Navoi State University
Policy on Pay Scale Equity and Elimination of Gender Pay Gaps
(Aligned with SDG 8 – Decent Work and Economic Growth)
Navoi State University Policy on Pay Scale Equity and Elimination of Gender Pay Gaps
Policy Snapshot
Policy Title | Policy on Pay Scale Equity and Elimination of Gender Pay Gaps |
Purpose | Ensure equitable pay for work of equal value and eliminate gender pay disparities across all staff categories. |
Scope | Applies to all academic, administrative, technical, and contractual employees of NSU. |
Review Cycle | 2025–2030, reviewed biennially by HR and Gender Equality Committee. |
1. Introduction
Navoi State University (NSU) is committed to advancing equity, inclusion, and fairness as fundamental values in its institutional framework. This policy reaffirms NSU’s adherence to the Constitution of the Republic of Uzbekistan, ILO Conventions 100 and 111, and the Law on Gender Equality (2019). It aligns with Sustainable Development Goal 8, ensuring decent work and equal pay for equal value. Gender-based pay discrimination undermines social justice and academic excellence; therefore, NSU pledges to eliminate any identified gender pay gaps.
Institutional Commitment
NSU commits to achieving full pay equity by 2030. Annual internal pay audits will be conducted, and any gender pay gap exceeding 5% will trigger corrective action within six months. This commitment applies to all forms of employment including full-time, part-time, project-based, and outsourced roles.
2. Purpose and Objectives
Ensure equal pay for work of equal value.
Promote gender balance in all employment and promotion processes.
Establish transparent salary scales accessible to all employees.
Conduct annual pay audits to identify and correct disparities.
Report pay-equity indicators publicly as part of NSU’s sustainability framework.
3. Guiding Principles
Principle | Description |
Equity | Equal pay for equal value across all job categories. |
Transparency | Public pay bands and performance-based criteria. |
Accountability | Deans and managers are responsible for maintaining pay fairness. |
Confidentiality | Salary data handled with professional integrity. |
Sustainability | Equity integrated into NSU’s budgeting and HR systems. |
4. Pay Equity Framework
Focus Area | Action | Responsible Unit | Indicator |
Job Evaluation | Review and align job descriptions with national standards. | HR & Academic Council | Updated job classification by 2026 |
Pay Transparency | Publish pay bands and internal criteria. | Rectorate & HR | Annual publication |
Promotion Equity | Ensure gender-balanced promotion committees. | HR & Quality Office | 50% gender balance |
Audit & Review | Conduct annual gender pay audits. | Finance & SDG Office | Audit report published |
Corrective Measures | Implement salary adjustments where needed. | HR Department | Full compliance achieved |
5. Monitoring and Evaluation
Indicator | Target | Frequency | Responsible Office |
Gender pay gap (%) | ≤ 3% | Annual | HR & SDG Office |
Salary reviews completed | 100% | Annual | HR & Finance |
Female leadership representation | ≥ 45% | Annual | Rectorate |
Staff trained in pay equity | 100% | Annual | HR & Equality Committee |
Annex 1. Gender Pay Equity Data Matrix
Department | Male Avg Salary (UZS) | Female Avg Salary (UZS) | Female:Male Ratio | Pay Gap (%) | Status |
Humanities | 6,500,000 | 6,400,000 | 0.98 | 2% | Acceptable |
Science | 7,200,000 | 6,700,000 | 0.93 | 7% | Needs Adjustment |
Admin | 5,800,000 | 5,850,000 | 1.01 | -1% | Parity Achieved |
Technical | 5,500,000 | 5,200,000 | 0.95 | 5% | Monitor |
Average | – | – | 0.97 | 3% | On Track |
6. Conclusion
Navoi State University reaffirms its leadership in ensuring fair and equitable pay for all employees. This policy aligns NSU’s internal practices with national reforms and international standards, promoting decent work, inclusion, and equality in higher education.
Navoi State University • Green Campus Initiative • Contact: sustainability@nsuni.uz