Goal 8 / 8.2 / 8.2.3
Does your university have a policy on workplace discrimination (including religion, sexuality, gender, age)?
8.2.3 Does your university as a body have a policy on discrimination in the workplace (including discrimination based on religion, sexuality, gender, age)?
Principle 3: Fairness
https://www.ahlia.edu.bh/cms4/wp-content/uploads/2021/10/Staff-Handbook_June2021_WEB_4.pdf
○ Definition
♦ Fairness refers to the equitable treatment of different people, or groups, conforming to a consistent set of standards. Employees are entitled to expect fair treatment at Ahlia and are expected to treat others fairly. That also requires employees to conduct Ahlia operational so that Ahlia reputation for fair dealings is sustained and enhanced.
○ Key Areas
♦ Employees
’ Ahlia strives to treat its employees fairly by maintaining a healthy, safe and productive work environment which is free from discrimination or harassment based on any other factor that is unrelated to Ahlia legitimate operational interests. Ahlia shall not tolerate sexual advances, actions or comments or racial or religious slurs, jokes or any other comments or conduct in the workplace that creates, encourages or permits an offensive, intimidating or inappropriate work environment.
♦ Business Alliance/Partners
’ Ahlia shall form many business alliances with JV partners, affiliates/ associates and other investments. Some relationships may be highly contractual, exclusive bond in which both entities commit to certain activities or alternatively, it may be very loose arrangement designed largely for operational needs to overcome competition. In all types of partnerships Ahlia shall explicitly lay its intentions and objectives for partnering and treat all partners fairly and work collaboratively in all its operational activities.
♦ Suppliers
’ Ahlia weighs the facts impartially to determine the best supplier in deciding among competing suppliers. Employees and BoD members follow this principle whether they are in a purchasing job, a decision making committee or any other part of the operational. The objectiveness and unbiased supplier evaluation is applicable regardless of the value of the contract or purchase under consideration. Ahlia uses a competitive evaluation process to select the best suppliers and contractors.
’ Whether or not an employee is in a position to influence decisions involving the evaluation or selection of suppliers, one must not exert or attempt to exert influence to obtain "special treatment" for a particular supplier, or contractor. Prices and other information submitted by suppliers and Ahlia evaluation of that information are confidential to Ahlia. Employees and former employees may not use any of this information without written permission from the management.
♦ Customers
’ Ahlia shall treat all its external customers with respect and in good faith. All the customers and potential customers shall be treated equitably regardless of their length of relationship, value of operational, size and nature of entity or individual etc. Customer feedback is encouraged. Complaints and grievances shall be dealt with care and in confidence ensuring fast response. ○ General Guidelines to Employees
♦ All employees shall be aware of the following facts regarding the discussed key areas under Fairness:
♦ Avoid Unethical/ Illegal Activities
’ The acceptance and payments of bribes or facilitating payments such as gifts, fees, favours and other advantages is not allowed under any circumstance.
♦ Avoid Favourable Treatment
’ Employees in a position of selecting contractors, vendors and other suppliers need to act in a fair and consistent manner. In no situation is it acceptable that a person in such a position has a relationship with such a party beyond normal operational relationships.
♦ Treat Others Fairly and with Respect
’ Employees are required to treat each other with respect and professionalism. Discrimination in all instances is prohibited. Employee who supervises others are expected to ensure that work related decisions regarding work allocation, compensation, performance evaluations or the administration of Ahlia benefits are based on principles of fairness, equity and equality. Policies and procedures have been developed to guide employees in the conduct of their related roles and responsibilities.
Equity and diversity policy of Ahlia University
As a higher educational institution Ahlia University is committed to maintain equity amongst its diverse community of students, faculty and staff. The University ensures that all members of the university community are treated equitably and with respect in accordance with the following definitions:
Diversity:
Appreciation and acknowledgement of differences amongst the members of the university community that promote acceptance and belonging, regardless of factors that span age, color, disability, employment status, ethnic or national origins, language, family status, marital status, race, religious or spiritual belief, gender, socio-economic circumstances, and taste.
Equity:
A standard of treatment of people that involves reasonable efforts to ensure fairness in decisions impacting all members of the university community. However, equitable treatment does not necessary mean equal treatment as a range of interests impacting all parties need be balanced.
I. Equity and diversity among the student body is as follows:
Ahlia University believes that all students, regardless of color, race, religion, and physical or learning disability, have the right to the best education. Admission to Ahlia University is selective based on prior academic achievement. The most qualified candidates -- regardless of race, color, gender, religion, nationality, sect or disability -- will be selected to fill the available places. In the course of student participation in the educational life at the university, academic and non-academic, Ahlia University is committed to a discrimination-free learnıng environment for all students -- regardless of race, color, gender, religion, nationality, sect or disability -- . based on principles of fairness and equity.
II. Equity and diversity among staff is as follows:
Ahlia strives to treat its staff fairly by maintaining a healthy, safe and productive work environment which is free from discrimination based on any other factor that is unrelated to Ahlia legitimate interests. Ahlia shall not tolerate any offensive, intimidating or inappropriate statements or behavior undermining equity ın the work environment. Harassment in all its manifestations is prohibited. Committed to applying an effective recruitment policy that is based on the principles of equity and fairness, and equal employment opportunity, Ahlia shall ensure to identify, efficiently and effectively, the right candidates for vacancies in Ahlia and recruitment shall be based on qualifications, experience, and merit. Supervisors and managers are expected to ensure that work-related decisions regarding task allocation, compensation, performance evaluations, the administration of Ahlia benefits et. al. reflect principles of fairness and equity.
The University mandates that members of the University community pay heed to applicable codes of conduct as well as to the University’s Anti-Harassment Policy
Equal opportunities
https://www.ahlia.edu.bh/equal-opportunity/
Since inception, Ahlia University has championed equal opportunity and women empowerment. This is manifest in the University’s core values: Excellence, inclusiveness, integrity, collegiality, ambition, and engagement.
What do we do about inclusiveness?
We champion inclusivity, diversity, and equity both within and outside the institution. We strive to mainstream the principle of equal opportunity in all our operations, and in relation to all stakeholders.
In 2017, Ahlia University established an Equal Opportunity Committee as part of the university’s formal governance structure. The committee is chaired by the President and oversees/advises on all issues relating to the principle of equal opportunity.
EOC Purpose
To mainstream the culture and practice of equal opportunity, diversity, and inclusivity across the University in line with the Bahrain Vision 2030 and the Sustainable Development Goal 5.
Equal Opportunity
https://www.ahlia.edu.bh/equal-opportunity/
Ahlia University provides a space for its administrative staff and students to learn about their equal opportunities, as shown below:
WTUN Gender Equality Pledge
https://www.ahlia.edu.bh/equal-opportunity/
As a founding member of the World Technology Universities Network, Ahlia University is proud of playing a key role in the development of a gender equality pledge for the network of 20+ members from across the World.
4th Equal Opportunities Conference
https://www.ahlia.edu.bh/4th-equal-opportunity-conference/
Under the patronage of H.E. Fawzia Bint Abdulla Zainal Speaker of council of Representatives.
It is our honor to invite you to the Fourth Conference on Equal Opportunities
The emergence of Covid19 and the resultant public health crisis has brought societal inequalities into sharp relief. How different countries have chosen to respond is not only shaping the current moment but is also having a crucial impact on the shape of the future; on who has access to vital resources and who is denied. This year’s conference will focus on the way in which the global pandemic is shaping our collective futures in new and unexpected ways and what that means to the ongoing objective of equal opportunities. More specifically how has and how should activity in the fields of health, education, law and business respond to what might be considered a pivotal moment that will set the direction and economic & social impacts for the coming decades. Decades in which responses to climate change, public health crises and economic imperatives must find a way to align with each other. What can be learnt from responses in health, education, law and business that serve to advance the objectives of equal opportunities? What must we do to avoid losing ground and ensure that the drive to maintain and build more equal opportunities and equitable futures continues unabated? We invite you to submit 15’20-minute papers and presentations which explore specific elements of these broad questions.
WELCOME MESSAGE FROM THE FOUNDING PRESIDENT & CHAIRMAN OF BOARD OF TRUSTEES’’ PROF. ABDULLA Y. AL HAWAJ
It gives me great pleasure to announce that we are holding The Fourth Conference on Equal Opportunities in "Health, Education, Law and Business.’ We are absolutely ecstatic to conduct this conference under the patronage of Her Excellency Mrs. Fawzia Bint Abdulla Zainal, the Speaker of the Council of Representatives, whose renown, as a pioneer in the cause of women’s empowerment, is widely acknowledged and recognized in the Arabian Gulf region and far beyond. Under her stewardship, the Council of Representatives indefatigably tackles and relentlessly drives women’s empowerment as part and parcel of its wider stimulation and development of communities and organizations as a core element of what uncontrovertibly ranks as society’s most important social cause.
This conference, organized jointly by Ahlia University and Brunel University London, is inspired by our mission to move forward the frontiers of human knowledge and to elevate the social and living standards of society. It is a demonstration of our core values in action and exemplifies our commitment to scholarship across various academic fields and disciplines.
The theme "Health, Education, Law and Business" was carefully selected as it goes to the heart of a transcendental and transformational issue of paramount salience in the world today; namely, women’s empowerment and female participation in human capital development. Promoting equal opportunity engenders benefits of far-reaching consequences ’ be they economic, social or otherwise -- impacting all aspects of society.
We are proud of, and heartened by, the path-breaking activities of the Supreme Council for Women under the leadership and guidance of H. R. H. Princess Sabeeka Bint Ibrahim AI Khalifa in furtherance of women’s empowerment. Given these efforts, it is unsurprising that the Kingdom of Bahrain has emerged as an unparalleled leader in equality between men and women. Using a cross-section of the latest scholarly methods, we accordingly strive to highlight and to reflect on the good practice evinced in the sphere of women’s empowerment in Bahrain. Moreover, the conference includes empirical studies about ’Health, Education, Law and Business’ in Bahrain involving a set of workshops employing cutting-edge methods in the field,
Finally, I offer my thanks to all the contributors of the conference and our distinguished guests, and would like to offer my sincere gratitude to the organizing committee who made this conference a success.
Ahlia University Sustainability Initiative
https://sdgs.un.org/partnerships/ahlia-university-sustainability-initiative
Description
Ahlia University considers Social Responsibility and Sustainability as part of its prioritised strategies that is embedded in its core functions including teaching, research and community. The University is committed to contribute and work towards United Nations Sustainable Development Goals through encouragement of research in various research areas such as quality education, equal opportunities and sustainable growth. In order to create a recognised impact Ahlia University promotes partnership with national and international organisations tackling UNSDGs.
Implementation of the Project/Activity
Ahlia University (AU) aligned the UNSDGs initiatives as part of it strategies, a University Sustainable Development Plan (2021-2025) was developed and approved with clear set of initiatives to contribute to the overall UNSDGs with prioritized measures. In the next 5 years AU is committed to increase the number of publications in specific areas including gender equality, quality education and sustainable growth. AU is also committed to revise the structure of the curriculum to include higher percentage of critical long term sustainable thinking skills with social responsibility across all fields. AU aims to produce society ready graduates equipped with social responsibility and life-long learning skills to support managing global growth and sustainability. In order to assure effective implementation of the planned initiatives within the Sustainable Development Plan (2021-2025) the plan will be evaluated by Centre for Accreditation and Quality Assurance and reported to the University senior management for decision making. The actions will be measures the contribution in increasing number of research in relation to sustainable growth, contribution in various out-reach activities considering social responsibility and promoting life-long learning skills.
Governed
Centre for Accreditation and Quality Assurance at Ahlia University will be responsible to communicate with other national and international networks to engage and share best practices of implementing and contributing to United Nations Sustainable Development Goals through contributing in events at both levels hosting and contributing. In addition, the Centre will be also the focal point for revising policies and procedures to support the implementation of UNSDGs.
Goal 5 Achieve gender equality and empower all women and girls
https://sdgs.un.org/partnerships/ahlia-university-sustainability-initiative
5.5 Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life
5.5.1 Proportion of seats held by women in (a) national parliaments and (b) local governments
5.5.2 Proportion of women in managerial positions
Equal Opportunity Plan
https://www.ahlia.edu.bh/equal-opportunity/
Equal Opportunity Plan Aims
’ To promote the principle of equal opportunity through gender-responsive policy design that achieves coherent linkage with the national legislative/policy framework within the context of multilevel (international, nationally, organisational) policy frameworks on inclusion, equal opportunity and women empowerment.
’ To empower women by integrating their needs in development programmes.
’ To foster a safe and supportive work environment that ensures work-life balance, life-long learning, and competitiveness for women.
’ To collaborate with allies and partners to mainstream the culture of equal opportunity to society at large.
’ To support national strategies as a progressive and model organisation for women.
1. Develop a systematic and sustainable approach to equal opportunity and women empowerment through institutionalisation of practice.
2. Create a centralised advisory body to oversee progress and institutionalise practice
3. Employ a targeted approach vis-’-vis professional development, capacity-building, and up-skilling programmes to redress gender imbalance issues
1. Average partnerships for knowledge sharing and exchange of best practice in the areas of equal opportunity and women empowerment.
2. Organise conferences/symposia with a focus on equal opportunity and/or women topics
3. Develop a common understanding and framework with local and international partners on topics related to equal opportunity and women in STEM
1. Champion the principle of equal opportunity through awareness campaigns, activities, and events.
2. Plan and organise women-focused events for students and staff
3. Develop gender-responsive policies that foster work-life balance and life-long learning
4. Develop and utilise data collection instruments to gauge and measure awareness/impact
5. Develop a systematic and sustainable approach to equal opportunity and women empowerment through institutionalisation of practice.
6. Create a centralised advisory body to oversee progress and institutionalise practice
7. Employ a targeted approach vis-’-vis professional development, capacity-building, and up-skilling programmes to redress gender imbalance issues
Part of the Harrassment Policy Electronic Virtual Aspects
Ahlia policies against sexual or other harassment apply fully to the e-mail system, and any violation of those policies is grounds for discipline up to and including discharge. Therefore, no e-mail messages shall be created, sent, or received if they contain intimidating, hostile, or offensive material concerning race, color, religion, sex, age, national origin, disability or any other classification protected by law’[3].
Ahlia has a "Staff Handbook", which allows the University Staff to take into account all the policies, arrangements, duties and rights that it has within the University, here in addition to other elements the need for equal treatment between people [4], page 12, specifically determines:
Fairness refers to the equitable treatment of different people, or groups, conforming to a consistent set of standards. Employees are entitled to expect fair treatment at Ahlia University and are expected to treat others fairly. That also requires employees to conduct themselves in such a way so as to ensure that Ahlia University’s reputation for fairness is sustained and enhanced all the time [3].
Figure 5. Staff Handbook, taken from [4], page 12
The University has commitments with students and among staff [4], page 9-10, among which are:
Our commitment to excellence is manifested in our compliance with high international standards of academic practice, as well as the local regulatory authorities and; Bahrain’s Higher Education Council standards. Our commitment to excellence is also reflected, in our adherences to our well established bylaws, Bahrain Labour Law, as well as strictly following our policy and procedure. Ahlia University’s policies are well aligned to the Bahraini Labour Law in addition to the University’s own well established bylaws.
Our commitment to excellence is illustrated in our core values that guide our actions, these are
CORE VALUES
AU’s stated core values are essential to the achievement of its vision and mission. These are:
’ Academic Excellence: We seek excellence in all our endeavors, particularly instruction and academic support facilities. We are committed to developing programmes that are viable, innovative and relevant to market needs. We uphold the commitment to national, regional and international accreditation of our programmes.
’ Educational Opportunity: We sustain our commitment to enroll, educate, and graduate students without regard to age, ethnicity, gender, national origin, socio-economic background, or educationally unrelated disability.
’ Personal Growth: We articulate and encourage growth and development of individuals as a means to achieving personal independence and self-satisfaction. We also view personal growth as a key factor to a higher level of contribution to the development of the University and society at large.
’ Social Responsibility: We promote active participation in constructive social change through voluntarism, leadership, and civic action on the part of our faculty, staff, and students; further, we accept a responsibility to contribute to the progress of our society through supporting worthy causes, conducting research that strives to advance human welfare and by preparing professionals for leadership roles in their professions and communities.
’ Respect: We appreciate the gifts and unique contributions of every person in the University community and value their diverse perspectives.
’ High Ethical and Moral Standards: We will exhibit a high standard of professionalism which will be embodied in behavior that is ethical, respectful, trustworthy, and competent.
’ Integrity: We shall be truthful, equitable and committed to intellectual honesty. We believe that an academic community is required to maintain intellectual and personal honesty in learning, teaching and research; to ensure fairness in institutional standards, practices and procedures; and to create a climate of mutual trust to encourage free exchange of ideas and advance the quest for truth and knowledge.
’ Supporting Research and Development: We work with faculty members, students and external partners in both industry and the community to support world-class research and enterprise, and to develop a sustainable portfolio of activities that strengthen and underpin the University’s research base.
’ Transparency: We value transparency, where actions and decisions are made more visible to the public as an essential means of gaining the trust of stakeholders, developing and enhancing our educational programmes, and motivating all our staff.
’ Providing Service of High Quality: We value high quality service to all our stakeholders. We strive for excellence in our service by continuously maintaining and enhancing our own knowledge and skills.
’’’ 
Figure 6. Staff Handbook, taken from [4], page 9-10
The Effects of Long Working Hours on the Bahraini Woman’s Work-Life Balance Saberi, M. A. (2007) Bahrain Center for Studies & Research, 66 pages
https://www.ahlia.edu.bh/cms4/wp-content/uploads/2018/07/B1-Dr.-Maria-Saberi.pdf
Figure 7. Long working, taken from [5]
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