Gender Equality in Employment: A View from Kazakhstan

Abstract

Issue under consideration: existing legal resources to support gender equality in the workplace. We systematised the provisions of Kazakhstan labour law, which should guarantee the prohibition of discrimination based on sex. The analysis resulted in fi ve themes: "Characteristics of women's labour", "Analysis of labour laws differentiation", "Evaluation of labour rights discrimination" and "Characteristics of the new labour legislation of the Republic of Kazakhstan", "Characteristics of workers with a special social status". We analysed the essence of the method of differentiation of labour legislation, which affects the establishment of special working conditions for women and workers with family responsibilities. We suggested a correlation between the content of legal norms and the level of guarantees of gender equality in the labour market.The results show that family circumstances, gender equality are factors infl uencing the formation of labour legislation, state policy in the fi eld of wage labour. The creation of a favourable environment for labour relations of the considered categories of workers should be carried out through labour contracts, acts of the employer, social partnership agreements, collective agreements. However, priority should be given to normative acts of national action. Ensuring gender equality in fact always requires the implementation of special measures by the employer, which must be guaranteed by a coercive state mechanism. At least this thesis is true for the conditions of Kazakhstan, a country with a transition economy, when business does not have high social activity, and state power is in a period of transformation. Importance should be given to the monitoring and implementation of international obligations in the fi eld of ensuring the prohibition of discrimination, the implementation of best practices and standards. The post-Soviet law of Kazakhstan recognises the priority of international law over national law, and this channel should be maximally used to promote the value of gender equality.

Gender Equality in Employment Opportunities in the Implementation of Public Policies

“…In working relations with the tripartite principle, it is not only the government that must be seen for its commitment, but also from the side of employers and workers. The same thing was found that these two actors did not have a good commitment in implementing gender equality policies [35]. Even though some women workers complained about discrimination, they were not fully responded to and followed up by both women workers through trade unions and by the leadership [9,36,37].…”

Institute of the Commissioner for Human Rights in Kazakhstan: status and prospects of development

“…Адам саудасы проблемасына арналған А.Хамзина, Э. Бөрібаев және К. Сартаеваның (Khamzina, Buribayev&Sartayeva, 2022) ғылыми жарияланымында Қазақстандағы адам құқықтары жөніндегі уәкілдің қызметі туралы қоғамда ақпараттың жоқтығына назар аударылады [11]. Сарапшылар да Қазақстанда еңбек қатынастарында гендерлік теңдікті қамтамасыз ету мәселесі бар екенін мойындайды (Khamzina et al, 2021), бірақ олардың пікірінше, АҚУ бұған жеткілікті көңіл бөлмейді. Ең жиі кездесетін бұзушылықтаргендерлік кемсітушілік, жалақы теңсіздігі, кәсіби мүмкіндіктердің шектелуі [12].…”

Prevalence of Smoking Various Tobacco Types in the Kazakhstani Adult Population in 2021: A Cross-Sectional Study

“…The country implements a principle of equal gender rights, and thus, both sexes have equal access to education and equal business opportunities. However, women are still underrepresented in executive management positions [ 14 ]. The death rate is above the global average, and there is a striking discrepancy between life expectancy for men and women, which constitutes 67 and 77 years, respectively.…”