Uzbekistan Country Gender Assessment: Update

ADB Interventions

adB’s work in the energy sector is intended to improve access for consumers and the quality of supply; increase efficiency and modernize utilities; strengthen technical and institutional capacity of the generation, transmission, and distribution network; and promote regional
cooperation.⁷³ adB also supports the development of Uzbekenergo’s capacity for corporate and financial management, operations, and maintenance.

these ongoing adB projects have gender-focused activities: the talimarjan power plant project, categorized under some gender elements (SGe); the takhiatash power plant efficiency Improvement project, under effective gender mainstreaming (eGM); and the advanced electricity Metering project also under eGM. the power Generation efficiency Improvement project, approved recently, is in the SGe category.

In 2016, adB initiated a gender policy for the energy sector to support its efforts to mainstream gender in four strategic directions: (i) integrating gender into the sector’s normative–legal framework; (ii) raising gender awareness among Uzbekenergo personnel and developing women’s leadership; (iii) reforming the energy-related education system; and (iv) boosting the image of female employees and increasing women’s potential. the draft policy comprises 10 key interventions, including a 30% quota for women in sector management and a 40% quota for female employees. However, the corporate gender policy has not been widely discussed.

5. Good Practices and Lessons Learned from Gender Mainstreaming

energy–related projects present positive examples of how more accessible, higher-quality, and more efficient power supply, as well as modernized utility networks, can benefit both women and men.

energy project-related gender action plans (Gaps) ensure that women benefit equally from all project interventions. Gaps address the key gender issues identified during the project design stage and include measures to increase women’s participation in the sector.

⁷¹ Nazar Business and technology LLC in association with development experts LLC. 2015. assessment Report: Consulting Services to Uzbekenegro for Safeguards (environmental, Social and Gender Capacity development). tashkent.
⁷² privileges include the relaxation of work schedules for women rearing children up to the age of 14 (16 in the case of invalid children) or for women with two or more children, as well as parental benefits accrue to all employees, irrespective of gender.
⁷³ adB. 2017. Uzbekistan: Country Portfolio Review Mission. Uzbekistan
Mainstreaming Gender in ADB Operations, by Sector 21

Gap objectives for the talimarjan power project included strengthening the capacity and improving the working conditions of primary stakeholders, and supporting the physical, social, and community environment of the talimarjan power plant (tpp). all project objectives imply implementation and monitoring plans. although qualified as an SGe, the project included a Gap in its loan agreement.

Consistent with the project objectives, the Gap addressed key gender issues and provided for

(i) gender sensitivity training for Uzbekenergo and tpp staff; (ii) a strong gender focal point (GFp) mechanism in the tpp; (iii) revised policies for hiring and promoting tpp employees;

4. 
   a comfortable and secure working environment, including adequate toilets and showers;
   
5. 
   the inclusion of the association of female employees in the talimarjan trade Union network; and (vi) a community center in Nuristan, with facilities for training, businesses, sports, entertainment, and community-based development. the gender actions under the project are discussed in more detail in Box 2.