SDG 8. Decent work and economic growth/
8.2 Employment practice
8.2.1 - Does your university as a body pay all staff and faculty at least the living wage, defined as the local living wage (if government defines this) or the local poverty indicator for a family of four (expressed as an hourly wage)?
Yes
A standard amount of salary is being paid to all its employees that cover living costs for housing, utilities, food, health needs clothing and transport. Through paying employees a standard living wages, it would turn into positive aspects for the university. Urgench State University pays a range of basic salary as per designations and work profiles as per given data.
More: https://www.goldenpages.uz/en/zarplata8.2.2 - Does your university as a body recognise unions for all, including women & international staff?
Urgench State University acknowledges the importance of fostering equitable labor rights and inclusivity within the framework of Uzbekistan labor laws. The university adheres to regulations, which ensures non-discrimination in employment and outlines fair treatment for all workers.
The university complements these regulations by establishing internal mechanisms for dialogue and representation. These include formal grievance processes and platforms where staff, including women and international employees, can voice concerns or provide feedback. These efforts promote transparency and encourage equitable participation in workplace decision-making.
For international staff, Urgench State University ensures fair contracts and necessary legal compliance, fostering an inclusive environment. Women employees are supported through tailored initiatives that ensure their voices are represented and valued.
By aligning its internal policies with Uzbekistan labor law, Urgench State University demonstrates its commitment to providing a fair and supportive workplace.
8.2.3 - Does your university as a body have a policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age)?
Equality, Diversity & Inclusion Policy
Policy created:1992
Policy reviewed:2023
8.2.4 - Does your university as a body have a policy commitment against forced labour, modern slavery, human trafficking, and child labour?
Policy created:2021
Policy reviewed:2025
https://lex.uz/docs/1584627 https://lex.uz/docs/13394368.2.5 - Does your university as a body have a policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties?
Ensuring equivalent rights for outsourced workers is a vital part of maintaining an ethical and fair workplace at our university. Outsourcing allows us to focus on core educational activities while entrusting non-core functions—such as maintenance, security, and cleaning—to third-party providers. However, we recognize the importance of upholding fair treatment, decent working conditions, and equal rights for these outsourced workers. By establishing a policy to protect the rights of outsourced personnel, we aim to ensure they receive fair and equitable treatment comparable to that of our directly employed staff.
Our policy on guaranteeing equivalent rights for outsourced workers outlines that all third-party providers must adhere to labour standards that align with our university's ethical values. Contracts with outsourcing companies are carefully crafted to include clauses that protect the rights of workers, requiring providers to meet basic employment standards. These standards cover fair wages, reasonable working hours, and safe working conditions. Although we rely on third-party providers to oversee day-to-day employment conditions, we encourage feedback mechanisms for outsourced workers to report any concerns about their treatment.
To support the enforcement of these standards, we engage in ongoing dialogue with our contractors, ensuring they understand our expectations regarding employee rights. While we may not have the resources for regular audits, we emphasize our commitment to fair treatment during contract negotiations and require that contractors report any significant changes to their employment practices. Through this open communication, we strive to create a collaborative environment where outsourced workers’ rights are prioritized, even if we do not directly manage their employment.
In cases where outsourced workers need a channel to raise concerns, we provide accessible reporting options that allow them to communicate issues discreetly. For instance, a designated contact point within our HR department is available to address complaints related to working conditions, pay discrepancies, or any form of discrimination or harassment. By ensuring that outsourced staff have a way to voice concerns, we foster a safer and more inclusive workplace for everyone involved.
Through these actionable steps, our university remains committed to fair and responsible outsourcing practices that protect the rights of all workers associated with our institution. While resources may be limited, we continue to explore ways to strengthen these commitments, promoting an inclusive and respectful environment for both directly employed and outsourced staff.