Sustainability Report / 2024

At the end of the reporting year, the Company employed 16,825 employees in 14 regions (25% women, 75% men). The number of employees at Uzbektelecom JSC decreased by approximately 4% compared to 2023.

Headcount at the end of 2021–2024, persons

Headcount by gender, persons

16,825

persons

headcount of Uzbektelekom JSC at the end of 2024

25%

share of women in the Company’s staff in 2024

To improve efficiency and adaptability, the Company underwent a transformation. The structure and positions were changed to achieve the Company’s strategic goals. The staff transformation was carried out after careful preparation and planning. The transformation was justified by the Company’s strategic goals and took into account the interests and rights of employees.

In 2024, the Company maintained a stable gender ratio, with women accounting for an average of 25% of the workforce. The indicator remains stable, reflecting a sustainable gender structure.

The company is represented in 14 major regions of the country, where it operates in the telecommunications industry. The largest number of employees is concentrated in the city of Tashkent, where the company’s head office is located, with a staff of 6,678 people.

Headcount by branch and region, persons

In 2024, one employee of the Tashkent branch is employed on a part-time basis.

Ratio of employees by type of employment for 2021–2024, persons

Type of employment	2021	2022	2023	2024	Deviation, %
Total	17,307	17,747	17,458	16,824	-0.04
Partial	0	0	0	1	0

All employees of Uzbektelecom JSC are hired on the basis of an indefinite employment contract.

Ratio of employees by type of contract for 2021–2024, %

Type of contract	2021	2022	2023	2024	Deviation, %
Perpetual	17,307	17,747	17,458	16,825	-0.04
Term	0	0	0	0	0

Recruitment

Staff recruitment at Uzbektelecom JSC is carried out in accordance with the Company’s personnel policy and regulated competitive selection procedures. The Company strives to attract specialists who share its corporate values and possess the necessary professional and personal qualities. The recruitment and hiring process is based on the principles of transparency, objectivity, and non-discrimination on any grounds.

The main criteria for evaluating candidates include:

high level of professional training and competence;
possession of the necessary skills and practical work experience;
positive references from educational institutions or previous employers;

initiative and focus on achieving results;
ability to suggest improvements to business processes;

The recruitment process consists of several stages:

publishing a job advertisement for the vacant position;
receipt and verification of candidates’ documents (for completeness, accuracy, and compliance with qualification requirements);
testing, interviews, and/or practical tests to assess candidates’ competencies;
announcement of the results of the competitive selection process.

In 2024, the Company hired 987 people, of whom 785 were men and 202 were women.

Employees hired by gender, age, and region, number of people

GRI 401-1

Indicator	2022	2023	2024	Deviation, %
Employed by gender
Men	1,864	994	785	-0.2
Women	82	63	202	2.2
Employed based on age
Under 30	859	750	501	-0.3
30-50	1,034	259	486	0.9
Over 50	53	48	0	-1
Employed in the region
Republic of Karakalpakstan	70	12	7	-0.4
Andijan Regional	101	14	1	-0.9
Bukhara Region	110	44	19	-0.6
Jizzakh Region	31	15	12	-0.2
Kashkadarya Region	91	44	19	-0.6
Navoi Region	94	30	13	-0.6
Samarkand Region	158	72	11	-0.8
Namangan Region	82	16	8	-0.5
Surkhandarya Region	89	57	34	-0.4
Syrdarya Region	54	15	9	-0.4
City of Tashkent	812	536	830	0.5
Tashkent Region	121	139	15	-0.9
Fergana Region	67	42	4	-0.9
Khorezm Region	66	21	5	-0.8
Total	1,946	1,057	987	-0.1

GRI 402-1

In accordance with the Labor Legislation of the Republic of Uzbekistan, the Company is required to notify employees at least two months in advance of any planned changes due to organizational or technological factors, as well as the reasons for their introduction.

In the reporting year, the staff turnover rate was 9%, which is 0.6% higher than last year. This increase was planned and related to the implementation of a job optimization program and the transformation of the organizational structure, including the separation of the call center into an independent organization. These changes were aimed at improving the efficiency of business processes, while the Company maintained the stability of key functions and the necessary level of competencies.

Staff turnover, %

Indicator	2021	2022	2023	2024	Deviation, %
Total staff turnover, %	9	11	6	9	0.6

Terminated contracts by gender, age, and region, persons

GRI 401-1

Indicator	2022	2023	2024	Deviation, %
Terminated contracts by gender
Men	1,826	939	1,069	0.1
Women	73	68	318	3.7
Contracts terminated due to age
up to 30 years	468	282	186	-0.3
30-50	1,026	403	1,149	1.9
over 50	405	322	52	-0.8
Terminated contracts in the region
Republic of Karakalpakstan	72	23	17	-0.3
Andijan Regional	98	24	34	0.4
Bukhara Region	98	52	38	-0.3
Jizzakh Region	26	10	14	0.4
Kashkadarya Region	84	31	27	-0.1
Navoi Region	77	39	55	0.4
Samarkand Region	157	68	69	0.01
Namangan Region	95	42	29	-0.3
Surkhandarya Region	92	53	19	-0.6
Syrdarya Region	46	18	44	1.4
City of Tashkent	812	508	892	0.8
Tashkent Region	101	61	94	0.5
Fergana Region	80	54	29	-0.5
Khorezm Region	61	24	26	0.1
Total	1,899	1,007	1,387	0.4

Employment

Recruitment