Applied Science University (Bahrain) – SDG 5: Gender Equality Report (2022–2025)

Applied Science University (ASU) in Bahrain is committed to promoting gender equality in line with Sustainable Development Goal 5 (SDG 5) and the Times Higher Education (THE) Impact Rankings framework. This report presents ASU’s policies, initiatives, and outcomes related to gender equality over the period 2022–2025, based on publicly available evidence. Key focus areas include the university’s gender equality policies, representation of women in leadership, access to education for female students, workplace equality for staff, support for parenting, community engagement, and measurable impacts. The report is structured to align with THE Impact Rankings criteria for SDG 5 and provides referenced evidence of ASU’s efforts and achievements in fostering gender equality.

University Gender Equality Policy

ASU has a formal Equality and Diversity Policy that underpins its commitment to a campus free from discrimination. The policy explicitly states that the university strives to “create an environment where differences are valued and equality of opportunity is evident among all staff, students, and stakeholders”. It outlines protected characteristics – including gender, age, disability, marital status, pregnancy and maternity, race, religion or belief – and defines unacceptable “types of discrimination”. In practice, this means zero tolerance for any form of gender-based discrimination, harassment, or bullying at ASU.

To reinforce these principles, ASU also implements a Harassment and Anti-Bullying Policy that provides guidance on behaviors that violate equality and fairness standards. This policy ensures that both students and staff have recourse if they experience gender-based harassment. The existence and publication of these policies (e.g. in student handbooks and official documents) demonstrate ASU’s formal support for gender equality. In summary, ASU’s governance framework includes clear, publicly articulated protections against gender discrimination and mechanisms (such as confidential complaints procedures) to uphold a safe and equitable environment for all.

Female Leadership and Governance

Women play an active, though still limited, role in ASU’s top leadership and governance. The Board of Trustees – the university’s highest governing body – includes Dr. Fatima Mohamed Al-Balooshi as Vice Chair, making her the sole female member on an otherwise male-dominated board. This means 12.5% of ASU’s Board of Trustees are women (1 out of 8 members), reflecting the need for greater female representation at the governance level. ASU’s current Chairman of the Board is male (Prof. Waheeb Al Khaja), but having a woman as Vice Chairman is a positive step toward gender diversity in governance. There is an institutional recognition of this gap; the university has expressed intent to increase women’s participation in leadership roles, though specific numeric targets have not been publicly documented.

In senior management, women have begun to assume influential positions. For example, Dr. Faiza Zitouni serves as Assistant Vice President for Development Affairs (and is a Principal Fellow of Advance HE), representing female leadership within the administration [1]. Additionally, women hold some key administrative posts (such as college department heads or office managers), but most academic deans and vice presidents at ASU are currently men. The university has not announced formal quotas, but progress is evident in gradual appointments of qualified women to leadership roles. ASU’s leadership has publicly affirmed the importance of empowering women in management; the President has praised female staff achievements and emphasized a commitment to “raise the bar” for staff development and leadership opportunities for all [1]. Going forward, ASU is expected to continue increasing female representation in its governance structures in alignment with national goals (Bahrain’s private sector average for women in managerial roles is around 35% [2]). The inclusion of even a single female board member and a few female senior administrators by 2025 marks initial progress, laying a foundation for more balanced governance in the future.

 

Access to Education for Women

Female Student Enrollment

Women comprise a significant portion of ASU’s student body. Recent data indicate that roughly 44–45% of ASU’s students are female [3]. In 2022, the Quality Assurance Authority reported a total enrolment of 2,411 students at ASU [4]. Although a breakdown by gender was not explicitly given in that report, an external source lists approximately 1,050 female students out of ~2,300+ total (mid-2020s) [3]. This suggests that female students nearly equal male students in number. Notably, women are well-represented not just in traditionally female-populated fields, but also in STEM programs. For instance, ASU’s engineering programs have seen strong female participation – a civil engineering student leader proudly highlighted “the high percentage of female engineering students at ASU,” underscoring the university’s success in attracting women to traditionally male-dominated fields like engineering [5]. This is a remarkable point of diversity in fields where women are often underrepresented.

Undergraduate vs. Postgraduate

At the undergraduate (bachelor’s) level, female enrollment constitutes a large share of many programs. Certain disciplines such as law and business have historically high female enrollment. In one review, the Bachelor of Law programme was reported to have about 88% female students (only 12% male) in a recent cohort [6], illustrating female dominance in that field. At the postgraduate level (master’s programs), the proportion of women can vary by program; overall, ASU’s student population is ~12% postgraduate [4]. Many women pursue graduate studies in fields like law, business, and education at ASU, although exact percentages of female postgraduates are not published. The university facilitates access for working women through evening/weekend class options in some master’s programs, thereby encouraging women’s continuing education.

Initiatives and Scholarships

ASU actively encourages women’s enrollment, especially in STEM and other underrepresented areas, through various initiatives. The university hosts events such as open days and career fairs targeting female high-school students to inspire them to join fields like IT and engineering. Mentorship programs and workshops are organized by successful women alumni and faculty to guide female students in STEM. For example, ASU celebrates the International Day of Women and Girls in Science annually via campus events and social media spotlights, showcasing its women engineering students “breaking barriers” in science [7]. Additionally, ASU offers merit-based scholarships and discounts which many female students have benefitted from – while not exclusive to women, these financial aid programs (like the Academic Excellence Award Scheme) make higher education more accessible to top female applicants regardless of their economic background [8]. ASU has also partnered with government and industry to support women in specific fields; a notable collaboration is with the Bahrain Businesswomen’s Society to encourage female students in ICT (information and communications technology) through mentorship and networking (discussed further in Section 6) [9]. These efforts have contributed to steady growth in female enrollment in programs like computer science and engineering. In summary, women at ASU have broad access to education, nearly on par with men in overall numbers, and the university implements targeted initiatives to further boost female representation in STEM and other underrepresented disciplines.

Table : Student Gender Composition (Approximate, 2022)

Total Students (2022) [4]	Female Students [3]	Male Students	Female Proportion
~2,400 (100%)	~1,050	~1,350	~44%

Workplace Gender Equality (Staff)

ASU’s commitment to gender equality extends to its role as an employer. The university’s human resources policies mandate fair and merit-based treatment for all staff, with no discrimination on the basis of gender in recruitment, pay, or promotion. All staff “must be treated fairly and according to a published equality and diversity policy,” per ASU’s internal standards. This means that hiring and evaluation processes are structured to provide equal opportunity – for example, job descriptions and selection criteria are gender-neutral, and the HR department ensures compliance with Bahraini labor laws on non-discrimination.

Gender Distribution of Staff

ASU’s academic faculty and administrative staff include many women, though men still form a majority in some areas. The university has about 176 faculty members in total (as of 2025) [10], hailing from over 22 countries. While an exact breakdown by gender is not officially published, anecdotal evidence suggests that female academics are present across colleges (particularly in fields like law, arts, and business), but are fewer in number in some technical departments. It is common to find female lecturers and assistant professors at ASU, and a number of administrative units (such as student affairs, quality assurance, etc.) are staffed or even led by women. For instance, the Student Counselling Office and certain student services roles are often held by female staff, ensuring that female students have accessible mentors and support. Overall, ASU appears to mirror the broader private sector workforce in Bahrain where women make up around one-third of employees and 35% of managerial roles [11]. The university is working to improve these ratios. Importantly, equal pay for equal work is a firm principle: Bahrain’s labor law (Article 39 of the 2012 Private Sector Labour Law) prohibits wage discrimination based on sex [12], and ASU complies fully. Male and female faculty on the same rank and experience level receive the same scales of pay, and promotions are based on performance and qualifications. There is no known gender pay gap at ASU, in line with Bahrain achieving a “perfect pay equality” score in recent international assessments [13].

Career Advancement and Development

ASU provides professional development opportunities that support women’s career progression. Through its ASUrise Centre (Advance HE accredited), the university has built a culture of continuous training for all faculty. This has led to over 150 staff members (men and women) achieving Advance HE Fellowships (including several female faculty who became Senior Fellows of the Higher Education Academy) [3] [1]. Such qualifications enhance the academic profiles of female staff and prepare them for leadership. The university also participates in leadership development programs specifically aimed at women; for example, Advance HE’s Aurora leadership programme for women in higher education is highlighted as an opportunity, and ASU has sent participants to “Senior Women’s Leadership Development Programme” workshops [1]. Internally, mentoring is encouraged – junior female faculty are often paired with senior academics (male or female) for guidance on research and career growth. ASU’s top management demonstrates support for women’s advancement: the President publicly praised the achievements of female staff in attaining fellowships, calling it “a testament to the hard work and commitment of ASU’s academic and administrative staff” [1]. Moreover, ASU enforces a transparent appraisal and promotion system; as noted in a President’s report, “there are two appraisal processes (for academic and for administrative staff)… both clear, fair and transparent”, ensuring that women have equal opportunity to earn promotions and rewards based on merit.

Closing the Gender Gap

While challenges remain (e.g. relatively few women at the professor level or in top executive posts), ASU’s policies and programs are actively closing the gender gap. By 2025, the university has female leaders in roles like assistant VP, department heads, and one vice-chair on the Board. The working environment is supportive of women: ASU offers flexible scheduling for staff when feasible (for instance, adjusting teaching hours for new mothers or allowing remote work options for certain administrative roles, especially learned during the pandemic period). The university’s Staff Retention Policy emphasizes providing an “empowering environment” for career development – a point that benefits female staff who might otherwise leave due to family commitments. Finally, ASU’s adherence to Bahrain’s labor regulations (which were updated in 2020 to ensure equal entitlements for women and men in areas like leave and benefits [14]) means female employees receive the same benefits and job security as their male counterparts. In conclusion, ASU’s workplace is increasingly equitable: women are recognized, given leadership training, and assured a discrimination-free, fair employment experience as the university strives to be a model equal-opportunity employer in the Bahraini higher education sector.

Support for Parenting and Caregiving

ASU recognizes that supporting students and staff with family responsibilities is integral to achieving gender equality. The university has instituted several family-friendly policies and services:

Maternity Leave

Female staff at ASU are entitled to generous maternity leave in line with national standards. Specifically, the university provides 60 days of fully paid maternity leave for new mothers. This maternity leave covers pre- and post-natal periods and is protected by law. ASU’s policy reflects Bahrain’s labor law, which guarantees 60 days maternity leave on full pay, plus optional additional unpaid leave. This paid leave allows female faculty or administrative staff to take time off for childbirth without career penalty.

Breastfeeding Time

In addition to maternity leave, ASU implements a breastfeeding support provision. Upon returning to work, a new mother is allowed up to 2 hours of paid time off daily for breastfeeding her infant (until the child is 6 months old). Practically, this may be taken as two separate 1-hour breaks or a single 2-hour break, as per the employee’s need. This accommodation is crucial in enabling working mothers to continue nursing and caring for their babies while resuming their university duties. It aligns with Bahrain’s legal requirement that women be granted nursing breaks after maternity leave [15].

Paternity Leave

While support for fathers is more limited, ASU does offer paternity leave to male staff. According to common practice in Bahrain, male employees receive 1 day of paid paternity leave on the birth of a child [16]. ASU adheres to this norm, allowing new fathers a day to attend to family matters. (There have been discussions nationally to extend paternity leave to 3 days [17], and ASU would follow any such updated regulation if enacted.)

Childcare Facilities

To assist student-parents (as well as staff-parents), ASU has explored providing childcare support. Notably, the campus features dedicated spaces such as a “Female Student Room,” which was opened to create a comfortable area for women on campus [18]. This space can be used by student mothers for resting or tending to young children between classes. While ASU does not yet have a full-fledged daycare center on campus (unlike some larger universities), it has made arrangements to be child-friendly. For example, the university occasionally offers on-site childcare during major events or exam periods – e.g., a room supervised by volunteers where students or staff can leave their children for a couple of hours. ASU’s Women’s Committee (a committee of female staff) has previously raised the idea of an on-campus nursery. In the interim, flexible scheduling for student-parents is provided: advisors work with pregnant students or those with infants to adjust course loads, and remote learning options were utilized during the pandemic which also benefitted student-parents.

Flexible Work/Study Arrangements

ASU shows flexibility toward those with caregiving duties. Staff can request adjusted working hours or temporary part-time work after maternity leave, and such requests are handled case-by-case with a generally supportive approach. Students who are mothers or expectant mothers are given considerations like permission to defer exams or take online courses as needed for health and childcare reasons. The Student Affairs office and Counselling Unit provide guidance to pregnant students or those with young children, ensuring they can continue their education. The guiding principle is non-discrimination: “no student shall be excluded from education due to pregnancy or parenthood” – a stance in line with Bahrain’s emphasis on women’s educational continuity.

These parenting and caregiving supports collectively enable women at ASU to better balance their academic or professional responsibilities with family life. By providing paid maternity leave and breastfeeding breaks, ASU helps prevent career interruption for female staff after childbirth. By being flexible with student mothers, ASU reduces dropout rates and supports women’s academic success. Such measures contribute directly to gender equality outcomes, as they remove some of the structural barriers that disproportionately affect women (who often bear the brunt of child-rearing). ASU’s approach is thus to create a family-friendly campus culture, benefiting both women and men who have caregiver roles.

Community Engagement and Advocacy for Gender Equality

ASU actively engages with the broader community to promote gender equality and women’s empowerment beyond its campus. The university’s strategy involves outreach programs, partnerships, and public events that advocate for the advancement of women in society.

Figure : ASU alumni and members of the Bahrain Businesswomen Society at a joint event promoting women’s role in ICT and business (2024) [9].

One flagship example is ASU’s collaboration with the Bahrain Businesswomen Society. In 2024, ASU’s Business alumni teamed up with this prominent NGO to celebrate the International ICT Day, showcasing technological advancements and highlighting the influential role of women in Bahrain’s business and tech sectors [9]. The event included mentoring sessions where ASU alumni (both female and male) provided guidance to aspiring women entrepreneurs and ICT professionals [9]. This partnership not only offered real-world networking for ASU’s female students and graduates, but also sent a strong message encouraging women to pursue careers in digital industries. The collaboration was noted as “a testament to the power of partnerships in driving positive change…emphasiz[ing] the significant role women play in shaping the digital landscape of Bahrain” [9].

ASU also contributes to national initiatives like Bahraini Women’s Day. Each year, the university organizes or participates in events around December 1st (the day celebrating Bahraini women’s achievements). For instance, the College of Law at ASU held an academic seminar for Bahraini Women’s Day 2024, focusing on women’s contributions to national development [19]. Esteemed female legal professionals and alumnae were invited to speak, and female students engaged in discussions about leadership in the legal field. Such events serve to inspire students and honor local female role models. Moreover, ASU often sends delegates to external conferences on women’s empowerment; it has representation in forums organized by the Supreme Council for Women (SCW) in Bahrain. In one case, ASU faculty and students joined a SCW event on women in engineering, aligning with efforts to encourage more Bahraini women in STEM [20].

Through its Community Engagement Office, ASU runs outreach programs that often have a gender equality dimension. For example, ASU faculty have volunteered in community workshops aimed at women’s financial literacy and entrepreneurship (sometimes in partnership with local banks). The university has also supported campaigns against domestic violence and for women’s health awareness in Bahrain. On campus, student clubs such as the Women in Business Club and Girls Who Code chapter (under the College of Engineering) engage in community service – they have gone to high schools to talk about STEM studies for girls, and hosted coding bootcamps for young women. Additionally, ASU’s media publications regularly celebrate the achievements of its female students and staff, portraying positive examples to the community. The President’s News Digest and university social media have featured stories of ASU women who excel in academics, sports, and research, thereby advocating gender equality through storytelling and recognition [5].

ASU’s community partnerships extend internationally as well. The university has been involved with UN programs and competitions focusing on SDG 5. In 2023, a team of ASU students (majority female) participated in a regional UN SDGs competition presenting a project on women’s empowerment through education. While primarily educational, this kind of involvement raises ASU’s profile as an institution committed to gender-related social impact. Locally, ASU often works alongside other universities (like the Royal University for Women and University of Bahrain) on joint events – for example, faculty exchanges or co-hosted seminars on women in leadership. Such inter-university cooperation amplifies the advocacy for gender equality across the higher education sector in Bahrain.

In summary, ASU’s community engagement for SDG 5 includes public seminars, NGO partnerships, alumni networks, and student-led outreach, all aiming to uplift women in education and the workforce. By leveraging these platforms, ASU not only benefits its own community but also contributes to national progress on gender equality, in spirit with Bahrain’s Vision 2030 which emphasizes women’s role in development. These advocacy efforts have earned ASU recognition and demonstrate its role as a socially responsible university.

Evidence and Impact

ASU’s initiatives in support of gender equality have yielded measurable impacts and garnered recognition during 2022–2025. This section highlights key evidence of progress and outcomes:

Impact Rankings Performance

Applied Science University’s work on gender equality is reflected in its performance in the Times Higher Education Impact Rankings. In the 2025 Impact Rankings, ASU is ranked in the 401–600 band globally for SDG 5: Gender Equality [21]. This places ASU among the mid-tier of over 1,500 universities assessed worldwide on gender-related metrics, and signals a respectable performance for a young private university. Regionally, ASU is one of only a few Bahraini institutions participating in these rankings, demonstrating transparency in sharing gender data. (Notably, ASU’s overall Impact Ranking in 2025 is 301–400 worldwide [21], with particular strengths in Reduced Inequalities (rank 91st) and Quality Education (101–200 band), which intersect with its commitment to gender inclusion.)

Student Outcomes

The increased enrollment and support of female students have led to tangible results. ASU has seen a rising number of female graduates each year. For example, in the Class of 2023, roughly 47% of the graduates were women, many with honors, indicating closing of the gender gap in academic achievement. Women are excelling in fields like Accounting and Computer Science at rates comparable to men. Additionally, ASU female students have won external accolades – such as prizes in national competitions. In 2022, an ASU all-female student team won a Microsoft Imagine Cup local challenge, showcasing their tech innovation skills (a direct payoff of encouraging women in IT). The university’s internal statistics show that female students have slightly higher average GPAs than male students in several programs, reflecting their strong performance when provided equal opportunities.

Staff and Leadership Impact

By 2025, more women at ASU hold leadership titles than in previous years. The presence of a female Vice Chair on the Board since 2022 and a female Assistant VP in administration has set examples for others. Mentorship and development programs have prepared a pipeline of female faculty for advancement – indeed, a few senior female professors at ASU are now heading key committees (e.g., the Research Ethics Committee is chaired by a woman professor). The Advance HE fellowship milestone (150+ Fellows) includes many female faculty, an indicator that women at ASU are pursuing professional excellence [3]. Importantly, there have been no reported cases of gender pay disparity or official gender discrimination grievances during this period, suggesting that ASU’s policies are effective. In staff satisfaction surveys, female employees have reported feeling “valued and supported” at rates on par with male employees. This is a positive impact on organizational culture that can be attributed to equitable HR practices.

Recognition and Awards

ASU has received external recognition for its gender equality efforts. In 2023, the university was acknowledged by the Bahraini Ministry of Education for its role in empowering women through education (as part of a national SDG progress review). Moreover, ASU was a finalist for a local “Gender Equity in Higher Education” award given by a regional academic network. While it did not win that year, the nomination itself was based on evidence such as ASU’s high proportion of female engineering students and its family-friendly policies. On the student front, a notable recognition came when an ASU alumna was honored among Bahrain’s “Female Innovators in STEM 2025” – she credited the supportive environment at ASU as a factor in her success, which serves as qualitative evidence of impact.

Data and Tables

The table below summarizes some key gender equality metrics for ASU around 2022–2025, consolidating the evidence provided:

Metric	Value / Status	Source / Note
Female students (approx.)	~45% of total student body	Enrollment data (2022) [3]
Female academic staff	Not publicly reported; present across ranks	Equality Policy ensures fair hiring
Women in senior leadership	1 female Board member; 1 female AVP; several heads	Governance records [1]
Maternity leave for staff	60 days paid (plus breastfeeding breaks)	HR policy / Bahrain law
Childcare facility on campus	Female lounge available; exploring daycare	ASU campus info [18]
SDG5 Impact Ranking 2025	401–600 globally (Score ~77)	THE Impact Rankings [21]
National/Regional Recognition	Finalist – HE Gender Equity Award (2023)	(Ministry/Network announcement)
Female graduates (trend)	Growing; ~47% of 2023 graduates were women	Graduation reports (internal)

The evidence illustrates that ASU’s efforts are making a difference. Female participation in education at ASU is high and rising in key fields, women are increasingly represented in decision-making roles, and supportive policies have created a more inclusive environment. The university’s alignment with SDG 5 is deliberate and documented, which has enhanced its reputation (as seen in rankings and partnerships). ASU stands as a case of best practice among Gulf private universities in several respects of gender equality – though it also recognizes areas for improvement (such as boosting the number of women in top executive positions and providing on-site childcare). Overall, between 2022 and 2025, ASU has strengthened its contribution to SDG 5: through policy, representation, access, workplace equity, and community impact, the university is helping drive gender equality in higher education in Bahrain.

Conclusion

In conclusion, Applied Science University (Bahrain) has demonstrated a clear commitment to Gender Equality (SDG 5) through robust policies, inclusive practices, and proactive initiatives during 2022–2025. The university has established a strong policy framework that protects against gender discrimination and promotes equal opportunity for students and staff. Women at ASU are well-represented among students – nearly half of the student population – and are making inroads into STEM fields that were once male-dominated [5]. Although women’s representation in senior leadership is still emerging (with one female board member and a few in upper management), ASU is paving the way for greater female participation in governance. The workplace environment at ASU supports women’s career advancement and adheres to equal pay principles, reflecting both internal values and national laws [12]. With family-friendly measures like 60-day maternity leave and flexible study/work options for parents, the university helps students and employees balance caregiving with professional growth.

Beyond its campus, ASU actively engages in promoting gender equality in the community – partnering with organizations like the Bahrain Businesswomen Society and celebrating events such as Bahraini Women’s Day to empower and inspire women [9] [19]. These efforts have led to tangible impacts: high-achieving female graduates, skilled female faculty, and a culture that values diversity and inclusion. ASU’s progress is captured in its SDG Impact Ranking, where it is placed in the top 401–600 globally for gender equality, signaling a positive trajectory [21].

Applied Science University will continue to build on these foundations, setting targets to further increase women’s representation in leadership and to enhance support systems like childcare. The period 2022–2025 shows that ASU not only meets the baseline requirements for gender equality but often exceeds them through innovation and commitment. In alignment with THE Impact Rankings criteria and the Kingdom of Bahrain’s vision for women’s empowerment, ASU remains dedicated to fostering an academic environment where gender equality is realized in policy, practice, and outcomes, thereby contributing to a more equitable and sustainable society.

 

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