Zero Applications from Women for Certain Roles: Key findings from Uzbekistan’s first study on women’s career opportunities

Zero Applications from Women for Certain Roles: Key findings from Uzbekistan’s first study on women’s career opportunities

Uzbekistan has completed its first broad study of women’s career prospects and gender barriers in the private sector. Its conclusions mirror the wider situation in most technical companies across the country.

The findings of the first study on career opportunities for women in the energy sector were unveiled in Tashkent. The project was launched by Acwa and the American Chamber of Commerce in Uzbekistan (AmCham Uzbekistan), with representatives from UN Women, the SABR NGO, and the Golden Heritage of the Aral (“Orol oltin merosi”) association attending the event.

The research examined the Tashkent, Syrdarya, Samarkand, and Bukhara regions, along with the Republic of Karakalpakstan. It was written by Dr. Kamola Alieva, a legal scholar and gender research expert.

Women make up almost 40% of students studying STEM (Science, Technology, Engineering, and Mathematics) at Uzbek universities; yet only a small share enter the labor market. In the energy sector, for example, women account for just 12%.

"Some international employers with a genuine commitment to gender balance admitted during interviews that they do not receive a single application from women for certain technical roles. Thus, hiring discrimination is compounded by a much deeper issue on the talent supply side," emphasized Dr. Kamola Alieva, the author of the study.

The analysis showed that women’s entry into technical fields is obstructed from the very beginning: family "gatekeeping" and stereotypes about "non-female" professions from husbands and parents act as the first filter. During recruitment, bias against motherhood emerges, with female applicants judged not on their abilities but on assumptions about possible maternity leave and career interruptions. Even after building a career, women encounter a "competence tax," having to repeatedly prove themselves and exceed expectations simply to be recognized.

"Acwa creates equal opportunities for professionals of all genders. In Uzbekistan, the Shirin Energy College operates under our patronage, recruiting students from various regions across the country. In our first graduating class of 2022–2023, there were only five young women, all of whom are now successfully working at Acwa facilities. Today, female enrollment is growing. The main takeaway for us is that in Uzbekistan, simply offering technical education and a job is not enough — you have to engage with their families and social circle. In one instance, parents forbade a female graduate from relocating from Syrdarya to Tashkent. We met with the family in person to explain the working conditions and career prospects. This approach requires resources, but it is the only way to break down gender barriers in the industry," shared Ahmed Fahad, Head of Acwa Operations in Central Asia.

To help companies attract and keep female talent, the study points to five key levers:

Flexibility: Flexible schedules and remote work should be standard business practice, not a rare perk.

Executive Leadership Support: Public recognition of female professionals’ expertise by executive management speeds their progress toward leadership positions.

Role Models: The presence of women in engineering roles encourages young women to enter technical universities and choose technical careers.

Integrated HR Systems: Applying clear standards—from banning personal interview questions about marriage and children to creating gender-balanced hiring panels.

Providing baseline facilities at job sites—separate restrooms, safe transportation, and confidential reporting channels for harassment.