Mainstreaming Gender in ADB Operations, by Sector
21
Box 2: Talimarjan Power Project—Outcomes of the Gender Action Plan
the talimarjan power plant (tpp) was established in 1987 to (i) ensure a sustainable and high-
quality supply of electricity to consumers in Samarkand, Bukhara, and Kashkadarya regions;
(ii) enhance energy reliability and power station efficiency; and (iii)
reduce energy product
consumption and negative impact on the environment.
In 2010–2011, two needs assessments identified key social issues in the tpp and Nuristan village,
28 kilometers from the Nishan district center, with a population of 30,000 (50% women).
a
Social
and gender issues included the following:
•
High staff turnover at the tpp. For instance, in 2016 the reform process in Uzbekenergo
resulted in 270 job cuts, mainly in the subsidiary farm and landscaping unit.
b
•
Low representation of women in decision-making positions. In 2017, the education level
of tpp’s 327 female employees was quite low, mostly limited to by secondary general and
special education. the unemployment rate among female members of tpp employees’
families members was almost 50%.
•
In
Nuristan, unsafe drinking water, unsustainable water supply, and irregular supply of natural
gas and central heating. all sanitary facilities (e.g., toilet, bathroom) were outside the home.
Lengthy electricity outages, along with poor power quality and frequent voltage fluctuations,
had a negative effect on the Nuristan population, particularly women, the major power
consumers in households. public transport to the district center was mostly available only in
the daytime.
•
Considerable gaps in social infrastructure and working conditions (e.g.,
lack of separate
shower rooms, appropriate toilets, pres-chools for children, hospital and medical facilities,
and recreational infrastructure).
Most of these issues were addressed during Gap implementation. the new power line ensured
sustainable electricity supply and produced dramatic improvements in the quality of life. In
parallel, the project facilitated improvements in water supply reliability. a medical unit and a
hospital opened to serve power plant employees and the Nuristan population, and medical
continued on next page
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;
(iv) a comfortable and secure working environment, including adequate toilets and showers;
(v) 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.
22
Uzbekistan Country Gender Assessment Update
facilities were brought under the auspices of the Ministry of Health to ensure sustainability.
Sanitary facilities for tpp employees were improved: adequate toilets and shower rooms, with
separate facilities for female personnel, were provided.
Currently, there are three pre-schools and three secondary schools, as well as extended classes
for primary school students. established in close collaboration with the plant trade union, the
association of tpp female employees monitors women’s issues, maintains records on women
and children who suffer from serious illnesses, and expedites aid from internal tpp funds.
the project has achieved overall success
in the tpp controller unit, managed by local specialists
(all males, however), who completed technical courses at tashkent and Karshi state universities.
they have complete control over the highly technical power production process.
the ttp hires young female graduates of Nishan Vocational College (which specializes in
energy, heat power engineering, automated control systems, oil and gas) for traditionally male
jobs. this practice has helped change the traditional roles of young married women: families
have begun choosing nontraditional education specialties for women because such choices
enhance women’s potential for good jobs and decent salaries, thus increasing
their contribution
to the family budget.
during implementation, the percentage of female employees in the tpp rose from 19.5% to
27.7%. Uzbekenergo and tpp human resources staff were trained to collect and maintain sex-
disaggregated data on employees and electricity users.
among capacity development interventions at the tpp, a series of educational programs was
conceived jointly with the Women’s Committee of Uzbekistan and Hamkor Bank to improve
women’s financial literacy, family planning, and gender mainstreaming.
a
“adB. 2015.
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