Политика против домогательств и дискриминации

In short. Teach For Uzbekistan does not tolerate harassment, sexual harassment, bullying or discrimination — by anyone, towards anyone, anywhere our work takes place, including online. Anyone who experiences or witnesses it can report it, also anonymously, and will not suffer for doing so. Reports are examined fairly and quickly, and proven misconduct has consequences.

1. Who and where

This policy protects and binds staff, board members, Fellows, candidates in the selection process, Alumni acting for TFU, volunteers, interns and contractors, and covers our interactions with partners, school staff, parents and the public. It applies in the office, in schools, at the Summer Institute, at assessment centres and events, on trips, and in all digital communication (e-mail, messengers, social media) connected with our work.

2. What we mean

• Discrimination — treating a person less favourably because of gender, age, ethnicity, language, religion or belief, social origin, disability, health, family situation, region of origin, political opinion, or any other characteristic protected by the Constitution and the Labour Code of the Republic of Uzbekistan. Requirements that are genuinely needed for a role (for example a degree for teaching) are not discrimination.
• Harassment — unwanted behaviour that violates a person's dignity or creates an intimidating, hostile, humiliating or offensive environment: insults, threats, humiliating jokes, spreading rumours, isolating a person, persistent unwanted contact, or misuse of a position of authority.
• Sexual harassment — unwanted conduct of a sexual nature: comments, looks, gestures, messages, images, touching, or requests for favours, especially when refusal affects a person's work, selection, grades or opportunities. The Law of the Republic of Uzbekistan "On Protection of Women from Harassment and Violence" defines harassment; this policy applies its standard to everyone.
• Bullying (mobbing) — repeated behaviour intended to intimidate, degrade or exclude a person.
• Abuse of power — using one's position (manager, coordinator, trainer, selector) to obtain personal advantage from, or to pressure, a person who depends on one's decisions.

Intent does not matter; the effect on the person does.

3. Our standards

• We recruit, select, place, promote and pay on merit, in line with the Law "On Guarantees of Equal Rights and Opportunities for Women and Men" and the Labour Code.
• Managers, coordinators, trainers and selectors set the example, and intervene when they see disrespectful behaviour.
• Relationships between a person in authority and a person who depends on their decisions (for example a coordinator and a Fellow, a selector and a candidate) must be disclosed to the Deputy Director so that decisions can be reassigned.
• Fellows are also protected in their schools: if a Fellow experiences harassment or discrimination from school staff, parents or others, TFU supports the Fellow and raises the matter with the school and, where necessary, the education authorities.

4. How to report

• Directly: to your manager or regional coordinator, to the HR and Procurement Specialist or to the Deputy Director — both reachable at info@teachforuzbekistan.org (subject line "Confidential — HR"). If the report concerns one of them, to the Director (CEO) or the Chair of the Board of Trustees.
• In writing: info@teachforuzbekistan.org with the subject line "Confidential — HR"; such messages are opened only by the HR specialist and the Deputy Director.
• Anonymously: by a sealed letter marked "Confidential — HR" addressed to the Deputy Director at 34 Taras Shevchenko Street, Mirabad district, Tashkent. Anonymous reports are examined as far as the information allows.
• Candidates and outside persons may use the contact page of the website (marked "confidential — for HR").

You may report what happened to you or what you witnessed. Report as early as you can; we also accept reports about events from the past.

5. What happens next

1. Acknowledgement within 3 working days; the person handling the case is named; confidentiality is explained.
2. Immediate protection where needed (changing reporting lines, separating people, suspending a placement) without prejudging the outcome.
3. Examination by two people not involved in the events (normally the HR and Procurement Specialist and a manager; an external person may be asked in serious cases): interviews with the reporter, the person complained about and witnesses; documents; a written summary. Both sides may bring a support person. Target: 20 working days.
4. Decision by the Deputy Director (or the Director (CEO), or the Chair of the Board when the Deputy Director is involved): unfounded, partly founded, founded; measures; both sides informed in writing of the outcome as far as confidentiality allows.
5. Follow-up after three months to check that the behaviour has stopped and that there has been no retaliation.

Where the events may be a crime, we support the person in reporting to the police and to the relevant authorities and cooperate with them.

6. Consequences

Proven harassment or discrimination is serious misconduct: measures range from a written warning and mandatory training to removal from a placement, termination of employment or of the Fellowship under the Labour Code and the Fellowship agreement, exclusion from selection, and ending a partnership or contract. Records are kept in the personnel file for the period required by the legislation on personnel records.

7. No retaliation

Nobody who reports in good faith, gives evidence or supports a colleague is disadvantaged for it. Retaliation is itself misconduct under this policy. Knowingly false reports are also misconduct.

8. Confidentiality and records

Reports and examinations are confidential; information is shared only with those who need it. Records are kept securely by HR, separate from general files, and handled under the Privacy Policy and the Law "On Personal Data".

9. Training and review

The policy is part of onboarding for staff and of the Summer Institute for Fellows; managers and coordinators receive training on receiving reports. HR reviews the policy every year and reports the number and outcome of cases (without names) to the Board.