Dauletbai U. Ryskaliyev, Aigerim Mirzaliyeva, Galiya Tursynbayeva, Elmira M. Muratova, Yermek A. Buribayev, Zhanna A. Khamzina


Gender discrimination remains an objective fact that accompanies the labor market in Kazakhstan. Employment, distribution of labor duties within the employees and imposition of new duties on the employee, above and beyond the stipulated labor contract, are accompanied by gender discrimination. Job advertisements include requirements for applicants’ gender; at interviews, female applicants are directly asked discriminatory questions about fulfillment of family duties, plans to create a family or have children. At the same time, there are no questions about the possibilities of combining work and family duties when hiring a man with family responsibilities. There are no female representatives in senior positions of top state institutions, as well as among top managers of enterprises in quasi-public and private sectors, with some rare exceptions, and among the leaders of the regions, the capital, the cities of republican significance there has never been a woman. However, from the point of view of legislation, in Kazakhstan there are no problems with gender inequality in general and there is no discrimination in labor relations. The article argues for the need to take measures in Kazakhstan’s society and the labor market towards achieving actual gender equality. Arguments in favor of enacting comprehensive anti-discrimination legislation aimed at combating direct and indirect discrimination, covering all prohibited grounds for discrimination, including gender identity, are presented. Recommendations have been developed to ensure full access of women to economic, social and cultural rights and their implementation in Kazakhstan.


Kazakhstan, gender discrimination, labor relations, employment market, family responsibilities

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