Employment Policy on Discrimination at ASU
Article 9, Point “a” of the University Bylaws underscores a steadfast commitment to transparency, impartiality, and merit-driven decision-making in all aspects of staff-related matters, such as selection, appointment, promotion, training, compensation, evaluation, transfer, assignment, or secondment. This unwavering commitment aligns seamlessly with the principles of Sustainable Development Goal 8 (SDG 8): Decent Work and Economic Growth, which advocates for equitable and non-discriminatory employment practices.
Furthermore, the Equality and Diversity Policy of Applied Science University in Bahrain amplifies this dedication to eradicating discrimination and ensuring equal opportunities for all constituents, including staff, students, visitors, contractors, and service providers. The policy meticulously delineates protected characteristics, the inherent rights held by every individual, which the university staunchly safeguards against discrimination. These characteristics encompass age, disability, marital status, family circumstances, race, religion or belief, and gender. Additionally, the policy delineates various forms of discrimination, including direct, associative, perceptive, and indirect, while underlining the collective responsibility of all staff, students, and stakeholders to champion equal opportunity and obliterate discrimination across every facet of university life.
The policy also explicitly outlines the unique responsibilities of various stakeholders, including the University itself, the President, HRD, the Director of Student Affairs, and Deans of Colleges/Heads of Department. In cases of discrimination or harassment, the policy establishes clear grievance procedures and policies for lodging complaints. Notably, the Employment Policy on Discrimination, in harmony with SDG 8, underscores the vital role of fair and non-discriminatory employment practices in advancing the objectives of decent work and economic growth.
Employment and Labor Laws and Regulations Bahrain 2022
https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/bahrain
ASU Strategic Plan
https://www.asu.edu.bh/wp-content/uploads/2022/01/ASU-Strategic-Plan-Final.pdf
Quality is a main objective in ASU strategic plan as shown below:
Equality and Diversity Policy
https://www.asu.edu.bh/wp-content/uploads/2021/11/Student-Handbook-English-2022-2021.pdf
Policy Statement
This policy outlines the commitment of Applied Science University to create an environment where differences are valued and equality of opportunity is evident among all staff, students, and any stakeholder.
- This policy defines certain actions that are not permissible and that are considered unlawful. These are called ‘Types of Discrimination’.
- It also identifies so-called ‘protected characteristics’ which are best described as certain attributes that regular people possess which the University considers should be safeguarded. When ‘safeguarded’ it means against the ‘Types of Discrimination’.
The Applied Science University is fully committed to promoting equality of opportunity and fairness and to eliminate discrimination against all national and international staff, students, and anyone associated with the University (e.g. visitors, contractors and service providers) regardless of:
- Age
- Disability
- Marital Status
- Pregnancy and Maternity
- Race (colour, ethnicity, or nationality)
- Religion or Belief
- Gender h. Unfair Dismissal
No kinds of discrimination, harassment, or bullying are tolerated at the Applied Science University.
Applied Sciences University Anti-Discrimination and Anti-Harassment Policy
https://www.asu.edu.bh/about-asu/strategy/
ASU rejects any type of discrimination against any employee in the workplace, for this reason it has developed a policy to protect all staff members and thus ensure equal opportunities for any employee regardless of sex, race, ethnicity or disability…
The purpose of this policy is eradicating any form of discrimination or inequality within ASU.
Policy Statement and Principles
The policy outlines the intolerance of ASU towards bullying and harassment of all types. ASU will consider disciplinary actions against those violators which may lead to extreme action such as termination. ASU is fully committed to a policy on non-discrimination against employees based on their religion, sexuality, gender and age. All employees at ASU are subject to university by laws and CSB rules and regulations when it comes to discrimination in the workplace.
Principles of this policy include
ASU Council will appoint a Non-Discriminatory Committee, with the responsibility and authority to implement this policy in line with best practices. Any act committed or statement by a student/staff affecting honour, dignity, morals, and/or reputation inside or outside ASU or at external venues (ASU bylaws). No harassment and/or bullying during lectures, academic activities in ASU or to any employee, or student, thereof (ASU bylaws).
Employee-Based Reporting of Discrimination
With regard to the equality and fairness of staff, ASU’s Human Resources Directorate has measures to review staff complaints. In case of unsatisfactory resolution, the employee has the option to escalate their issues to the Civil Service Bureau (CSB) at Bahrain.The following excerpt is taken in verbatim from Civil Service Executive Regulation decreed by Decision No. 51/2012 based on the Civil Service Law No. 48/2010:
“(1)
All Disciplinary Board proceedings shall be put on record to be kept in the case file.
(2)
The Chairman of the Disciplinary Board shall determine the date for disciplinary proceedings immediately after the Employee’s case has been passed to the Board. A notification will be issued by the Board to the Employee, stating the date and a clear statement of the offences of the Employee.
(3)
The Employee shall sign the notification as evidence of receipt of it, and where the employee refuses to sign the notification, the relevant entity responsible for notifying the Employee shall note the refusal in writing and stamp it with the stamp of the relevant entity. In this event, the Employee shall be deemed to have been legally notified and the Disciplinary Board may conduct proceedings in his absence.
(4)
The Employee shall appear personally before the Disciplinary Board, and shall be entitled to be assisted in preparing his defense, whether in writing or orally, by a representative and is also entitled to call witnesses to give statements before the Board.
(5)
The Employee or his representative shall be entitled to review the investigation documents or copies of these.
(6)
The Disciplinary Board may be assisted by experienced personnel whom the Board sees fit in matters that justify seeking their opinions.
(7)
Any summons by the Disciplinary Board shall be by registered mail, and the Employee shall be served with the summons at his work address if he is not suspended from work, or at his residential address as stated in his service file if the Employee is suspended or is absent from work, or any other means the Disciplinary Board deems appropriate.
(8)
The Disciplinary Board shall hold sessions with the presence of two-thirds (2/3) of Board’s members provided that the chairman or the deputy chairman shall be among those present, and decisions shall be issued by a majority of the members present.
(9)
In the event of a split vote the chairman, or his Deputy in his absence, shall have the casting vote.
(10)
The Disciplinary Board shall issue its decision within sixty (60) days from the date of its formation, the decision shall be substantiated, in writing, and shall be final.
(11)
Such decision shall include an accurate statement of the acts attributed to the Employee.
(12)
If the Disciplinary Board is of opinion that the violations attributed to Employee constitute a criminal offence, the Board shall notify the Government Entity where Employee works with the Board’s opinion in order to refer the Employee to the relevant entity, and the Board’s proceedings shall abate until a final ruling is issued by the relevant court. After the issue of a final ruling by the court, the documents shall be referred to the Disciplinary Board to take the appropriate disciplinary action.
The filing of an investigation or the acquittal of an employee from charges shall not exonerate the Employee of any disciplinary liability where the grounds for that liability are satisfied.
(13)
Due regard, when imposing dismissal penalty, shall be given to the appropriateness of the penalty with level and degree of the grievousness of the violation taking into account previous convictions and mitigating or aggravating circumstances associated with the violation”.
Labor Market Regulatory Authority
http://lmra.bh/portal/en/page/show/199
ASU has relied on its policy of non-discrimination in accordance with the laws of the Kingdom of Bahrain.
