173 lygyb\u0117s principai;<\/span><\/li>\n
                      • \u012ftrauki komunikacija;<\/span><\/li>\n
                      • nes\u0105moningo \u0161ali\u0161kumo atpa\u017einimas;<\/span><\/li>\n
                      • pagarbus elgesys darbo vietoje;<\/span><\/li>\n
                      • atsakingas dirbtinio intelekto taikymas ir \u012fvairov\u0117s aspektai.<\/span><\/li>\n<\/ul>\n

                        <\/p>\n

                        Periodi\u0161kumas<\/span><\/h3>\n

                        <\/p>\n

                          \n
                        • nauj\u0173 darbuotoj\u0173 \u012fvadiniai mokymai;<\/span><\/li>\n
                        • kvalifikacijos atnaujinimo mokymai kas dvejus metus.<\/span><\/li>\n<\/ul>\n

                          <\/p>\n

                          Tikslas:<\/strong><\/span><\/p>\n

                          <\/p>\n

                          100 proc. darbuotoj\u0173 dalyvavimas mokymuose.<\/span><\/p>\n

                          11. Steb\u0117sena ir per\u017ei\u016bra<\/span><\/h2>\n

                          <\/p>\n

                          Ly\u010di\u0173 lygyb\u0117s planas (GEP) bus per\u017ei\u016brimas kas dvejus metus.<\/span><\/p>\n

                          <\/p>\n

                          Per\u017ei\u016bros rodikliai:<\/span><\/p>\n

                            \n
                          • ly\u010di\u0173 atstovavimas;<\/span><\/li>\n
                          • \u012fdarbinimo rezultatai;<\/span><\/li>\n
                          • dalyvavimas mokymuose;<\/span><\/li>\n
                          • darbuotoj\u0173 gr\u012f\u017etamasis ry\u0161ys apie darbo aplink\u0105;<\/span><\/li>\n
                          • prane\u0161imai apie priekabiavim\u0105.<\/span><\/li>\n<\/ul>\n

                            <\/p>\n

                            Kita per\u017ei\u016bra:<\/strong><\/span><\/p>\n

                            2028 m. sausio m\u0117n.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

                            Ly\u010di\u0173 lygyb\u0117s planas (GEP) 2026\u20132029 m. 1. \u012evadas \u201eEdiDev\u201c, UAB yra \u012fsipareigojusi kurti \u012ftrauki\u0105, \u012fvairialyp\u0119 ir lygiomis galimyb\u0117mis grind\u017eiam\u0105 darbo aplink\u0105, kurioje visi darbuotojai, partneriai, rangovai ir suinteresuotosios \u0161alys b\u016bt\u0173 vertinami s\u0105\u017einingai, nepriklausomai nuo lyties, lytin\u0117s tapatyb\u0117s, am\u017eiaus, tautyb\u0117s, negalios, etnin\u0117s kilm\u0117s, religijos, seksualin\u0117s orientacijos ar kit\u0173 teis\u0117s aktais saugom\u0173 po\u017eymi\u0173. \u0160is Ly\u010di\u0173 lygyb\u0117s planas […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"ocean_post_layout":"","ocean_both_sidebars_style":"","ocean_both_sidebars_content_width":0,"ocean_both_sidebars_sidebars_width":0,"ocean_sidebar":"0","ocean_second_sidebar":"0","ocean_disable_margins":"enable","ocean_add_body_class":"","ocean_shortcode_before_top_bar":"","ocean_shortcode_after_top_bar":"","ocean_shortcode_before_header":"","ocean_shortcode_after_header":"","ocean_has_shortcode":"","ocean_shortcode_after_title":"","ocean_shortcode_before_footer_widgets":"","ocean_shortcode_after_footer_widgets":"","ocean_shortcode_before_footer_bottom":"","ocean_shortcode_after_footer_bottom":"","ocean_display_top_bar":"default","ocean_display_header":"default","ocean_header_style":"","ocean_center_header_left_menu":"0","ocean_custom_header_template":"0","ocean_custom_logo":0,"ocean_custom_retina_logo":0,"ocean_custom_logo_max_width":0,"ocean_custom_logo_tablet_max_width":0,"ocean_custom_logo_mobile_max_width":0,"ocean_custom_logo_max_height":0,"ocean_custom_logo_tablet_max_height":0,"ocean_custom_logo_mobile_max_height":0,"ocean_header_custom_menu":"0","ocean_menu_typo_font_family":"0","ocean_menu_typo_font_subset":"","ocean_menu_typo_font_size":0,"ocean_menu_typo_font_size_tablet":0,"ocean_menu_typo_font_size_mobile":0,"ocean_menu_typo_font_size_unit":"px","ocean_menu_typo_font_weight":"","ocean_menu_typo_font_weight_tablet":"","ocean_menu_typo_font_weight_mobile":"","ocean_menu_typo_transform":"","ocean_menu_typo_transform_tablet":"","ocean_menu_typo_transform_mobile":"","ocean_menu_typo_line_height":0,"ocean_menu_typo_line_height_tablet":0,"ocean_menu_typo_line_height_mobile":0,"ocean_menu_typo_line_height_unit":"","ocean_menu_typo_spacing":0,"ocean_menu_typo_spacing_tablet":0,"ocean_menu_typo_spacing_mobile":0,"ocean_menu_typo_spacing_unit":"","ocean_menu_link_color":"","ocean_menu_link_color_hover":"","ocean_menu_link_color_active":"","ocean_menu_link_background":"","ocean_menu_link_hover_background":"","ocean_menu_link_active_background":"","ocean_menu_social_links_bg":"","ocean_menu_social_hover_links_bg":"","ocean_menu_social_links_color":"","ocean_menu_social_hover_links_color":"","ocean_disable_title":"default","ocean_disable_heading":"default","ocean_post_title":"","ocean_post_subheading":"","ocean_post_title_style":"","ocean_post_title_background_color":"","ocean_post_title_background":0,"ocean_post_title_bg_image_position":"","ocean_post_title_bg_image_attachment":"","ocean_post_title_bg_image_repeat":"","ocean_post_title_bg_image_size":"","ocean_post_title_height":0,"ocean_post_title_bg_overlay":0.5,"ocean_post_title_bg_overlay_color":"","ocean_disable_breadcrumbs":"default","ocean_breadcrumbs_color":"","ocean_breadcrumbs_separator_color":"","ocean_breadcrumbs_links_color":"","ocean_breadcrumbs_links_hover_color":"","ocean_display_footer_widgets":"default","ocean_display_footer_bottom":"default","ocean_custom_footer_template":"0","footnotes":""},"class_list":["post-1639","page","type-page","status-publish","hentry","entry"],"_links":{"self":[{"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/pages\/1639","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/comments?post=1639"}],"version-history":[{"count":5,"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/pages\/1639\/revisions"}],"predecessor-version":[{"id":1647,"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/pages\/1639\/revisions\/1647"}],"wp:attachment":[{"href":"https:\/\/edidev.online\/lt\/wp-json\/wp\/v2\/media?parent=1639"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}