I.General Provisions

 

1.1. This Policy establishes measures to protect any individual who reports discrimination, harassment, or unequal treatment within the ISFT Institute.

1.2. It reinforces the Institute’s commitment to equality and transparency, complementing the Non-Discrimination Policy and the Non-Discrimination Policy Against Women already adopted by ISFT.

1.3. It ensures that all staff and students can raise concerns without fear of retaliation, in accordance with the Labour Code of the Republic of Uzbekistan and the Law “On Guarantees of Equal Rights and Opportunities for Women and Men.”

1.4. The Institute commits to confidentiality, fairness, and respect in all investigations of reported cases.

 

II.Scope

 

2.1. The Policy applies to all employees, students, contractors, and visitors of the Institute.

2.2. It covers reports of discrimination based on gender, ethnicity, disability, religion, or any other protected characteristic.

 

III.Reporting and Protection Mechanisms

 

3.1. Reports may be submitted confidentially to the Human Resources Department or directly to the Rector, in written or verbal form.

3.2. Individuals who report, witness, or assist in investigations of discrimination are protected from retaliation.

3.3. The Human Resources Department ensures confidentiality and fair review of all complaints, providing feedback and support to the complainant.

3.4. Anonymous reports will be accepted and reviewed if sufficient details are provided.

3.5. All reports must receive an initial response within 10 working days and resolution within 30 working days, unless extended for valid reasons.

3.6. The Institute provides confidential counselling or guidance through the Human Resources Department for those affected by discrimination.

 

IV.Measures and Accountability

 

4.1. Any retaliation against a person reporting discrimination constitutes a serious violation and may result in disciplinary action up to dismissal.

4.2. Regular training is conducted to raise awareness about reporting procedures and whistleblower protection.

4.3. Verified cases shall be addressed promptly, with corrective and preventive measures implemented to ensure non-recurrence.

4.4. Institute leadership and department heads bear a duty of care to address known cases of discrimination within their units.

 

V.Final Provisions

 

5.1. This Policy is approved by the Institute’s Council and published through official internal systems.

5.2. It shall be reviewed every two years or following updates in national legislation.

5.3. The Human Resources Department oversees implementation and aligns with ISFT’s gender equality framework.

 

The Uzbek language version of the Policy shall prevail in terms of legal force.