8.2.6. EMPLOYMENT POLICY PAY SCALE EQUITY
8.2.6. EMPLOYMENT POLICY PAY SCALE EQUITY
- Purpose
The purpose of this policy is to ensure that all employees of Tashkent State University of Oriental Studies (TSUOS) receive fair and equitable remuneration for their work, regardless of gender or any other personal characteristic. This policy demonstrates the University’s commitment to promoting gender equality, transparency, and accountability in all employment practices.
- Legal Framework
This policy is based on the following legal and ethical foundations:
- The Constitution of the Republic of Uzbekistan (Article 46), which guarantees equal rights for men and women, including equal pay for equal work;
- The Labour Code of the Republic of Uzbekistan (Article 183), which prohibits any form of discrimination in remuneration;
- The Law of the Republic of Uzbekistan “On Guarantees of Equal Rights and Opportunities for Women and Men” (2019);
- The ILO Convention No. 100 on Equal Remuneration and Convention No. 111 on Discrimination (Employment and Occupation);
- Collective Agreement of the Trade Union Committee at TSUOS
- The UN Sustainable Development Goals (SDG 5 and SDG 8) promoting gender equality and decent work for all.
- Policy Statement
TSUOS is committed to maintaining a pay system that is:
- Fair and transparent – ensuring that salaries and benefits are based on objective criteria such as qualifications, experience, responsibilities, and performance;
- Gender-neutral – guaranteeing that no differences in pay exist between men and women performing work of equal value;
- Compliant – in line with national laws, international labour standards, and the University’s internal regulations.
All employment decisions, including hiring, promotion, and pay adjustments, must be free from discrimination and bias.
- Implementation Measures
To ensure pay equity across the University, TSUOS shall:
- Conduct regular pay audits to identify and assess any gender pay gaps across all staff categories;
- Review job descriptions and classifications to ensure they are gender-neutral and reflect the real value of the work performed;
- Train HR personnel and supervisors on equal pay principles and gender-sensitive evaluation practices;
- Establish a confidential grievance mechanism for employees to report concerns about pay inequity or discrimination;
- Take corrective measures where unjustified disparities are identified, including salary adjustments or structural revisions.
- Monitoring and Evaluation
- The Human Resources Department, together with the Gender Equality Committee, shall oversee the implementation of this policy.
- Progress will be measured annually through gender pay gap analysis, employee satisfaction surveys, and internal audits.
- Findings and recommendations will be submitted to the University Rector and Academic Council for review and further action.
- Continuous Improvement
TSUOS recognizes that achieving pay scale equity is an ongoing process. The University commits to continuously improving its remuneration practices, increasing transparency, and fostering a workplace culture that values fairness, inclusivity, and equal opportunity for all.
As an organization, Tashkent State University of Oriental Studies has launched a number of activities and partnerships in the implementation of gender equality policy in terms of salary. In particular, within the framework of the “International Forum on Labor Migration – 2022”, which began its work in Tashkent, a Memorandum of cooperation was signed between the Tashkent State University of Oriental Studies and the Ministry of Employment and Labor Relations of the Republic of Uzbekistan.
Here is the report of the Trade Union Committee at TSUOS and the Collective Agreement, as well as the EDI Policy of TSUOS:
8.2.6.Report of Trade Union Committee
Social networks:
