ASU Policies on Reporting Discrimination and Protection of Complainants (SDG 10.6.2)

Grievance and Complaint Procedures for Students and Staff

-Student Complaints

Applied Science University (ASU) in Bahrain provides a clear procedure for students to file grievances or complaints, including those related to discrimination or harassment. The official Student Handbook 2024–2025 outlines an effective mechanism allowing students to submit “legitimate complaints and suggestions” on academic matters, university services, or conflicts with staff or peers [1]. Students may lodge complaints in person at the Student Affairs Directorate or through written channels such as email, a suggestion box, or the online Students Online Service (SOS) portal [1]. Notably, while multiple channels exist to ensure accessibility and privacy in reporting, the policy requires the complainant to identify themselves: “The student needs to fill out the complaint form clearly and must sign it. Anonymous complaints will not be considered.” [1]. This requirement underscores that complaints are officially recorded and investigated confidentially within the university, though truly anonymous submissions are not accepted. Once a complaint is filed, it is initially reviewed by the Director of Student Affairs and then forwarded to the relevant vice president, dean, or department for action [1]. Each complaint is logged and assigned a number for tracking, and depending on its gravity, it may be escalated to a committee or higher management to ensure a prompt resolution [1]. This formal procedure signals that ASU takes student grievances seriously and provides an organized, if not anonymous, pathway to report issues including discrimination or harassment.

-Staff Grievance Procedure

ASU likewise has an established grievance policy for its employees, which is detailed in the university’s Staff Handbook. The Staff Grievance Procedure is available to all full-time employees (after any required probation period) and is designed to address complaints about unfair practices or policy violations, including discrimination [2]. The process encourages resolution at the lowest level possible through open communication. “The first step to resolve an issue shall be direct communication with the employee’s Line Manager,” and managers are expected to foster effective two-way communication with staff regarding any concerns [2]. If an issue involves the line manager or cannot be resolved there, staff are free to escalate the grievance to a higher authority or directly to the Human Resources Department (HRD) [2]. This stepped approach is intended to ensure grievances are heard fairly and objectively. The policy explicitly states that the university strives to handle all employee grievances with “consistently fair and equal treatment” throughout the process [2]. In practice, a staff member who feels discriminated against can raise the issue through this grievance mechanism or via other specialized routes (see below), with the assurance that their complaint will be reviewed impartially and according to established rules.

-Confidential Reporting Channels

While ASU’s standard complaint procedures for students and staff generally involve identified (non-anonymous) reporting, the university has signaled support for confidential reporting in cases of sensitive issues like discrimination or unethical behavior. For students, the use of the SOS online system and suggestion boxes provides a degree of privacy – students can submit issues outside of face-to-face meetings – although they must still supply their name and student ID for the complaint to be processed [1]. For staff and other university stakeholders, ASU has implemented a Protection for Complaints of Discrimination policy (i.e. a whistleblowing policy) that encourages reporting of misconduct on a confidential or even anonymous basis. According to this policy, university representatives (including staff, students, interns, and others) are empowered to raise concerns about discrimination, harassment, or other wrongful conduct “without the fear of retaliation,” and may do so through confidential channels [3]. For example, employees can report suspected violations directly to HR (via a dedicated email like [email protected]) or in writing/in person, as indicated by ASU’s Equality and Diversity Policy [4]. The whistleblowing framework allows the complainant to request that their identity be kept confidential and ensures that any disclosure will be handled with appropriate anonymity during the investigation process [3]. In summary, ASU’s system balances the need for legitimate, accountable complaints with options for confidentiality: students and staff are urged to come forward through official channels, and in extraordinary cases there are protections in place to allow confidential disclosures of discrimination or harassment.

Non-Retaliation Protections for Whistleblowers and Complainants

A critical element of ASU’s anti-discrimination stance is a strict prohibition of any retaliation against individuals who report grievances or unethical conduct. The university’s policies – as reflected in official handbooks and codes – contain clear language safeguarding whistleblowers and complainants from academic or employment disadvantage as a consequence of speaking up. In spirit, ASU’s Code of Ethics affirms the institution’s commitment to a “safe working environment within a framework of justice, equality and freedom from discrimination” [2]. Building on this foundation, ASU’s dedicated whistleblower protection policy explicitly guarantees that no member of the university will face intimidation, harassment, or adverse consequences for reporting a concern in good faith. In practice, this means a student or staff member who files a discrimination complaint is protected by the university’s regulations from any form of punishment or unfair treatment stemming from that complaint. The policy emphatically states that no retaliation is permitted: an ASU community member who in good faith reports suspected discrimination or other wrongful conduct “shall not suffer…adverse employment consequences” or academic penalties due to such a report [3]. Furthermore, any person – including staff or students – who retaliates against a complainant is subject to severe disciplinary action. For example, an employee found to have retaliated could face termination of employment, and a student who does so could face expulsion from the university [3]. This strong language is designed to reassure the university community that reporting wrongdoing is safe and encouraged. ASU’s staff grievance procedures also reflect this protective stance; by striving for fair and equal handling of grievances, the university implicitly ensures that raising a complaint will not lead to biased treatment or reprisal [2]. In summary, ASU’s official policies unequivocally prohibit retaliation, thereby legally and administratively protecting those who report discrimination or harassment. Complainants can thus come forward knowing the institution has zero tolerance for both the initial discriminatory act and any subsequent retaliation against the individual reporting it.

Support Systems for Affected Individuals

ASU has put in place several support structures to assist students and staff who experience discrimination or who file complaints, underscoring its commitment to an inclusive and safe campus environment. Central to this support network is the Deanship (Directorate) of Student Affairs, which oversees student welfare services. Within Student Affairs, the Student Services Office receives student complaints and suggestions and helps channel them to the appropriate units for resolution [1]. Students can approach this office directly for help if they feel unfairly treated or harassed. In addition, the Student Counselling Office provides confidential counseling and guidance to students facing personal, social, or academic difficulties. While the Student Counselling Office’s mandate covers general student well-being, it naturally extends to supporting those who may be victims of bullying, harassment, or discrimination by offering them a safe space to discuss their situation and seek advice or emotional support. These services ensure that a student reporting discrimination is not only filing a complaint but also has access to professional support and guidance during the process of resolving the issue.

For staff members, the Human Resources Department (HRD) serves a dual role of grievance handler and employee advocate. HR is explicitly charged with maintaining a positive work environment and monitoring ethical conduct across the institution [5]. Staff who feel subjected to discrimination can seek advice from HR on how to proceed with formal complaints (as noted in the Equality and Diversity Policy) [4]. HR professionals can guide employees through the grievance process or direct them to the appropriate policy (e.g. the Harassment and Bullying Policy or other relevant procedures) based on the nature of the complaint. This advisory role is highlighted in ASU’s policies: “Advice on the use of these procedures can be obtained from Human Resources and Student Services.” [4]. Moreover, HRD’s responsibilities include “providing a suitable work environment” and “oversee[ing] ethical matters across the institution” [5], which implies that HRD actively works to prevent discrimination and to support those who raise concerns.

Beyond these offices, ASU demonstrates support through its policy framework itself. The Equality and Diversity Policy and related regulations acknowledge the rights of students and staff to be treated with fairness and dignity. If someone is affected by discrimination, these policies mandate the university to respond appropriately. For instance, the policy states that any proven act of discrimination by a community member can lead to disciplinary measures “that may lead to termination or prosecution” of the offender [4]. This commitment to enforcement indirectly supports victims/complainants, as it shows the institution will back them by holding wrongdoers accountable.

In summary, ASU provides multiple layers of support for individuals reporting discrimination. Students have the Student Affairs and Counseling units to turn to for confidential support and formal complaint handling, and staff have the Human Resources Department as both a conduit for grievances and a protector of their rights. Both groups are further bolstered by a strong policy framework (covering equality, harassment, and whistleblowing) that not only prohibits unfair treatment but also offers guidance and protection throughout the complaint resolution process [2] [4]. These measures align with SDG 10’s goal of reducing inequalities by ensuring that anyone at ASU can report discrimination without fear and with the assurance of support and equitable treatment.

Conclusion

Applied Science University, Bahrain has instituted comprehensive policies to protect students and staff from discrimination and to safeguard those who report such issues. Grievance procedures are in place for both students and employees, providing clear avenues to raise complaints about unfair treatment or harassment. While student complaints are not accepted anonymously by policy, the university offers multiple confidential channels (in-person, email, SOS system) to encourage reporting [1]. For staff and other affiliates, ASU’s whistleblower provisions allow confidential disclosures and guarantee that no retaliatory action will be tolerated against good-faith complainants [2]. Importantly, ASU couples these procedures with support systems – notably Student Affairs (including counseling services) and the Human Resources Department – that advise and assist individuals through the process of filing complaints and dealing with the aftermath [5] [4]. The university’s official stance that “no kinds of discrimination, harassment, or bullying are tolerated” [1] is reflected not only in words but in the protective measures and support mechanisms it has implemented. These policies and resources collectively ensure that anyone who reports discrimination at ASU is protected from academic or employment disadvantage, affirming the university’s commitment to equality, fairness, and a safe academic workplace in line with THE Impact Rankings SDG 10.6.2 criteria.

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