8.2.3

Institutional Commitment

Canadian University Dubai (CUD) is committed to maintaining a workplace founded on equality, diversity, inclusion, fairness and respect.

The University prohibits discrimination and harassment within its employment practices and seeks to provide equal opportunities to faculty, administrative staff, support staff and prospective employees.

CUD's commitment is formally established through its Board-approved Non-Discrimination Policy (GM-PO-1N) and Employment Policy (FS-PO-5B).

Together, these policies expressly recognise protection against discrimination based on religion, sexual orientation, gender, gender identity, age, race, ethnicity, national origin, citizenship status, disability and other personal characteristics.

The policies establish an institutional foundation for fair employment practices, recruitment, participation in university activities and the prevention of discriminatory treatment.

1. Formally Approved Institutional Policies

CUD's commitment to ending workplace discrimination is documented through two principal institutional policies.

1.1 Non-Discrimination Policy (GM-PO-1N)

The Non-Discrimination Policy is designed to uphold equality, diversity, inclusion, fairness and respect within the University.

Its purpose is to provide an environment in which individuals are treated with dignity and can participate in academic, employment and campus life free from discrimination and harassment.

The policy establishes that CUD embraces diversity across personal and social characteristics and is committed to preventing discrimination, harassment and bias.

Equal-Opportunity Commitment

The approved policy provides that CUD is committed to equal opportunities for students, faculty, staff and stakeholders.

It further establishes that admission, employment, educational programmes and extracurricular activities are to be administered without discrimination.

This commitment applies directly to the University's employment practices and its treatment of members of the university community.

1.2 Employment Policy (FS-PO-5B)

The Employment Policy establishes CUD's commitment to equal employment opportunity in recruitment and hiring.

Its non-discrimination provision explicitly covers a broad range of protected characteristics, including age, colour, national origin, citizenship status, disability, race, religion, creed, gender, sex, sexual orientation and gender identity or expression.

The policy provides an institutional foundation for administering employment opportunities fairly and evaluating candidates according to the requirements of the relevant position.

2. Protection Against Workplace Discrimination

CUD's approved institutional policies identify the personal characteristics protected under the University's employment and non-discrimination commitments.

Protected Characteristics and Policy Coverage

These provisions demonstrate that CUD's workplace non-discrimination framework extends across multiple aspects of personal identity and social background.

The Employment Policy also contains a broad reference to other personal characteristics within its equal-employment-opportunity commitment.

The current approved policies do not separately name refugee status as a protected characteristic. Their explicit provisions concerning national origin and citizenship status form part of CUD's wider commitment to fair employment treatment.

3. Equal Employment Opportunity in Recruitment and Hiring

CUD's Employment Policy establishes procedures for fair and consistent recruitment and selection.

The policy requires the University to apply recruitment methods designed to identify suitable candidates according to job requirements.

These requirements include consideration of relevant:

• Educational qualifications and professional credentials.
• Training and experience.
• Skills and competencies.
• Position-specific responsibilities.
• Relevant professional expertise.

Recruitment decisions are administered through defined institutional procedures involving academic or departmental management, selection committees and the Human Resources Department.

Employment Selection Procedures

The Employment Policy provides for:

• Recruitment within approved workforce plans.
• Defined job and position requirements.
• Formal review and shortlisting of candidates.
• Selection committees for employment interviews.
• Consideration of professional qualifications and suitability.
• Appropriate institutional review and approval of employment appointments.

These procedures support the University's commitment to fair and consistent employment practices.

4. Non-Discrimination Across Employment and University Life

CUD's Non-Discrimination Policy extends beyond recruitment by establishing an institutional commitment to equal opportunities for faculty, staff and other university stakeholders.

The policy specifically identifies employment, academic participation, educational programmes and extracurricular activities as areas to be administered without discrimination.

The University's wider employment arrangements also include formal procedures for:

• Job evaluation.
• Contractual employment conditions.
• Performance assessment.
• Professional development.
• Workplace relations.
• Employee grievances and appeals.

These arrangements operate under CUD's institutional policy framework and applicable employment conditions.

The University recognises that fair employment practices require both equal-opportunity commitments and procedures for addressing workplace concerns.

5. Disability Inclusion and Reasonable Accommodation

CUD's Non-Discrimination Policy includes a specific commitment to providing reasonable accommodations for individuals with disabilities.

The University recognises People of Determination and seeks to support their equal access to education, employment and university services.

This commitment forms part of the University's objective of maintaining an inclusive working and learning environment.

Accessibility and Accommodation Principles

The policy establishes that CUD will strive to create an environment that supports the needs of university community members with disabilities.

Reasonable accommodation is therefore an explicit part of its formal institutional non-discrimination framework.

6. Prevention of Harassment and Workplace Misconduct

CUD's Non-Discrimination Policy establishes that harassment based on protected characteristics is not tolerated.

The policy expressly prohibits harassment, including:

• Verbal harassment.
• Physical harassment.
• Visual harassment.
• Other forms of harassment associated with protected characteristics.

Matters involving harassment and related misconduct are addressed in accordance with the University's Anti-Harassment Policy.

This framework reinforces the University's commitment to preserving the dignity and wellbeing of faculty and staff.

7. Reporting Discrimination and Harassment

CUD's Non-Discrimination Policy establishes a formal reporting mechanism for individuals who believe they have experienced discrimination or harassment.

The policy encourages affected individuals to report their concerns promptly to the Director of Human Resources.

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

Reporting and Investigation

Under the approved policy, the institutional approach includes:

1. Reporting concerns involving discrimination or harassment.
2. Referral to the Director of Human Resources.
3. Investigation of the reported circumstances.
4. Consideration of appropriate action where violations are identified.
5. Handling relevant harassment-related matters under the University's applicable Anti-Harassment Policy.

These provisions establish institutional accountability and a defined reporting channel for workplace discrimination concerns.

8. University-Wide Employee Grievance and Appeal Procedures

In addition to the Non-Discrimination Policy, CUD maintains a formally approved Faculty and Professional Staff Grievance Policy.

Faculty and Professional Staff Grievance Policy (FS-PO-5M)

Although the policy's title refers to faculty and professional staff, its stated scope expressly applies to all employees of the University.

The policy provides procedures for employees to raise concerns regarding their employment terms and conditions, workplace relationships and working conditions.

Grievance Resolution Stages

Informal Resolution

Employees may first seek to resolve workplace concerns through discussions with the relevant supervisor or academic authority.

Supervisor Review

Employees may formally present eligible concerns to their immediate supervisor, who reviews the matter and prepares a written report.

Departmental Escalation

Unresolved concerns may be referred to the Dean or Department Head for further investigation and review.

Provost and Human Resources Review

Where necessary, employees may escalate disputes to the Provost and Director of Human Resources.

Appeal to the President

The policy provides for a final internal appeal to the President where an employee remains dissatisfied with the outcome.

These procedures operate according to the formal policy's scope, timelines and exclusions.

The grievance mechanism complements CUD's non-discrimination provisions by providing a documented institutional route for eligible workplace concerns.

9. Institutional Education and Awareness

CUD's Non-Discrimination Policy includes a commitment to education and training activities designed to promote understanding of diversity and inclusion.

The policy specifies that the University is committed to providing awareness and educational programmes each semester.

The intended educational focus includes:

• Equality and non-discrimination.
• Diversity and cultural understanding.
• Respectful workplace and campus conduct.
• Inclusion of individuals from different backgrounds.
• Prevention of harassment and bias.

These policy provisions demonstrate that CUD's approach includes an institutional commitment to awareness and education in addition to the prohibition of discriminatory behaviour.

10. Compliance with UAE Employment Legislation

CUD operates within the employment and non-discrimination framework of the United Arab Emirates.

Article 4 of Federal Decree-Law No. 33 of 2021 establishes employment-related protections against discrimination on grounds including race, colour, sex, religion, nationality, social origin and disability.

The legislation also provides that women are entitled to equal wages for the same work or work of equal value, in accordance with the applicable legal provisions.

CUD's institutional policies include additional expressly recognised characteristics, such as sexual orientation and gender identity or expression, within its equal employment opportunity commitments.

The University's internal policy protections and applicable statutory obligations are complementary but distinct.

11. Policy Implementation and Institutional Responsibilities

CUD's non-discrimination framework is supported by formally designated institutional responsibilities.

These responsibilities provide the administrative framework for implementing the University's non-discrimination commitments.

12. Policy Adoption and Review History

CUD's approved policy records demonstrate that its workplace non-discrimination commitments were formally documented before the 2025 reporting year.

All three policies have recorded approvals or revisions within the period 2022–2026.

The Non-Discrimination Policy and Employment Policy provide the principal evidence of CUD's commitment to ending workplace discrimination.

The Faculty and Professional Staff Grievance Policy provides supporting evidence of the University's established procedures for handling employee concerns.

13. Contribution to the Sustainable Development Goals

SDG 8 — Decent Work and Economic Growth

CUD's formal workplace non-discrimination policies support fair employment opportunities, protection against discriminatory treatment and institutional mechanisms for addressing employment-related concerns.

The policies contribute to SDG Target 8.5 concerning productive employment and decent work, as well as the wider aims of SDG 8.

SDG 5 — Gender Equality

The policies explicitly recognise gender and sex within the University's non-discrimination commitments, supporting equitable employment opportunities.

SDG 10 — Reduced Inequalities

The University's formal policies recognise a wide range of personal and social characteristics and establish institutional commitments to preventing discriminatory treatment.

SDG 16 — Peace, Justice and Strong Institutions

Formal policy approval, designated responsibilities, reporting procedures and employee grievance mechanisms contribute to accountability and transparent institutional governance.

Institutional Commitment

Canadian University Dubai maintains formally approved policies prohibiting discrimination and supporting equal employment opportunity.

The University's Non-Discrimination Policy (GM-PO-1N), approved on 10 May 2024, establishes its commitment to equality, diversity, inclusion and the prevention of discrimination and harassment.

The Employment Policy (FS-PO-5B), reviewed on 13 March 2023, expressly protects against employment discrimination based on characteristics including religion, sexual orientation, gender identity, gender, age, race, disability, national origin and citizenship status.

These policies are supported by documented reporting and grievance procedures, including the university-wide Faculty and Professional Staff Grievance Policy (FS-PO-5M), reviewed on 13 March 2023.

Together, they demonstrate CUD's established institutional commitment to ending workplace discrimination and promoting fair and inclusive employment practices.

Primary Policies: Non-Discrimination Policy (GM-PO-1N) and Employment Policy (FS-PO-5B)

Supporting Policy: Faculty and Professional Staff Grievance Policy (FS-PO-5M)

Approving Authority: Board of Trustees

Responsible Offices: President, Provost and Human Resources Department

Primary Reporting Period: 2025.