Uzbekistan Country Gender Assessment: Update

Talimarjan Power Project in Uzbekistan: GAP Progress Reports. 
adB. 2016.
 Talimarjan Power 
Project in Uzbekistan: GAP Progress Reports.
b
Male workers were offered farmland (1 hectare) in Yakkabag district to start an agricultural business. 
Women employees were supported through micro-loans for poultry growing. Some of the women were 
employed in the Uzkommunhizmat landscaping unit. (Information obtained from adB field surveys in 
tashkent, andijan, Namangan, and Kashkadarya regions in 2017 for the CGa update.
Source: adB. 2010.
 Report and Recommendation of the President to the Board of Directors: Proposed Loan to the 
Republic of Uzbekistan for the Talimarjan Power Project. 
Manila. the project (Loan 2629/2630-UZB) began in 
2010 and will end in 2018.”
Box 2 
continued
6. Lessons Learned
despite positive results, the implementation of several Gap target indicators was suspended 
because of structural changes and funding challenges. For instance, a lack of funds allocated 
for Gap implementation caused delays in awareness-raising and gender sensitivity 
interventions, and also a reduction in the number of field gender specialists. among other 
negative implications, delays in construction (90% completed) and the launch of the Nuristan 
Community Center affected job creation for at least 30 women.

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Mainstreaming Gender in ADB Operations, by Sector
23
the advanced electricity Metering (aeM) project was categorized under eGM; this meant 
that a Gap was included in the design and monitoring framework (dMF), constituting an 
integral part of the loan agreement, its implementation mandatory.
74
aeM objectives included 
(i) improving electricity consumption accounting by installing smart metering systems to cut 
commercial power losses, improve billing, and strengthen the financial sustainability of the 
sector; and (ii) ensuring financial discipline among consumers. Gap interventions included 
improvements in career development and working conditions for women in Uzbekenergo, a 
sex-disaggregated database for sector employees, and a career development plan starting with 
capacity-building training for female controllers.
Customer-related Gap interventions were aimed at improving 24-hour services for end 
users, thus empowering women as customers; establishing a sex-disaggregated database of 
complaints; and training women in energy efficiency, the use of energy-saving household 
appliances, and the exercise of their consumer rights. the public information program was 
designed to introduce an automated system of control to customers and strengthen payment 
discipline. planned improvements in the working environment included an Uzbekenergo 
regional data management center, district service centers, and sufficient sanitary facilities for 
women and men, compliant with the sanitation code and standards. Box 3 provides a more 
detailed discussion of developments related to the aeM project.
74 
“adB. 2011.
Gender Action Plan: Advanced Electricity Metering Project in Uzbekistan. 
Manila.
Box 3: Advanced Electricity Metering Project—Outcomes of Gender 
Action Plan
Many customer-oriented interventions were accomplished during the implementation of the 
gender action plan (Gap), including 24-hour service centers for end users in project areas 
(staffed mostly by women) and a sex-disaggregated database of complaints.
In accordance with adB’s Social protection Strategy, which among other labor market–oriented 
initiatives includes skills development programs,
a
the Gap for the advanced electricity Metering 
(aeM) project envisioned the ability to redress the risk of job loss related to the introduction 
of smart meters, as well as capacity building for controllers (mostly women) to qualify them for 
new jobs. among women controllers, the assessment identified training related to computers, 
accounting, energetics, and engineering as the most suitable topics for capacity development.
In 2017, Uzbekenergo underwent radical structural reform
b
and other transformations related 
to the new metering and billing system. the reform affected sector employees, including 
regional enterprises,
c
and in many cases resulted in a mismatch between new jobs and older 
technologies.
d
Staff changes were made in two directions: (i) job cuts and a reduction in the number of 
personnel accountable for electricity control and payment collection (control electricians); 
and (ii) new jobs for workers supervising meter installation and maintenance, as well as the new 
billing and collection system.
continued on next page

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24
Uzbekistan Country Gender Assessment Update
the reform process in the sector led to the suspension of many Gap interventions under the 
project, and the consequent failure to achieve the related target indicators (e.g., training of 
female controllers/operators for other positions).
a
adB. 2003. 
Our Framework Policies and Strategies: Social Policies
. Manila.
b
according to article 6, the total number of electricians[en dash]controllers throughout the Uzbekenergo 
organization (6,562) should be reduced. (president of Uzbekistan. 2017. 
On Measures for further 
strengthening of payment discipline in the sphere of supply and consumption of electric energy and natural gas, 
and also radical improvement of system of ExecutiveProduction 
(decree No. 5059). May. tashkent.
c
Uzbekenergo JSC. 2017. 
On Reduction of Electricians-Controllers in All Uzbekenergo Branches
(Order No. 326.1, 1 June; Order No. 349, 12 June). tashkent.
d
N. B. Rosenthal and d. Hankinson. 2017. promoting Good Jobs and Inclusive Growth through energy 
projects in Central and West asia. paper prepared for the asian development Bank by dHInfrastructure. 
https://lnkd.in/d3pZFYh.”
Box 3 
continued
7. recommendations
• 
Support the approval of the sector gender policy to increase and normalize women’s