4.3.5

Institutional Commitment

Canadian University Dubai (CUD) is committed to fostering an inclusive educational environment that values equality, diversity, fairness and respect.

The University's commitment to non-discrimination is established through formally approved institutional policies, including its Non-Discrimination Policy (GM-PO-1N) and Employment Policy (FS-PO-5B).

These policies establish principles of equal opportunity and non-discrimination across university activities, including educational programmes, extracurricular participation and employment.

CUD's Non-Discrimination Policy, approved by the Board of Trustees on 10 May 2024, confirms that educational programmes and extracurricular activities are to be administered without discrimination.

This institutional framework supports the University's wider commitment to inclusive education and its provision of lifelong learning opportunities through public educational events, vocational training and community educational activities.

1. Approved Institutional Non-Discrimination Policy

Purpose of the Policy

CUD's Non-Discrimination Policy establishes institutional principles concerning equality, diversity, inclusion, fairness and respect.

Its stated purpose is to provide an environment where individuals can participate in academic, employment and campus life without discrimination and harassment.

The policy reflects both the cultural values of the United Arab Emirates and the University's Canadian educational perspective.

Policy Scope

The approved policy applies to all members of the CUD community.

It also expressly establishes equal-opportunity commitments towards students, faculty, staff and stakeholders.

In particular, the policy states that admissions, employment, educational programmes and extracurricular activities are administered without discrimination.

This provision is directly relevant to CUD's commitment to inclusive educational participation.

2. Protection Against Discrimination

CUD's Non-Discrimination Policy explicitly recognises and respects diversity across multiple personal and social characteristics.

These include:

• Age.
• Gender.
• Race and ethnicity.
• National origin.
• Religion.
• Disability and status as People of Determination.
• Socioeconomic status.
• Marital status.
• Pregnancy and maternity status.
• Cultural background.

The University is committed to maintaining an environment free from discrimination, harassment and bias.

Application of Equal-Opportunity Principles

These provisions demonstrate CUD's formally documented commitment to promoting equality and respecting diversity.

3. Inclusive Participation in Educational Programmes

CUD's approved Non-Discrimination Policy provides that educational programmes and extracurricular activities are to be administered without discrimination.

This principle is relevant to the University's wider educational activities, including its provision of learning opportunities beyond formal degree programmes.

CUD offers several types of educational activities intended to engage external audiences:

Public Educational Events

CUD hosts educational conferences, public lectures, webinars, cultural learning activities and professional discussions involving external participants.

These activities provide opportunities for knowledge exchange between the University, professionals, researchers, educational institutions and the wider community.

Vocational and Professional Training

CUD offers professional development courses, short training programmes and vocational workshops designed for individuals seeking practical skills and career development.

Selected programmes explicitly accept participants who are not enrolled in CUD degree programmes.

Educational Outreach Beyond Campus

CUD contributes to educational activities delivered through external schools, educational institutions and community partners.

These include practical workshops, demonstrations and learning activities involving faculty and students.

Public Educational Resources

CUD provides publicly accessible educational guidance and online learning resources through its Learning Resource Centre.

Publicly available resources include selected academic research guides and educational materials intended to support independent learning.

The University's institutional non-discrimination framework provides an overarching commitment to equality in educational participation. Individual lifelong-learning activities remain subject to their applicable eligibility, registration and access arrangements.

4. Reasonable Accommodation and Accessibility

CUD's Non-Discrimination Policy includes a specific commitment to reasonable accommodation for persons with disabilities.

The policy states that the University is committed to providing reasonable accommodations to support equal access to:

• Education.
• Employment.
• University services.

The University also commits to developing an inclusive environment responsive to the needs of individuals with disabilities.

These provisions support CUD's wider educational inclusion objectives and provide an institutional basis for considering accessibility in relevant university activities.

5. Prevention of Discrimination and Harassment

The Non-Discrimination Policy explicitly prohibits harassment, including verbal, physical and visual harassment.

Harassment based on characteristics protected by the policy is not tolerated.

The University provides that relevant misconduct is addressed through its Anti-Harassment Policy.

Reporting and Institutional Accountability

The Non-Discrimination Policy establishes a mechanism for reporting discrimination and harassment.

Individuals who believe they have experienced discrimination or harassment are encouraged to report the matter promptly to the Director of Human Resources.

The University commits to investigating complaints and taking appropriate action to address policy violations.

This reporting mechanism forms part of CUD's institutional approach to accountability and the prevention of discrimination.

6. Education and Awareness

CUD's Non-Discrimination Policy includes a commitment to education and training promoting diversity and inclusion.

The policy provides for awareness and educational programmes each semester to strengthen understanding of:

• Diversity.
• Equality.
• Inclusive participation.
• Respect for cultural differences.
• Prevention of discrimination and harassment.

These provisions demonstrate that the University's inclusion commitments extend beyond general policy statements to institutional education and awareness activities.

7. Supporting Institutional Employment Policy

CUD's commitment to equal opportunity is also reflected in its Employment Policy.

Equal Employment Opportunity

The Employment Policy establishes CUD's commitment to equal employment opportunity regardless of characteristics including:

• Race and ethnicity.
• Religion.
• Gender and sex.
• Disability.
• National origin.
• Citizenship status.
• Age.
• Marital status.
• Other personal characteristics identified in the policy.

This employment-focused policy provides supplementary evidence of the University's broader institutional commitment to fairness and non-discrimination.

Its application is specifically to employment and recruitment. The University's Non-Discrimination Policy remains the more directly relevant document for educational participation.

8. Policy Adoption and Review During the Relevant Reporting Period

CUD's policy records establish that its institutional non-discrimination framework was formally documented and approved before the 2025 reporting year.

The Non-Discrimination Policy was approved by the Board of Trustees in May 2024.

The Employment Policy was reviewed and updated in March 2023.

Both dates fall within the 2022–2026 period relevant to the University's 2027 Sustainability Impact Ratings submission.

9. Institutional Responsibilities

The policies identify designated institutional authorities responsible for their governance and implementation.

Board of Trustees

The Board of Trustees is the approving authority identified in both policies.

President

The President is the responsible authority identified in the Non-Discrimination Policy.

Director of Human Resources

The Director of Human Resources is identified as responsible for the Employment Policy and as the reporting contact for discrimination and harassment concerns under the Non-Discrimination Policy.

University Community

The Non-Discrimination Policy applies to members of the CUD community and establishes expectations concerning respect, equal opportunity and non-discriminatory participation.

These responsibilities support the University's institutional commitment to inclusive educational and campus environments.

10. Contribution to the Sustainable Development Goals

SDG 4 — Quality Education

CUD's formal Non-Discrimination Policy supports equal opportunity in educational programmes and extracurricular activities.

These principles contribute to the University's wider commitment to inclusive education and lifelong learning.

SDG 5 — Gender Equality

Explicit inclusion of gender within the policy supports the University's commitment to equal treatment and non-discrimination.

SDG 10 — Reduced Inequalities

The policy recognises diversity across ethnicity, religion, disability, socioeconomic status and other characteristics, supporting the objective of reducing discriminatory barriers.

SDG 16 — Peace, Justice and Strong Institutions

Formal policy approval, defined responsibilities and reporting mechanisms contribute to institutional accountability and fair treatment.

Institutional Commitment and Policy Documentation

Canadian University Dubai's commitment to equality, diversity and inclusion is supported by two formally approved institutional policies.

The Non-Discrimination Policy (GM-PO-1N), approved on 10 May 2024, establishes equal-opportunity principles for educational programmes, extracurricular activities and the wider university community.

The Employment Policy (FS-PO-5B), reviewed on 13 March 2023, provides supplementary evidence of institutional non-discrimination commitments, including explicit recognition of citizenship status in employment.

These policies demonstrate that CUD's institutional inclusion framework was formally documented and in effect before the 2025 reporting year.

Primary Policy: Non-Discrimination Policy (GM-PO-1N)

Supporting Policy: Employment Policy (FS-PO-5B)

Approving Authority: Board of Trustees

Policy Responsibility: President (Non-Discrimination Policy); Director of Human Resources (Employment Policy)

Primary Reporting Year: 2025.