8.2.3. EMPLOYMENT POLICY ON DISCRIMINATION
8.2.3. EMPLOYMENT POLICY ON DISCRIMINATION
Policy created: 2021
Policy reviewed: 2025
- Purpose
The purpose of this policy is to ensure that Tashkent State University of Oriental Studies (TSUOS) provides an inclusive, fair, and respectful working environment for all employees and job applicants.
The University is committed to preventing discrimination in all employment practices, promoting equal opportunities, and upholding the principles of dignity, respect, and justice in the workplace.
- Policy Objectives
The main objectives of this policy are to:
- Promote equality, fairness, and diversity in all aspects of employment;
- Eliminate discrimination, harassment, and victimization in the workplace;
- Ensure employment decisions are made solely on merit and competence;
- Strengthen institutional accountability for maintaining an inclusive and respectful environment.
- Scope
This policy applies to all:
- Academic, administrative, and technical staff (full-time, part-time, or temporary);
- Applicants for employment;
- Visiting scholars, interns, contractors, and volunteers;
- Members of the Trade Union Committee representing university staff.
It covers all employment-related activities, including recruitment, selection, onboarding, training, promotion, performance evaluation, remuneration, and termination.
- Policy Statement
TSUOS prohibits any form of discrimination, whether direct or indirect, based on the following grounds:
- Religion or belief
- Gender or gender identity
- Sexual orientation
- Age
- Disability or health condition
- Ethnic or national origin
- Marital or family status
- Socio-economic background
- Refugee or migration status
- Political or other lawful opinions
All employment decisions shall be based strictly on professional merit, performance, and qualifications. The University values diversity as a source of creativity and innovation, ensuring that every individual is treated with fairness and respect.
- Core Principles
- Equality and Fairness: All employees and applicants shall be treated equally without discrimination or prejudice.
- Transparency: Recruitment, selection, and promotion procedures shall be open, impartial, and merit-based.
- Respect and Dignity: Every member of the university community has the right to work in an environment free from harassment or intimidation.
- Zero Tolerance for Discrimination: Any violation of this policy will result in disciplinary action, up to and including termination of employment.
- Collaboration: The Human Resources Department and the Trade Union Committee shall jointly ensure the consistent implementation of this policy.
- Responsibilities
Human Resources Department
- Develop and implement fair employment and promotion procedures;
- Conduct training sessions and workshops on non-discrimination and workplace ethics;
- Ensure compliance with labor laws and international equality standards;
- Investigate complaints in collaboration with the Trade Union Committee.
Trade Union Committee
- Safeguard the rights of employees and ensure equality in labor relations;
- Provide advice, representation, and support to staff who experience discrimination;
- Participate in internal investigations to ensure fairness and transparency;
- Monitor working conditions to prevent discriminatory practices.
University Leadership
- Ensure this policy is enforced across all units and institutes and faculties;
- Promote inclusive institutional culture and respect for diversity.
All Employees
- Foster a respectful, inclusive, and supportive work environment;
- Avoid behavior or speech that could be considered discriminatory or offensive;
- Report any incidents of discrimination or harassment through proper channels.
- Reporting and Complaints Procedure
Any employee, applicant, or university representative who experiences or witnesses discrimination is encouraged to report the issue to:
- The Human Resources Department, or
- The Trade Union Committee, or
- Prevention Inspector attached to TSUOS, or
- The Rector’s Office (in cases of severe or unresolved issues).
All reports will be handled confidentially and with sensitivity.
TSUOS ensures:
- A fair, impartial, and transparent investigation process;
- Protection from retaliation for those who report in good faith;
- Timely resolution and corrective action when necessary.
- Awareness and Training
To ensure effective implementation, TSUOS regularly conducts:
- Orientation sessions for new employees on the principles of equality and non-discrimination;
- Periodic workshops for managers, HR staff, and trade union representatives;
- Awareness campaigns promoting mutual respect, gender sensitivity, and workplace ethics;
- Dissemination of the University Code of Ethics, which sets behavioral and professional standards for all employees (https://tsuos.uz/odob-ahloq-kodeksi-2/);
- EDI policy is also in place at TSUOS.
All training materials and awareness initiatives are jointly organized by the Human Resources Department and the Trade Union Committee.
- Monitoring and Evaluation
The Human Resources Department and Trade Union Committee jointly monitor compliance with this policy. They shall:
- Review recruitment, promotion, and compensation data to identify potential bias;
- Prepare annual equality and diversity reports;
- Submit findings and recommendations to the Rector’s Office for continuous improvement;
- Collaborate with the International Relations Office and Gender Equality Committee on relevant SDG and Impact Ranking initiatives.
- Alignment with Legal and International Frameworks
This policy is aligned with:
- The Labour Code of the Republic of Uzbekistan;
- The Law on Guarantees of Equal Rights and Opportunities for Women and Men;
- The ILO Convention on Discrimination (Employment and Occupation);
- The UN Universal Declaration of Human Rights;
- The UN Sustainable Development Goals (SDGs) — particularly:
- SDG 5: Gender Equality
- SDG 8: Decent Work and Economic Growth
- SDG 10: Reduced Inequalities
- Review and Revision
This policy shall be reviewed annually by the Human Resources Department and Trade Union Committee, in consultation with the Rector’s Office, to ensure continued effectiveness and compliance with national laws and international best practices.
- Effective Date
This policy takes effect from the date of its official approval and remains valid until replaced or amended.
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