Equal opportunity for women at UWED

Basis

Complaints are handled under UWED’s Anti-Discrimination Policy and UWED’s Complaints and Appeals Policy. Under the Anti-Discrimination Policy, a dedicated commission reviews complaints and grievances related to discrimination, and every submission receives a fair and transparent review.

The procedure for receiving, considering and answering complaints follows the Law of the Republic of Uzbekistan “On Appeals of Individuals and Legal Entities” (No. ZRU-445, 11 September 2017).

Outcomes

Depending on how serious the violation is, the Anti-Discrimination Policy provides for a verbal warning, a written warning, a reprimand, a fine or termination of employment, applied in line with the labour legislation of the Republic of Uzbekistan. Where an act may be a criminal offence, the university informs law enforcement.

Appeal

Under the Complaints and Appeals Policy, anyone who disagrees with the result of their complaint can submit a further appeal within 10 days of receiving it. An appeal complaint can be made if a complaint was rejected without good reason, was unduly delayed, or raises concerns about impartiality or corruption.

Protection from retaliation

• 1Retaliation against anyone who files a complaint or appeal, or against their representative or family members, is prohibited (Complaints and Appeals Policy, Art. 5).
• 2Submitting an appeal must not affect a student’s academic status, grades or access to university services.
• 3Retaliation is treated as a separate violation of the Anti-Discrimination Policy and is subject to the same disciplinary measures.
• 4Staff may not disclose the personal information of the person who complained without their consent (Complaints and Appeals Policy, Art. 4).
• 5A complaint made in good faith stays protected even if the review does not confirm a violation.
• 6Psychological counselling and legal guidance are available to the person who complained.

1. Purpose and legal basis

The regulation gives UWED a single framework for equal treatment of women and men in admission, teaching, research, employment and university governance. It builds gender awareness into how the university is run, how programmes and research are planned, and how people treat one another on campus.

It is based on the Law of the Republic of Uzbekistan “On Guarantees of Equal Rights and Opportunities for Women and Men” (No. ZRU-562, 2 September 2019), the Law “On Protection of Women from Harassment and Violence” (No. ZRU-561, 2 September 2019), and UWED’s Anti-Discrimination and Ethics Policies.

2. Objectives

• 2.1Remove direct and indirect discrimination on the grounds of sex or gender identity in admission, employment, research and administration.
• 2.2Give women and men equal access to study, work, leadership and student life, and increase women’s representation in university decision-making.
• 2.3Build the university’s capacity through equality training, transparent monitoring and annual reporting by the Women’s Advisory Council.

3. Principles

• 3.1Legality. Every decision follows national law and UWED’s own regulations.
• 3.2Equal rights. Women and men have equal access to every programme, post and leadership role.
• 3.3Non-discrimination. No one is treated less favourably because of sex, gender identity, marital or parental status, or social background.
• 3.4Transparency. Recruitment, promotion and scholarship decisions use published criteria.
• 3.5Empowerment. The university actively supports women’s academic and professional progress, including in diplomacy, economics and law.

4. Protection on grounds of gender identity

• 4.1UWED prohibits discrimination, exclusion and harassment on the grounds of gender identity or gender expression.
• 4.2Every applicant, student and staff member is an equal member of the university community, with full access to study, employment and campus life, regardless of gender identity.
• 4.3Hostile, degrading or discriminatory treatment of anyone on the grounds of gender identity is a disciplinary offence under UWED’s Anti-Discrimination and Ethics Policies.
• 4.4Within the requirements of national law, the university respects a person’s stated name and form of address in teaching and internal communication, and provides reasonable accommodations on request, such as single-occupancy facilities and psychological counselling.

5. Support for women from low-income families

Women from low-income or vulnerable families can use the university’s existing support measures, with priority where places are limited.

• 5.1Housing. Priority for places in the UWED student dormitory, which has 800 places in two buildings. 278 women students currently live in university dormitories (Gender Equality page).
• 5.2Tuition and scholarships. State-funded master’s places for women under national measures, which currently support 309 women master’s students (Gender Equality page); contract fee discounts and supplementary scholarships (Inclusive University Environment); and help applying for the Rector’s Scholarship and State Scholarships.
• 5.3Counselling and well-being. Individual consultations and psychological counselling (Inclusive University Environment), and student support, social assistance and referrals through the Women’s Advisory Council.
• 5.4Mentoring. A faculty mentor through the Women’s Mentorship Programme.

6. Roles and responsibilities

7. Cooperation with national institutions

UWED works with the National Agency for Social Protection on joint awareness campaigns, training and outreach, and contributes data to national reporting on gender equality.

8. Reporting discrimination

Anyone who experiences or witnesses discrimination on the grounds of sex or gender identity can report it confidentially. Complaints are considered within 15 days, or up to one month where further study is needed, as set by Law ZRU-445 and UWED’s Complaints and Appeals Policy. Retaliation against anyone who reports in good faith is prohibited.

Degrees awarded

Women’s share of UWED graduates rose from 35.6% in 2022/2023 to 48.3% in 2025/2026.

Source: Gender Differences in Graduating Students at UWED (uwed.uz).

Senior academic staff

Regulation on Supporting Maternity

UWED’s Supporting Maternity Policy (2025) sets out the university’s support for women staff and students who are pregnant or have young children.

• 1Staff. Pregnant employees take maternity leave under the Labour Code, their contracts are extended during the leave, and they return to the same or an equivalent post. No one may be dismissed because of pregnancy or maternity leave. Pregnant employees may request flexible or remote working, and women with children are given special working conditions.
• 2Students. Pregnant students and students with children under three may take academic leave on medical recommendation or follow an individual study schedule, and may receive psychological support and counselling, social protection and financial assistance. Motherhood never limits access to education.
• 3Facilities. The university provides a mother-and-child room in Building A, free of charge for the children of staff and faculty, and accessible facilities, including ramps for strollers and prams.
• 4Oversight. The Human Resources Office, the trade union committee, the Women’s Advisory Council and the deans’ offices make sure the regulation is applied.