ORGANIZATIONAL AND LEGAL ISSUES OF GENDER EQUALITY IN THE CIVIL SERVICE

This article aims to study the issue of gender equality in the civil service of the Republic of Uzbekistan, its organizational and legal issues. The article explores the concepts of civil service, gender and gender equality theoretically based on the views of national and foreign scholars. The political will to ensure gender equality in the new Uzbekistan, the views of the President of the Republic of Uzbekistan Shavkat Mirziyoyev in this regard are included in the article. The contents of the law “On guarantees of equal rights and opportunities for women and men” and other normative legal acts adopted in the new Uzbekistan on gender equality, in particular, the “Strategy for achieving gender equality in the Republic of Uzbekistan until 2030” are analyzed. The role of gender equality in the civil service in these normative legal acts is studied. The work done to achieve gender equality in the civil service of the Republic of Uzbekistan in 2017-2022, the current state of women‘s participation in public administration and civil service are also studied. The problems of women‘s involvement in the civil service have also been systematized and solutions have been proposed. As a result of the study, a number of conclusions were reached and a number of proposals and recommendations were developed to improve gender equality in the civil service of the Republic of Uzbekistan.

VOLUME 3 ISSUE №1 E-ISSN: 2181-1024 A P R Volume I L1 (2022) 3, Issue 2022 TSUL Legal Report 1

TSUL LEGAL REPORT INTERNATIONAL ELECTRONIC SCIENTIFIC JOURNAL

Rustambekov Islambek Rustambekovich Deputy Rector on Academic Affairs, Tashkent State University of Law, Doctor of Law, Professor

Salaev Nodirbek Saparbaevich Deputy Rector on Research and Innovations, Tashkent State University of Law, Doctor of Law, Professor

Latipov Samir Ildusovich Director of the Center for Legal Initiatives and Innovations, Tashkent State University of Law

Nematov Jasur Aminjonovich Professor of the Tashkent branch of the Russian University of Economics named after GV Plekhanov

Umarkhanova Dildora Sharipkhanovna Dean of the Faculty of International Law and Comparative Legislation, Tashkent State University of Law, Doctor of Law, Associate Professor

Abzalova Khurshida Mirziyatovna Acting Professor of the Department of Criminal Law, Criminology and Anti-corruption, Tashkent State University of Law, Doctor of Law

Nematov Jurabek Nematulloyevich Acting Professor of the Department of Administrative and Financial Law, Tashkent State University of Law, Doctor of Law

Akhmedova Guzalkhon Utkurovna Associate Professor of Criminalistics and Forensic Examination Department of Tashkent State University of Law, Doctor of Law

Ergashev Ikrom Abdurasulovich Head of Scientific Department, Tashkent State University of Law, Associate Professor, Doctor of Philosophy in Law.

Yusupov Sardorbek Bahadirovich Head of the Department of Administrative and Financial Law, Tashkent State University of Law, Associate Professor, Doctor of Philosophy in Law

Gafurova Nozimakhon Eldarovna Head of the Department of International Law and Human Rights, Tashkent State University of Law, Associate Professor, Doctor of Philosophy in Law

E-ISSN: 2181-1024 Volume 3, Issue 1 (2022) TSUL Legal Report 3

Khujaev Shokhjakhon Akmaljon ugli Head of Intellectual Property Law Department, Tashkent State University of Law, Doctor of Philosophy in Law

Uzakova Guzal Sharipovna Head of Environmental Law Department, Tashkent State University of Law, Associate Professor, Doctor of Philosophy in Law

Turdiev Khayitjon Usmonkul ugli Acting Associate Professor of the Department of Theory of State and Law, Tashkent State University of Law, Doctor of Philosophy in Law

Ramazonova Nargiza Abdirashidovna Head of the International Relations Department, Intellectual Property Agency under the Ministry of Justice of the Republic of Uzbekistan, Doctor of Philosophy in Law

Kurbanov Maruf Mamadaminovich Acting Associate Professor of the Department of Criminal Law, Criminology and Anti-corruption, Tashkent State University of Law, Doctor of Philosophy in Law

Narziev Otabek Sadievich Acting Professor of International Private Law Department, Tashkent State University of Law, Doctor of Philosophy in Law

Pirmatov Otabek Shavkatovich Acting Associate Professor of the Department of Civil Procedural and Economic Procedural Law, Tashkent State University of Law, Doctor of Philosophy in Law

Yakubova Iroda Bakhramovna Acting Associate Professor of Intellectual Property Law Department, Tashkent State University of Law, Doctor of Philosophy in Law

Shamsutdinov Behruz Sadriddin ugli Head of the Department of Commercialization of Scientific and Innovative Projects, Tashkent State University of Law

Saydakhmedov Umid Murodovich Judge for Economic Affairs, Tashkent Regional Court, Doctor of Philosophy in Law, Associate Professor

4 TSUL Legal Report Volume 3, Issue 1 (2022) E-ISSN: 2181-1024

Contacts Editorial office address: Tashkent, st. Sayilgoh, 35. Index 100047. Principal Contact Tel.: ([phone number hidden] Fax: ([phone number hidden] E-mail: info@legalreport.tsul.uz

© 2022. TSUL – Tashkent State University of Law. All rights reserved.

E-ISSN: 2181-1024 Volume 3, Issue 1 (2022) TSUL Legal Report 5

12.00.02 – CONSTITUTIONAL LAW. ADMINISTRATIVE LAW. FINANCE AND CUSTOMS LAW

IKHTIYORJON TURABOEV, IKROM ERGASHEV Tax monitoring in Uzbekistan: problems and issues ............................................................8

DILMURODJON RAKHIMOV Organizational and legal issues of gender equality in the civil service . ............................ 15

NOILA NURMAMATOVA Mechanism of appeal to the Constitutional Court . ............................................................ 23

ILHOM NOROV Problems of public service in the Republic of Uzbekistan: further improvement of the public service system .............................................................................................. 30

12.00.03 – CIVIL LAW. BUSINESS LAW. FAMILY LAW. INTERNATIONAL PRIVATE LAW

BEGALI XOLMIROV The concept, importance and characteristics of electronic currency . ............................... 37

MUHAMMAD ALI RAMAZONOV The concept and essence of cryptocurrency . ................................................................... 44

PARIZODABEGIM MUKHAMATKULOVA Some issues of regulation of cybersport and business activities in it . .............................. 51

12.00.04 – CIVIL PROCEDURES LAW. ECONOMIC PROCEDURES LAW. ARBITRATION PROCESS AND MEDIATION

ABDUMURAD KHAKBERDIEV Types of arbitration courts and their classification . ........................................................... 57

DONIYORBEK DАVRONOV Procedure and basis for application of procedural coercive measures ............................. 68

12.00.08 – CRIMINAL LAW, CRIME PREVENTION. CRIMINOLOGY. PENAL LAW

BUNYOD ISLOMOV Qualification of crimes of torture and other cruel, inhuman or degrading treatment ......... 78

JALOLIDDIN HAYDAROV Qualification of crimes of torture and other cruel, inhuman or degrading treatment ......... 88

6 TSUL Legal Report Volume 3, Issue 1 (2022) E-ISSN: 2181-1024

12.00.09 – CRIMINAL PROCEDURE. CRIMINOLOGY, OPERATION SEARCH LAW AND FORENSIC EXAMINATION

SARBON URALOV Specific aspects of proof ................................................................................................... 96

KHAYDARALI YUNUSOV Contributions of Central Asian scholars to the development of islamic sciences: Sarakhsi – founder-father of international law ................................................................ 103

DJAMALIDDIN MUSAEV Principles of international cooperation in the field of preventing illicit trafficking in narcotic drugs, psychotropic substances and precursors . ........................................... 111

SHAHNOZA ALMOSOVA The essence of parallel import and problems of its regulation in the Republic of Uzbekistan . .................................................................................................. 121

USMON ALIEV Problems of reforming the UN security council and improving its effectiveness ............. 127

DALER VALIJONOV International legal cooperation of the prosecutors bodies against corruption ................. 134

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ORGANIZATIONAL AND LEGAL ISSUES OF GENDER EQUALITY IN THE CIVIL SERVICE

Rakhimov Dilmurodjon Gulomjon ugli, Base doctoral student of the Academy of Public Administration

ARTICLE INFO Keywords: public administration, civil service, gender, gender equality, gender policy, meritocracy, Women’s Power Index, Commission on Gender Equality, Committee on Women and Gender Equality.

under the President of the Republic of Uzbekistan. e-mail: drakhimov95@gmail.com ORCID: 0000-0002-9788-5698

ABSTRACT This article aims to study the issue of gender equality in the civil service of the Republic of Uzbekistan, its organizational and legal issues. The article explores the concepts of civil service, gender and gender equality theoretically based on the views of national and foreign scholars. The political will to ensure gender equality in the new Uzbekistan, the views of the President of the Republic of Uzbekistan Shavkat Mirziyoyev in this regard are included in the article. The contents of the law “On guarantees of equal rights and opportunities for women and men” and other normative legal acts adopted in the new Uzbekistan on gender equality, in particular, the “Strategy for achieving gender equality in the Republic of Uzbekistan until 2030” are analyzed. The role of gender equality in the civil service in these normative legal acts is studied. The work done to achieve gender equality in the civil service of the Republic of Uzbekistan in 2017-2022, the current state of women’s participation in public administration and civil service are also studied. The problems of women’s involvement in the civil service have also been systematized and solutions have been proposed. As a result of the study, a number of conclusions were reached and a number of proposals and recommendations were developed to improve gender equality in the civil service of the Republic of Uzbekistan.

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I. Introduction In recent years, large-scale reforms have been carried out to improve the efficiency of the civil service. At the same time, one of the most important tasks of the civil service today is to have qualified personnel. In this regard, it is also important to provide civil service to young people and women. As the President of the Republic of Uzbekistan Shavkat Mirziyoyev said, “It is no exaggeration to say that our women, who have such modern knowledge and talent, leadership skills, are dedicated to our people - the golden fund of our people, our nation.”[1] Over the past five years, large-scale reforms aimed at achieving equal rights and opportunities for women and men, ensuring their equal participation in government and society, social and legal support for women, as well as protection of women from oppression and violence was carried out.

Presidential Decree No. PD-5843 of October 3, 2019 “On measures to radically improve the personnel policy and the system of civil service in the Republic of Uzbekistan” identified important areas for improving the civil service.[2] This decree and the Presidential Resolution No. PR-4472 “On measures to organize the activities of the Agency for Development of Public Service under the President of the Republic of Uzbekistan” established a specialized body responsible for the implementation of a unified state personnel policy.[3] One of the main tasks of the Agency for Development of Public Service is to carry out systematic work on the wide involvement of talented young people and women in the civil service.

II. Research results and discussion In studying this issue, it is necessary to consider the essence of the concept of public service. Russian scientist Y.N.Starilov, defining the civil service, distinguishes it from the public service: “The service performed in state and local bodies is a public service, which is performed in public authorities. Civil service is a service provided by public enterprises, institutions, organizations and associations.” At the same time, Y.N.Starilov emphasizes that deputies, persons holding high positions in the state (President, heads of representative and executive bodies, ministers) have the status of public-legal service, not civil servants.[4] Research conducted in the country is also important in determining the essence of the concept of public service. In particular, according to Doctor of Law N.Sh.Said-Gazieva, “The civil service is a unit of many components. It is a system of organizational and legal institutions (structures) and production - a complex of labor relations, a set of people trained to work in the state apparatus, and a separate system of socio-legal relations.” [5] It can be said that N.Sh.Said-Gazieva’s definition focuses on several aspects.

First, the civil service is defined as a system of organizational and legal institutions (structures), which includes the system of organization and management of the civil service, including structures and agencies.

Second, the civil service consists of a set of people trained to work in the civil service, who constitute civil servants.

Third, the civil service is a separate system of socio-legal relations.

Research on gender equality is important in researching the topic. According to Uzbek researcher K.R.Alieva, ensuring gender equality primarily serves to ensure the social balance between women’s education, career choices and promotion. Sociologically, the equal opportunities of men and women in everything serve to shift from social history to cultural history to enhance the role of women in society, who make up almost half of society.[6] According to another researcher, F.U.Yuldasheva, in order to strengthen the social significance of the civil service and to establish equality (including gender equality) in the civil service, the Constitution of the Republic of Uzbekistan should include a provision: “Equal opportunities for citizens to enter the civil service.”[7]

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Practical work is being done in the Republic of Uzbekistan to ensure equal rights and opportunities for men and women and their equal participation in public administration. The position of the Republic of Uzbekistan in this regard was emphasized by President Shavkat Mirziyoyev in his speech at the 46th session of the UN Human Rights Council: “We will continue to work to radically increase the role of women in the socio-political life of our country and in the field of business in the field of gender policy.”[8] About half of the population of our country - 17 million women. Ensuring their interests, strengthening their place in society is an important direction of social policy of our state. In the last five years, 2 laws, a number of decrees and resolutions of the President and the Cabinet of Ministers have been adopted in this regard. In accordance with Resolution 70 of the United Nations General Assembly’s Sustainable Development Summit of September 2015, as well as to organize systematic work on the consistent implementation of the United Nations Global Agenda for Sustainable Development until 2030, the Cabinet of Ministers adopted Resolution No.841 “On measures to implement national goals and objectives in the field of sustainable development until 2030” On October 20, 2018. Its 5th goal was “Ensuring Gender Equality and Enhancing the Rights and Opportunities of All Women”. The goal is to ensure equal participation of women in all stages of political, economic and social life, as well as equal opportunities for leadership in decision-making.[9] On September 2, 2019, the Law of the Republic of Uzbekistan No.562 “On guarantees of equal rights and opportunities for women and men” was adopted. Article 3 of the law defines the concept of gender: “Gender - a social aspect of the relationship between women and men in all spheres of life and activity, including politics, economics, law, ideology and culture, education and science.”

The basic principles of ensuring equal rights and opportunities for women and men are legitimacy; democracy; equality of women and men; non-discrimination on the basis of sex; the principles of openness and transparency are defined. Article 9 of the law stipulates that equal participation of women and men in the management of public and state affairs is one of the main directions of state policy in the field of ensuring equal rights and opportunities for women and men. Public administration in the field of equal rights and opportunities for women and men is carried out by the Cabinet of Ministers of the Republic of Uzbekistan, the Commission on Gender Equality of the Republic of Uzbekistan, as well as government agencies within their competence. Chapter 3 of the law, entitled “Guarantees of equal rights and opportunities for women and men in the civil service”, consists of Articles 16 and 17. Article 16 of the law is entitled “Ensuring equal rights and opportunities for women and men in the civil service.” “In the field of civil service, the creation of conditions for the participation of different sexes in public administration is guaranteed by ensuring equal rights and opportunities for women and men. The State shall take appropriate measures to ensure that women have equal opportunities with men and that they have the opportunity to represent the State at the international level without discrimination and to participate in the work of international organizations. Direct and indirect discrimination on the basis of sex during admission to the civil service and during its transition is not allowed. Equality in the admission of women and men to the civil service shall be ensured in accordance with qualifications and vocational training. The formation of a reserve of personnel for the positions of civil servants, their promotion shall be carried out with equal

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rights and opportunities for women and men. It is allowed to take temporary special measures to ensure the implementation of a gender policy, which provides for the establishment of a system of quotas for positions of same-sex employees, taking into account the categories of positions in the civil service. The quota is introduced as a temporary measure and can be lifted depending on the achievement of a proportional representation of women and men in public bodies. Equality of women and men should be observed in the formation of the personnel reserve for the positions of heads of state bodies. Heads of state bodies and relevant officials must ensure equality in the admission of women and men to the civil service in accordance with their abilities and professional training.” Article 17 of the law is entitled “Equal participation of women and men in competitions for civil service positions.” “Equal participation of women and men in the competition for civil service positions, including leadership positions, should be ensured. The personnel services of public bodies are obliged to provide the selection commissions not only with information on the persons participating in the competition and their professional training, but also with information on the ratio of women and men in relevant positions in the civil service. Similar information shall be provided by the personnel services of public bodies in addressing the issues of attestation and promotion of civil servants in order to take measures to ensure equal rights and opportunities for women and men.”[10] On May 28, 2021, according to the Resolution of the Senate of the Oliy Majlis of the Republic of Uzbekistan No. SR-297- IV, “Strategy for achieving gender equality in the Republic of Uzbekistan until 2030” was approved. One of the priorities in the implementation of the gender strategy was

“Ensuring equal rights and opportunities for women and men in the civil service.” In order to ensure equal rights and opportunities for women and men in the civil service, it is necessary to take the following measures: to increase gradually the share of women in managerial positions through the introduction of competitive appointments to senior positions in government agencies; to strength the participation of women in addressing socio-political issues in society and in making and implementing important decisions; to expand the opportunities for women to represent the state at the international level on behalf of the state and the state body and organization in which it operates, as well as to participate in the work of international organizations; to expand the practice of women in managerial positions to address issues of concern to the population directly in the region; to increase their involvement in the socio-economic development of the regions by expanding the practice of appointing women to senior positions in local executive bodies; to develop criteria for ensuring gender equality, based on the experience of advanced foreign countries, aimed at creating equal opportunities for promotion in government agencies and organizations; to establish systematic measures to improve the skills of women recommended for managerial positions in public authorities and administration at the Academy of Public Administration under the President of the Republic of Uzbekistan; to establish a system of training, retraining and advanced training of specialists on gender and legal examination of normative and legal documents and their drafts; to keep information on the ratio of the number of women and men holding relevant positions in government agencies and organizations; to strength the legal framework for conducting gender audits in government

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agencies and organizations on the basis of a comprehensive gender approach, the development of its procedures.[11] Decree of the President of the Republic of Uzbekistan No. PD-5843 of October 3, 2019 “On measures to radically improve the personnel policy and the system of civil service in the Republic of Uzbekistan” provides for the admission of the most worthy and capable people to civil service on the principle of meritocracy. In order to attract more talented young people and women to the civil service, the Agency is tasked to develop a strategy for the development of the civil service until 2030. One of the priorities of the strategy is to create the necessary conditions for the disclosure and realization of the intellectual, creative and social potential of women in the country, which will allow to attract many highly qualified women to management in government agencies. The draft strategy includes a separate section on ensuring gender equality in full compliance with the UN Sustainable Development Goals. It provides for the training and development of women in the civil service, increasing their share in management positions. To achieve this goal, the following tasks are set: to strength in the legislation the issues of providing women with additional social guarantees in order to ensure gender equality in the civil service; to increase gradually in the share of women in managerial positions through the introduction of competitive appointments to senior positions in government agencies and organizations; to increase their involvement in the socio-economic development of the regions by expanding the practice of appointing women to senior positions in local executive bodies; to develop criteria for ensuring gender equality, based on the experience of advanced foreign countries, aimed at creating equal opportunities for promotion in government agencies and organizations;

to conduct gender audits in government agencies and organizations, developing a legal framework and procedure for maintaining information on the proportion of women and men in relevant positions.[12] It should be noted that in the new Uzbekistan, a lot of work has been done to achieve gender equality in the civil service. The issue of gender equality has been raised to the level of state policy, the Committee on Women and Gender Equality in Senate of Oliy Majlis, the Commission on Gender Equality of the Republic of Uzbekistan, the Advisory Council on Equal Rights and Opportunities for Women and Men, the Public Council of Women was established. Today, about 1,400 women hold managerial positions at the national and regional levels, and more than 43,000 at district and city levels.[13] Great opportunities have been created for girls to receive quality education, gain a profession and get a job. Forty-eight percent of the students are women. In 2020, 950, and in 2021, 2030 women from needy families were admitted to higher education institutions on the basis of state grants. [14] At present, 45% of the employed population in the country are women. The share of women in the management system of the country has reached 33%. About one and a half thousand women across the country hold various leadership positions. In order to further increase such a large potential, to strengthen their participation in government and society, a reserve of more than 6,000 active women has been formed. [1] For the first time in the history of Uzbekistan, the number of women in parliament has reached the level set by the UN, the number of women in parliament has risen by almost 32%, ranking 37th out of 190 parliaments in the world. Today, Uzbekistan ranks 50th in the parliament in terms of the number of women in parliament with 33%. [15]

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There are more than 1,300 women in government and public organizations, including 45 women in ministries and departments, 39 women in the Presidential Administration and the Cabinet of Ministers, and 207 women in local government.[16] Of the 21,435,000 registered voters in the 2019 elections to the Chambers of the Oliy Majlis of the Republic of Uzbekistan, the Jogorku Kenesh of the Republic of Karakalpakstan and local Kengashes of People’s Deputies, about 50 percent or 10,825,641 are women. 41% of the candidates nominated in these elections were women, and their number exceeded the 30% quota established by the Electoral Code of the Republic of Uzbekistan. 32% of the deputies of the Legislative Chamber of the Oliy Majlis of the Republic of Uzbekistan, about 25% of the members of the Senate and the Jogorku Kenesh of the Republic of Karakalpakstan, deputies of local councils are women. Also, 49% of members of the Democratic Party of Uzbekistan “Milliy Tiklanish” and the People’s Democratic Party of Uzbekistan, 46% of members of the Social Democratic Party of Uzbekistan “Adolat”, 41% of members of the Liberal Democratic Party of Uzbekistan and the Ecological Party of Uzbekistan are women. [17] According to the State Statistics Committee in 2019, the total share of women in management in Uzbekistan was 26.6%, the highest in the Republic of Karakalpakstan (33.8%) and the lowest in Jizzakh region (17%). Currently, 21% of the more than 95,000 civil servants working in the civil service of the country are women. Ten percent of them have held senior positions. Chairman of the Senate of the Oliy Majlis, Deputy Adviser to the President of the Republic of Uzbekistan, 1 minister, 4 deputy ministers and 6 khokims held the highest positions. [18] According to the Women’s Power Index 2021, women run 22 of the 193 UN member states now. According to statistics, in some countries the majority of civil servants are women. In countries such as Costa

Rica, Rwanda, Iceland, Sweden, Finland, Nicaragua, Andorra and Norway, the share of women in the executive and legislative branches is over 50 percent. [19] In addition to significant progress on gender equality in the civil service, there are some problems. An online survey was conducted by the Agency Development of Public Service to study the problems of gender equality in the civil service. Of the 808 respondents, 74.5 percent were women and 25.5 percent were men, of whom 84.7 percent worked in the public sector and 15.3 percent in the private sector. According to the survey, the majority of respondents (52.4%) attributed the exclusion of women from civil service due to marital status (child rearing, ban imposed by spouse, etc.). More than a third (34.3 per cent) said they were not satisfied with working hours, and 32.7 per cent said they had experienced gender discrimination in promotion. At the same time, the options cited as overload and low wages were 22.4 percent and 19.9 percent, respectively. Also, almost half of the respondents (49.9%) said that among the problems of ensuring gender equality in the civil service, the occupations and positions should be “male” (technical professions, management positions, etc.) and “women” (teachers, doctors, secretaries, assistants, etc.) allocated to positions deemed appropriate. At the same time, 41.5 percent of them cited “community mentality” and 25 percent cited “religious beliefs” (the presence of women among unfamiliar men).[18] It should be noted that in practice, there is gender discrimination in recruitment. Some organization managers are reluctant to accept women into the civil service because of pregnancy, having a young child, planning to have children in the future, and other similar reasons. When these cases are identified, it is advisable to impose sanctions on officials. The Agency Development of Public Service has created a single open portal for vacancies in the Civil Service (vacancy.argos.

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uz). Vacancies in government agencies are announced through this portal. Candidates are recruited to the civil service through the process of compliance with the qualification requirements, tests and interviews. From 2020 to date, more than 18,000 people have been recruited to the civil service through this portal, more than 80% of whom are men. [20] The low involvement of women in the civil service may be due to the low attractiveness of the civil service among them. Because, as noted above, non-compliance with the norm of working hours, overwork and low wages lead to a decrease in the attractiveness of civil services. Therefore, it is necessary to improve the mechanisms for a positive solution to the problem of wages and labor standards. It is also important to improve the knowledge and skills of women and girls in the context of civil service requirements. Typically, it is complicated by the fact that women who are involved in family, life processes are more likely than men in open competitions to enter the civil service. In this situation, it is necessary to prepare women for open competitions in the civil service, to establish educational institutions aimed at developing in them the knowledge, skills and abilities required for civil service. III. Conclusion In summary, over the past five years, New Uzbekistan has been implementing large-scale reforms to attract women to the civil service and achieve gender equality in the civil service. First, the legal fundamentals for ensuring gender equality in the civil service has been formed. 25 normative and legal acts in the field, including 2 laws were adopted. Second, the institutional fundamentals for ensuring gender equality in the civil service has been formed. The Committee on Women and Gender Equality in Senate of Oliy Majlis, the Commission on Gender Equality of the Republic of Uzbekistan, the Advisory Council on Equal Rights and Opportunities for Women and Men, the Public Council of Women was established.

Third, the practice of selecting and appointing women to civil service, including managerial positions, has been established. Today, the number of women in the civil service in Uzbekistan is 21%, and the total share of women in management is 26.6%. At the national level, women are also entrusted with leadership positions. In particular, the Chairman of the Senate of the Oliy Majlis, Deputy Adviser to the President of the Republic of Uzbekistan, 1 Minister, 4 Deputy Ministers and 6 Governors held the highest positions. Alternatively, a number of suggestions and recommendations for research can be put forward. First, it is necessary to establish a system of continuous monitoring of the system of compliance with working hours in the civil service. In a study, 34.3 percent of women said they did not want to work in the civil service because they were not satisfied with their working hours. It is possible to attract women to civil service by having a normal working time. Second, it is proposed to introduce a mechanism of strict sanctions against any discrimination and restrictions on the admission of women to the civil service. Some organization managers are generally reluctant to hire women for civil service because of pregnancy, having a young child, planning to have children in the future, and other similar reasons. Third, it is necessary to introduce a system of gender expertise in the activities of the open competition commission for the selection of staff for the civil service. This examination should be aimed at preventing the illegal activities of women in the civil service, rather than giving preference to women in open competitions. Fourth, it is possible to introduce a system of training courses on preparing women for civil service in higher education institutions and private educational institutions. In these training courses, women can prepare for future open competitions within the framework of knowledge and skills required in the civil service.

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