Navoiyuran’s diversity and inclusion strategy aims to create an equitable workplace where all employees can thrive regardless of gender, age, ethnicity, or ability. The company has implemented targeted programs and policies to remove barriers, promote representation, and foster an inclusive culture.

Strategic D&I initiatives include:

Gender Equality Programs: The “Golden Woman of the Plant” initiative recognizes outstanding contributions by female employees, offering leadership-training scholarships and mentorship from senior executives. By end-2024, women comprised 9.4% (889) of the total workforce, which is 0.7% more than in the previous period..

Inclusive Recruitment: Job postings emphasize Navoiyuran’s commitment to equal opportunity. Special outreach targets underrepresented groups, including people with disabilities and remote-area candidates, with accommodations made for assessment and interview processes.

We offer training and development programs aimed at women, including mentoring, leadership workshops and career advancement.
• Initiatives have been put forward to support and encourage active female employees of the enterprise with the provision of awards from management
• The Golden Woman of the Plant competition was organized and held jointly with JSC NMMC and the State Institution NMMC Foundation aimed at identifying and rewarding the best female employees of the enterprise.
• Lists of low-income women in need of social protection and with disabled children have been formed

Through these comprehensive efforts, Navoiyuran fosters a workplace where diverse perspectives drive innovation, decision-making is enriched by varied experiences, and every employee has equitable opportunities to contribute and succeed.

SE “Navoiyuran” actively supports equal opportunities for all employees, regardless of gender, race, ethnicity, age or background. It recruits from a diverse talent pool, ensuring a fair and inclusive hiring process. From 2024, diversity and inclusion workshops will be included in training programmes to raise employee awareness and create a culture of respect and understanding within the workforce. The business also plans to create a diversity committee to promote initiatives and monitor progress. Regular reviews and evaluations of these initiatives will help ensure they are effective and meet global standards.

To account for employees, records are maintained that include diversity data such as demographic information, language skills and cultural background. These records help HR track diversity performance. HR records are maintained using secure and standardised systems to collect, store and analyse data, with records regularly updated and reviewed to maintain accuracy. The company strictly maintains the confidentiality of employee data in accordance with the Law of the Republic of Uzbekistan No. ZRU-547 dated July 2, 2019.