I.General Provisions

 

1.1. This Policy establishes the principles and mechanisms of non-discrimination against women at the International School of Finance, Technology and Science (hereinafter referred to as “the Institute”). It guarantees equal rights and opportunities for women in employment, education, and participation in all institutional activities.

1.2. The Policy is based on the Law of the Republic of Uzbekistan No. O‘RQ-562 “On Guarantees of Equal Rights and Opportunities for Women and Men”, the Labour Code of the Republic of Uzbekistan, and the Constitution of the Republic of Uzbekistan, which prohibit all forms of discrimination on the grounds of gender and ensure the equality of women and men before the law. The Institute also adheres to the principles enshrined in international conventions ratified by Uzbekistan, including the UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW).

1.3. The Institute commits to ensuring that all academic, administrative, and social processes respect the principles of gender equality, fair treatment, and inclusiveness, providing equal access to opportunities regardless of sex, marital status, or family responsibilities.

1.4. All forms of direct or indirect discrimination, harassment, or unequal treatment of women are strictly prohibited. The Institute upholds the principle of “equal pay for work of equal value” and ensures transparent, fair human resources practices.

1.5. The Institute promotes an environment where women can realise their academic, professional, and leadership potential through equal access to resources, decision-making, and professional growth opportunities.

 

II.Key Concepts

 

Gender Discrimination: Discrimination involves any act of differentiating or excluding individuals based on sex, which prevents women from fully exercising their equal rights and freedoms.

 

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

 

Equal Opportunity: Ensuring that men and women have equal access to employment, training, and advancement opportunities.

 

Sexual Harassment: Any unwelcome conduct of a sexual nature that violates the dignity of women or creates a hostile environment.

 

Inclusive Environment: A safe and respectful setting where women and men can fully participate in academic and professional life without bias or prejudice.

 

III.Goals and Objectives

 

3.1. The primary goal of this Policy is to eliminate gender-based discrimination and ensure equal treatment and participation of women in all institutional spheres.

3.2. The objectives of the Policy include:

• Encouraging gender equality in women's recruitment, advancement, and leadership roles.
• Guaranteeing equal pay and fair evaluation practices;
• Preventing sexual harassment and gender-based violence;
• Supporting women’s academic and professional advancement;
• Establishing effective mechanisms for monitoring, complaints, and redress.

 

IV.Measures

 

4.1. The Institute conducts annual trainings and ensures continuous access to information on women’s rights and non-discrimination.

4.2. Women shall be proportionally included in committees, councils, and decision-making processes across the Institute.

4.3. HR shall carry out regular audits of remuneration and promotion practices to prevent gender pay gaps.

4. The Equality Committee will review complaints confidentially, and it will work with external organisations to improve practices.

 

V.Disciplinary Actions

 

5.1. Violations of this Policy shall result in disciplinary measures proportionate to the severity of the act.

5.2. Disciplinary actions may include an oral or written warning, a reprimand or fine, or, in severe cases, suspension or dismissal.

5.3. Cases involving harassment or violence shall be referred to law-enforcement authorities in accordance with the national Criminal Code.

5.4. The Institute ensures the protection of individuals who report violations and maintains the confidentiality of all investigation procedures.

 

VI.Final Provisions

 

6.1. The Institute’s Council approves this Policy.

6.2. It is distributed to all departments, published in internal systems, and introduced to all staff and students.

6.3. The Policy shall be reviewed every two years or when new amendments to national or international legislation are enacted.

6.4. The implementation of this Policy is monitored by the Equality Committee in cooperation with the Human Resources Department and the Department of Spirituality and Enlightenment.

 

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