University Responsibilities and Policy

Policies

• Non-Discrimination Policy
• Policy on Guaranteeing Equal Rights of Workers at Tashkent State University of Law
• About additional measures to ensure the implementation of gender policy at Tashkent State Law University
• Tashkent State University of Law Gender Equality and Female Empowerment Policy

2. Responsibilities

2.1. University

• The University has overall responsibility for the implementation of this policy.
• The Rector, Deputy Rectors, Head of Human Resources, Deans of Faculties, and Heads of Departments have specific responsibilities to comply with legislation and promote equality, inclusion, and diversity.
• Complaints of discrimination, bullying, harassment, or unfair treatment are treated timely and sensitively with appropriate confidential monitoring undertaken.
• Staff, students, and volunteers are made aware of the policy through a range of communication methods.
• Staff, students, volunteers, and visitors are treated with respect and dignity at all times.
• A Diversity and Inclusion Strategy is developed and implemented.
• This policy is monitored and reviewed regularly.

2.2. Staff and Volunteers

• All staff and volunteers have a responsibility to comply with this policy and cooperate with their Heads of Departments in doing so.
• Treat colleagues, students, volunteers, and visitors to the University with respect at all times.
• Participate in appropriate training and wider learning opportunities to assist the University in meeting its legal and strategic commitments in relation to Diversity and Inclusion.
• Challenge and/or report behavior that is discriminatory.
• Heads of Departments ensure the policy is communicated to their team and promote equality, diversity, and inclusion.

2.3. Students

• Treat other students, staff, volunteers, and visitors to the University with respect at all times.
• Challenge and/or report behavior which is discriminatory.
• Engage in development/training opportunities where applicable.

2.4. Visitors and Partners

• All visitors, contractors, subcontractors, service providers, and any other persons associated with the functions of the University have a responsibility to treat staff, volunteers, students, and others with respect at all times.
• Report and/or challenge behavior that is discriminatory.

3. Application

3.1. Employment Areas

• Recruitment and selection of staff;
• Promotion opportunities;
• Evaluation of jobs and grading;
• Training and development opportunities;
• Discipline procedures;
• Redundancy procedures;
• Dismissals.

3.2. Relationship with Students

• Access and admission to courses;
• Delivery of Student Services;
• The content of the curriculum and teaching styles;
• Assessment;
• Accommodation.

The principles of non-discrimination and equality of opportunity also apply to the way in which staff, volunteers, and students should treat each other, visitors, contractors, service providers, suppliers, and any other persons associated with the functions of the University.

3.3. Support

Support for staff, volunteers, and students in relation to Diversity and Inclusion will be provided through:

• Rector
• Deputy Rectors
• Human Resources
• Deans of Faculties
• Heads of Departments
• University Trade Union
• Women's Committee
• Faculty Tutors

3.4. Requirements

Where staff, volunteers, or students have requirements or requests related to Diversity and Inclusion (e.g., reasonable adjustments in relation to disability), these will be dealt with objectively and supported where reasonable and practicable, taking all factors into account.

4. Complaints

4.1. Serious Cases

Any cases of discrimination, harassment, bullying, or victimization will be taken very seriously by the University. Any member of staff or student found guilty of unlawful discrimination or harassment will be subject to disciplinary action. Appropriate action will be taken where possible against any member of the public, volunteer, visitor, or service provider involved in discrimination or harassment.

4.2. Rights of Complainants

Staff, students, or other parties who make a complaint of discrimination have the right to do so without fear of victimization, and the University will make every effort to ensure that any complaints are dealt with promptly and fairly.

4.3. Support Services

Confidential support and information services are available from the Trade Union, Women’s Committee, and Students’ Association.

4.4. Making a Complaint

Staff, volunteers, or students who wish to make a complaint of discrimination, bullying, harassment, or victimization should initially address the matter informally to the relevant Head of Department or Deputy Rector. If the matter cannot be resolved informally, the complainant should submit a formal complaint.

5. Monitoring and Review

The effectiveness of this policy will be monitored on a regular basis and reviewed every three years, or sooner if required. The outcomes of monitoring will be used to inform improvements in practice.

6. Contacts

For any queries regarding this policy or the reporting of discrimination or harassment, please contact:

• Rector: [Contact Information]
• Human Resources: [Contact Information]
• University Trade Union: [Contact Information]
• Women's Committee: [Contact Information]