I. General Provisions

 

1.1. At the "International School of Finance Technology and Science" (hereinafter referred to as the Institute), equal opportunities are provided for all male and female staff members, students, and other groups. This policy is implemented in accordance with the Law of the Republic of Uzbekistan No. O‘RQ-562 "On Guarantees of Equal Rights and Opportunities for Women and Men" dated September 2, 2019, ensures that no person is restricted or discriminated against based on gender. All positions, educational opportunities, salaries, scholarships, and study opportunities are distributed based on the principle of gender equality.

1.2. The Institute respects the religious beliefs of all staff members and students, ensuring no restrictions or discrimination based on their religious views. This policy aligns with the Constitution of the Republic of Uzbekistan, which guarantees freedom of belief, and the Law of the Republic of Uzbekistan No. O‘RQ-699 "On Freedom of Conscience and Religious Organisations" dated July 5, 2021. No discrimination based on religion is allowed, guaranteeing equal rights in choosing or not choosing a religion, observing beliefs, and performing religious ceremonies.

1.3. Discrimination based on age is prohibited in all forms, and equal opportunities are guaranteed for staff members and students of all ages. Regardless of age, everyone is entitled to the same rights. The Institute aims to prevent age discrimination by ensuring fair treatment based on age.

1.4. The Institute creates equal opportunities for staff members and students with disabilities by adapting working conditions and educational processes to foster an inclusive environment for individuals with physical limitations. This policy is based on the United Nations Convention on the Rights of Persons with Disabilities and the Law of the Republic of Uzbekistan No. O‘RQ-695 "On Ratification of the Convention on the Rights of Persons with Disabilities", dated June 7, 2021, ensuring the right to education and work irrespective of a person’s health condition or physical limitations.

1.5. No discrimination based on race, nationality, or ethnic affiliation is permitted. The Institute adheres to national and international standards against racial discrimination, ensuring that all staff members and students, regardless of their national or cultural identity, have equal rights and opportunities. Providing equal treatment to all nationalities is a fundamental principle of the Institute.

 

II. Key Concepts

 

Discrimination: Any act of denying a person equal opportunities or treating them negatively based on gender, religion, age, nationality, race, ethnicity, health, or disability. All forms of discrimination are prohibited at the Institute, and policies are in place to ensure equal rights for all.

 

Gender Equality: Ensuring equal rights and opportunities for male and female staff members, students, and all other stakeholders at the Institute, eliminating discrimination based on gender.

 

Inclusive Environment: A setting where every individual feels accepted and respected, regardless of their nationality, religion, ethnicity, gender, age, health, or abilities, fostering equal rights and opportunities for everyone.

 

Disability: A physical, psychological, or intellectual condition that limits a person’s ability to move, learn, or work. The Institute provides necessary conditions for students and staff with disabilities to ensure equal rights.

 

Racial and Ethnic Equality: Ensuring equal rights and opportunities for all individuals regardless of race, nationality, or ethnicity.

 

Freedom of Religion: Respect for the religious beliefs of all staff members and students, ensuring that no one is discriminated against based on their religious views.

 

Age Equality: Preventing age-based discrimination and ensuring equal opportunities for individuals of all ages.

 

Complaint and Appeal Mechanism: A system that allows individuals to protect their rights and submit complaints if they experience discrimination, ensuring fair and transparent review processes.

 

Compliance with National and International Legislation: Ensuring that the Institute's non-discrimination activities comply with the laws of the Republic of Uzbekistan and international legal documents, including recommendations from the United Nations and other organizations.

 

III. Goals and Objectives

 

3.1. The purpose of this policy is to prevent discrimination within the Institute, ensure equal rights for all staff members and students, and fight against all forms of discrimination. This policy aims to create an inclusive, respectful, and safe environment within the Institute.

3.2. Specific rules and standards are established at the Institute to prevent discrimination based on religion, gender, age, race, ethnicity, and disability.

3.3. To promote cooperation among staff members and students, the Institute aims to create an inclusive environment by supporting individuals with diverse cultures, nationalities, beliefs, and abilities.

3.4. Staff members and students are informed about the various forms of discrimination, their negative consequences, and the Institute's policies through special training and seminars.

3.5. A specific procedure and committee are established to handle discrimination complaints, ensuring that complaints are reviewed fairly and transparently.

3.6. The Institute ensures compliance with non-discrimination rules and applies disciplinary measures to those who violate these rules.

3.7. The Institute's activities are implemented in compliance with the laws of the Republic of Uzbekistan and international legal standards to fight against discrimination.

 

IV. Measures

 

4.1. At least once a year, training and seminars are conducted for staff members and students on combating discrimination and creating an environment of equality. These events educate participants on different forms of discrimination, methods to combat them, and the policies in place at the Institute.

4.2. Information about non-discrimination policies and related rules is made available on the Institute's website and internal information systems. This information is also distributed in the form of guides and handbooks, accessible to staff and students at any time.

4.3. Special practical sessions are organised to promote anti-discrimination efforts and inclusiveness, teaching participants how to identify and address discriminatory situations through real-life examples.

4.4. The Institute organises non-discrimination weeks, seminars, and other public events to raise awareness about inclusiveness and respect principles. Students, professors, and staff participate in these events, which aim to foster a culture of non-discrimination.

4.5. The Institute celebrates national holidays and international days to increase respect for various nationalities and religions, promote cultural diversity, and create a respectful environment for all students.

4.6. Posters, banners, and other visual materials promoting inclusiveness and equal rights are installed in Institute buildings and on the website to draw staff and students' attention to the importance of equality and respect.

 

V. Disciplinary Actions

 

5.1. For first-time violations, an oral warning may be issued.

5.2. If an oral warning is ineffective, a written warning may be issued.

5.3. In the case of repeated violations, the Institute has the right to apply disciplinary actions, which are determined based on the severity of the violation according to the labour laws of the Republic of Uzbekistan and the internal regulations of the Institute.

5.4. If the violations cause serious damage to the Institute’s reputation or pose a threat to other staff members and students, measures such as "Reprimand," "Fine," or termination of employment may be applied.

5.5. Any actions related to discrimination will subject the individual to liability within the bounds of the law. In applying disciplinary actions, the Institute takes into account the legal seriousness and safety of the violations. Depending on the severity of the violation (social danger), law enforcement authorities may be notified of criminal liability.

5.6. The Institute takes all necessary measures to ensure compliance with this policy.

5.7. The Institute reserves the right to take disciplinary actions against any individual who does not comply with this policy.

5.8. This policy applies to all students, staff members, and visitors of the Institute.

 

VI. Final Provisions

 

6.1. This policy is reviewed, approved, and enacted by the Institute’s Council. The provisions of this policy are recognised as a fundamental document that must be followed by all staff members and students of the Institute. Once approved, it will be distributed to all faculties and departments.

6.2. This policy serves as the legal basis for fighting against discrimination, creating equal opportunities, and ensuring inclusiveness within the Institute. It is formally recognised as the key document for preventing discrimination and is mandatory for all staff members and students.

6.3. The content and provisions of this policy are regularly reviewed by the Institute’s Council or a specially appointed committee and updated based on modern needs and international best practices. Updates are promptly announced and made available within the Institute's internal systems. All changes or updates are officially announced through the Institute's information systems.

6.4. To implement the policy, special complaint and advisory services are established at the Institute. These services provide staff members and students with the opportunity to protect their rights in cases of discrimination and seek solutions to such incidents. A responsible committee impartially reviews all complaints to find a resolution and prevent future occurrences.

6.5. The Institute's leadership ensures that the staff members and students are regularly informed about the content and provisions of this policy. Awareness of the equality and inclusiveness policy is raised through annual seminars, training sessions, and meetings, with separate presentations to introduce any policy updates.

6.6. The implementation of the policy is regularly monitored by the Institute’s leadership, and reports are prepared based on the results. These reports analyse the work carried out, the problems encountered, and the measures taken to address them. The report is submitted to the Institute’s Council, which decides on further actions for improvement.