Applied Science University Bahrain’s Non-Discrimination Policy

Applied Science University (ASU) in Bahrain demonstrates a strong commitment to SDG 10 (Reduced Inequalities) through clear policies against discrimination. In line with Times Higher Education (THE) Impact Rankings indicator 10.6.1, ASU has instituted formal policies to ensure an equitable, inclusive environment for all. These policies prohibit unfair treatment or harassment on the basis of religion, gender, age, sexuality, or other protected characteristics, thereby fostering a campus culture of respect and equal opportunity. This report examines ASU’s official Equality and Diversity Policy, its scope (covering both staff and students), the specific protected characteristics it enumerates, and related initiatives such as staff training and awareness programs that promote inclusion.

Equality and Diversity Policy Framework

ASU’s primary policy in this area is its Equality and Diversity Policy, which articulates the university’s commitment to providing a workplace and learning environment free from discrimination. The policy’s statement underscores ASU’s dedication to “create an environment where differences are valued and equality of opportunity is evident among all staff, students, and any stakeholder” [1]. In practice, this means ASU 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” [1]. No forms of prejudicial treatment are tolerated – the policy explicitly states that “no kinds of discrimination, harassment, or bullying are tolerated at the Applied Science University” [1].

This Equality and Diversity Policy is a formally approved document (initially issued in 2017 and updated in university handbooks) that serves as a foundation for related regulations. It defines key concepts such as “protected characteristics” and outlines impermissible behaviors termed “Types of Discrimination” [1]. The policy applies broadly across the institution: it covers academic and administrative settings alike and extends protection to every member of the university community. According to the policy, all ASU stakeholders – including employees, students, visitors, contractors, and service providers – are entitled to equality of opportunity and fair treatment [1].

To reinforce these principles, ASU has also developed specific guidelines and codes of conduct. The Staff Handbook, for example, embeds the university’s non-discrimination ethos in its Code of Ethics. It affirms ASU’s commitment to “a safe working environment within a framework of justice, equality and freedom from discrimination based on ethnic origin, sex and religion,” with merit and qualifications as the only bases for career advancement [2]. Likewise, the student handbook reiterates that all forms of discriminatory or harassing behavior are prohibited on campus, aligning student conduct expectations with the university’s equality objectives [1]. These documents ensure that both institutional policies and day-to-day practices reflect ASU’s anti-discrimination stance.

Scope: Policy Application to Staff and Students

A distinguishing feature of ASU’s non-discrimination policy is its comprehensive scope, explicitly covering both workplace (staff) and educational (student) contexts. The Equality and Diversity Policy is not limited to student affairs or academic settings; it is written to protect “all staff, students, and anyone associated with the University” [1]. In effect, this single policy framework addresses workplace discrimination (for faculty and administrative employees) and discrimination in student life (admissions, classroom, and campus activities). The policy extends to prospective community members as well – for instance, it protects job applicants, university visitors, and contractors on campus from unfair bias [1]. This all-encompassing approach ensures that the standards of equality and respect are uniform across the institution.

On the staff side, ASU’s Human Resources Directorate (HRD) is charged with implementing the non-discrimination policy for employees. University policy makes clear that any form of discrimination against an employee is unacceptable, and to that end ASU has “developed a policy to protect all staff members and thus ensure equal opportunities for any employee regardless of sex, race, ethnicity or disability” [3]. The Staff Handbook reinforces these protections by prohibiting workplace harassment or prejudicial treatment. It lists, for example, “harassing behaviour of any kind toward staff, faculty, students, applicants, visitors or other persons having official business at the University” as a serious misconduct offense, underscoring that staff must uphold a professional environment of mutual respect [2]. Employment decisions – from hiring and promotion to compensation – are expected to be made with transparency and impartiality, rooted in merit and free of bias [2].

On the student side, the same Equality and Diversity Policy applies with equal force. The Dean of Student Affairs holds responsibility for its implementation in student-related contexts, ensuring that student admissions, academic policies, and campus services adhere to principles of non-discrimination. All students at ASU enjoy the right to an educational experience free from prejudice or inequity. For example, ASU’s admissions and code of conduct policies explicitly ban discrimination or bullying among students. The Student Handbook declares that the university “will not discriminate on grounds of age, race, colour, nationality, ethnic origin, creed, gender, [or] disability” in providing an equal-opportunity environment for its student body. Moreover, students who believe they have been subject to unfair treatment can seek redress through formal channels (such as the student complaints procedure or disciplinary code), reflecting the institution’s commitment to address and remedy any discrimination that might arise [4]. By covering both staff and students under parallel standards, ASU ensures its anti-discrimination ethos permeates all facets of university life.

Protected Characteristics under ASU Policy

ASU’s non-discrimination policies enumerate a wide range of protected characteristics, aligning with international best practices and Bahraini legal standards. According to the Equality and Diversity Policy, the university “meticulously delineates protected characteristics – the inherent attributes of individuals which the University safeguards against discrimination” [3]. In summary, ASU prohibits discrimination on (but not limited to) the basis of:

• Age: No person is to be treated unfavorably due to age. The policy acknowledges that, while certain age-related distinctions (such as retirement provisions) may exist, different treatment must be justified by legitimate aims and not used as a pretext for unfair bias[4].
• Disability: Individuals with disabilities are explicitly protected. ASU not only forbids disability-based discrimination but also commits to reasonable accommodations. The policy expects anyone with a physical or mental impairment affecting daily activities to be supported; the University states it “will make reasonable adjustments to allow a member of staff who is disabled to carry out their duties effectively”[4]. Likewise, students with special needs are provided appropriate academic and physical support, as discussed later in this report.
• Marital Status and Family Circumstances: Marital status is listed as a protected trait. ASU’s policy even extends to related family circumstances – for example, it provides particular consideration for pregnancy and maternity. Women are granted their full rights during pregnancy and maternity leave, and the policy affirms that such arrangements “cannot be viewed by other employees as sex discrimination”[4]. New employees who are married are also given reasonable support to balance work and family life [4].
• Race, Ethnicity, or Nationality: The policy uses “race” broadly to include “colour, nationality and ethnic or national origins”[4]. Discrimination based on a person’s racial or ethnic background, skin color, or country of origin is strictly forbidden. This is particularly salient at ASU, which prides itself on having a diverse, multicultural campus with over 30 nationalities represented among its students and staff [5]. The university’s culture is described as “truly cosmopolitan with respect being at the heart of how we deal with each other” in such diversity [5].
• Religion or Belief: ASU protects individuals of any faith (or no faith) from discrimination. “Religion” in the policy “includes any religion” as well as lack of religion[4]. This means that whether a person is Muslim, Christian, Hindu, or belongs to any other belief system (or is non-religious), they are entitled to equal respect. No academic or employment decision can lawfully be influenced by an individual’s creed or worship practices.
• Gender and Sex: The policy explicitly mandates gender equality. “Both men and women are treated equally and protected under this policy,” it declares[4]. Discrimination on the basis of sex – against women or men – is not allowed in hiring, promotions, student admissions, or any university activity. ASU’s commitment to gender equality is also reflected in its support for initiatives like Bahraini Women’s Day (discussed below) and in its gender-balanced approach to opportunities. Notably, ASU has achieved near parity in its student population and actively promotes women’s empowerment in higher education [3].
• Sexual Orientation: Although some earlier policy documents did not overtly mention it, ASU’s stance has evolved to explicitly protect individuals from discrimination due to sexual orientation. In an official university publication, ASU affirms it “will not discriminate on grounds of … creed, gender, sexual orientation, disability, health or marital status” for any member of its community[6]. This inclusion of sexual orientation in the list of safeguarded traits underscores that the university’s equal opportunity principles extend to everyone, regardless of whom they love. All employees and students, including LGBTQ+ members of the community, are to be treated with the same dignity and rights under university policy.
• Health Status: ASU even lists health conditions as a protected category. This suggests that individuals with chronic illnesses or particular health needs must not face bias. For instance, a staff member with a medical condition or a student with a health issue should be accommodated and not excluded from opportunities due to their health status[6].
• Other Statuses: In addition to the above, the policy mentions “unfair dismissal” as a concern[1], implying that terminating employment without fair cause or in a discriminatory manner is prohibited. While this is more a consequence than a personal characteristic, its inclusion signals that any dismissal must be based on just, non-discriminatory reasons. Furthermore, ASU’s policy framework guards against both direct discrimination and more subtle forms like indirect, associative, or perceptive discrimination [4]. In other words, the university prohibits not only overt unequal treatment, but also practices that disproportionately disadvantage a protected group, guilt by association (e.g. bias against someone because their friend or family belongs to a protected class), or discrimination based on assumptions about a person’s identity [4].

By clearly codifying these protected characteristics, ASU’s policy aligns with global standards of non-discrimination and ensures comprehensive coverage. The breadth of traits – from age and gender to religion, ethnicity, and sexual orientation – demonstrates that ASU recognizes the diverse dimensions of inequality and has taken steps to address each within its community. The International Quality Review (IQR) of ASU (2022) commended this approach, noting that “ASU’s policies guard against discrimination and intolerance” and that “the Equality and Diversity Policy lists and describes the categories of potential discrimination against which the policy guards, including age, disability, marital status, family circumstances, race (colour, ethnicity, or national background), religion or belief, and gender” [7]. This external validation confirms that the university’s anti-discrimination provisions are both robust and transparent.

Implementation and Inclusion Initiatives

Having a policy is only the first step; ASU also actively implements these principles through training, procedures, and events that promote an inclusive culture. The responsibility for upholding the Equality and Diversity Policy is shared across the institution. The policy assigns specific duties to various officers and bodies: for example, the University President holds ultimate oversight to ensure “the commitments within this policy are fulfilled,” the Human Resources Directorate (HRD) is tasked with applying the policy for staff, and the Dean of Student Affairs is responsible for students [4]. Each college dean and department head must also promote equality and eliminate discrimination in their respective units [4]. To support these responsibilities, ASU ensures that all staff receive appropriate equality and diversity inclusion training as part of their professional development [4]. This regular training sensitizes employees to issues of bias, harassment, and cultural sensitivity, thereby helping prevent discriminatory incidents before they occur. In parallel, new students are made aware of the university’s zero-tolerance stance on discrimination during orientations and via the Student Handbook. ASU’s grievance mechanisms are in place so that if any staff or student does experience discrimination, they can report it: staff can file complaints through the HR grievance procedure, and students through the formal Code of Practice on Complaints and Discipline [4]. These structures ensure that allegations are taken seriously and addressed promptly, reinforcing the message that inequitable treatment has no place at the university.

Beyond policy enforcement, ASU actively promotes awareness and inclusion through various initiatives and public events. One notable example is ASU’s celebration of Bahraini Women’s Day. Each year, Bahrain honors women’s contributions on December 1st, and ASU participates enthusiastically. In 2024, for instance, the College of Law hosted “an academic seminar emphasizing the important role of Bahraini women in national development” as part of the national Women’s Day celebrations [8]. During this event, speakers discussed women’s political rights and legal protections, and a vigorous discussion with attendees highlighted a “strong sense of awareness” regarding gender equality issues on campus [8]. Such events not only educate the university community on gender equity and women’s empowerment, but also publicly demonstrate ASU’s commitment to these values. Similarly, ASU marks International Women’s Day each March; for example, the Deanship of Student Affairs has organized workshops on women’s roles and entrepreneurship, often in collaboration with the ASU Women’s Club and Student Council [9] [10]. These activities celebrate the achievements of female students and staff and encourage dialogue on remaining challenges, aligning with the university’s equality objectives (and SDG 5 on Gender Equality).

ASU also undertakes initiatives for inclusion of persons with disabilities (referred to in Bahrain as “people of determination”). The university strives to make campus accessible and supportive for students and staff with special needs. Architecturally, ASU has invested in infrastructure such as ramps, elevators, accessible restrooms, and reserved parking to accommodate individuals with physical impairments [11]. There is a dedicated Student Counselling Office and Special Needs Support team that coordinates assistance for any student with a disability or learning difficulty [11]. In a recent forum on people of determination, an ASU faculty member presented how the university aligns with national laws to empower students with disabilities, highlighting that “the university welcomes students with special needs” and is “committed to ensuring strict confidentiality in the records of students with special needs”, as well as providing equal opportunities for their success [12]. The university has emphasized that persons with disabilities have “equal opportunities to get quality education” at ASU, and it is continuously looking to improve accessibility and inclusion measures [12]. In 2023, ASU even fully equipped a new building specifically to accommodate students with mobility challenges, ensuring “all necessary facilities are in place for their convenient and easy access to classrooms and offices” [13]. Academic and administrative staff receive guidance on supporting students with disabilities, and assistive technologies (like screen readers, audio aids, and specialized software) are provided when needed [13]. These efforts illustrate ASU’s proactive approach to living its “equal opportunity for all” credo in practical terms.

Finally, ASU fosters a campus climate of intercultural appreciation through its diverse community and intercultural events. With over 30 nationalities at ASU, the university hosts cultural exhibitions, international student days, and partners with organizations like the Bahrain Businesswomen’s Society on events (e.g. celebrating International ICT Day with a focus on women in technology) [14]. The Vice President of Academic Affairs has noted pride in ASU being “home to outstanding students from more than 28 nations,” underscoring that “we embrace diversity, equity, and inclusion” as core institutional values [5]. This ethos is embedded in extracurricular programming and student life — from multicultural clubs to observances of UN diversity days — all contributing to awareness and respect for different backgrounds.

In summary, ASU’s policies against workplace and campus discrimination are not just words on paper; they are actively put into practice through training, clear procedures, and inclusive initiatives. The university leadership’s support for these measures, combined with community engagement in events that celebrate diversity (gender, cultural, or ability-related), helps ensure that ASU remains an environment where everyone – regardless of religion, gender, age, sexuality, or any other personal characteristic – is both protected and valued. This comprehensive approach aligns directly with THE Impact Ranking SDG 10.6.1, evidencing that ASU has a robust anti-discrimination policy and a campus culture committed to reducing inequalities [7] [8].

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