I. General Provisions

 

1.1. This Policy applies to all academic, administrative, and support staff of the International School of Finance, Technology and Science (hereinafter — the Institute).

1.2. The Institute is committed to ensuring fair, transparent, and equitable remuneration for all employees, in accordance with the Labour Code of the Republic of Uzbekistan, the Law “On Guarantees of Equal Rights and Opportunities for Women and Men”, and ILO Convention No. 100 on Equal Remuneration.

1.3. The Institute guarantees equal pay for equal value, ensuring that compensation is determined solely based on merit, qualifications, experience, and job responsibilities—without discrimination based on gender, age, nationality, disability, religion, or any other personal characteristic.

1.4. The Institute formally commits to measuring, monitoring, and eliminating gender pay gaps across all job categories and pay bands through regular data analyses and corrective interventions.

1.5. All salary payments shall comply with minimum wage standards, legal protections, and internal financial policies of the Institute.

 

II. Key Concepts

 

Pay Equity: The principle of ensuring that all employees receive fair compensation for work of equal value, regardless of gender or other personal characteristics.

 

Gender Pay Gap: The difference between the average earnings of male and female employees performing comparable work within the Institute.

 

Merit-Based Remuneration: A compensation approach that rewards employees according to their qualifications, achievements, and performance outcomes.

 

Pay Band: A structured salary range assigned to specific job categories or levels, ensuring internal consistency and fairness in pay.

 

Pay Audit: A systematic review of compensation data to identify and address pay disparities caused by gender bias or other non-merit-based factors.

 

Job Evaluation: An analytical process used to assess the relative value of different positions, forming the foundation for equitable pay structures.

 

III. Goals and Objectives

 

3.1. To ensure that every employee performing the same or equivalent work receives equal compensation, in complete alignment with national legislation and institutional principles of fairness and transparency.

3.2. To eliminate all forms of unjustified pay disparities, including gender pay gaps, through systematic evaluation, monitoring, and corrective actions.

3.3. To establish transparent, structured, and accessible remuneration practices by documenting all pay grades, salary bands, and job evaluation criteria.

3.4. To guarantee that no employee faces discrimination in any pay-related decision based on gender, marital status, disability, religion, or any other protected characteristic.

3.5. To fully implement pay equity obligations in accordance with the Labour Code of the Republic of Uzbekistan.

 

IV. Measures

 

4.1. Conduct annual pay equity and gender pay gap audits to systematically analyse salary structures by gender, position, and job classification.

4.2. Assign the Human Resources Department, together with the Finance Committee, full responsibility for overseeing the implementation of this Policy, reviewing audit results, identifying disparities, and ensuring timely corrective actions.

4.3. Develop and maintain standardised job evaluation criteria to guarantee fairness and transparency across all positions and pay grades.

4.4. Integrate gender-sensitive remuneration practices into all recruitment, promotion, and performance appraisal procedures to prevent discriminatory pay outcomes.

4.5. Review and update employment contracts, salary scales, and pay bands annually to ensure alignment with national labour legislation and institutional standards.

4.6. Implement KPI monitoring for the female hiring, promotion, and retention rates, the representation of women in senior roles, the number of corrected pay inequities, and the training completion rate of decision-making staff.

 

V. Disciplinary Actions

 

5.1. Any intentional violation of this Policy, including discriminatory pay decisions, manipulation of evaluations, or obstruction of equity audits, shall result in disciplinary action.

5.2. Disciplinary measures may include a verbal warning, a written warning or reprimand, removal from decision-making responsibilities, suspension, or termination of employment in cases of severe or repeated violations.

5.3. Violations that constitute breaches of national labour or anti-discrimination laws shall be referred to the relevant authorities.

5.4. All disciplinary procedures shall adhere to principles of legality, fairness, and due process, ensuring the right of the employee to appeal.

 

VI. Final Provisions

 

6.1. This Policy is approved by the Institute’s Council and takes effect on the date of signature.

6.2. The Policy serves as the official framework guaranteeing equitable compensation and the systematic elimination of gender-based pay disparities.

6.3. The Policy shall be reviewed annually by the Human Resources Department to ensure alignment with legal requirements and institutional goals.

6.4.  Implementation shall be monitored through annual reports submitted to the Institute’s Council, detailing progress and recommendations for further improvement.