Sustainable Development Goal 8 (SDG 8) emphasizes the importance of promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. In Dubai, a rapidly growing and diverse city, achieving this goal is vital for fostering economic prosperity and ensuring that workers are treated fairly and without discrimination.

Decent Work and Economic Growth in Dubai:

Dubai is known for its dynamic economy and thriving job market, which attracts a diverse workforce from around the world. The government of Dubai has implemented various policies and initiatives to promote economic growth and provide decent work opportunities for all residents. This includes labor laws that safeguard workers’ rights, stimulate job creation, and ensure fair labor practices.

CUD’s Commitment to Fair Employment Practices:

The Canadian University Dubai (CUD) is dedicated to upholding fair employment practices and promoting decent work within its institution. Here’s how CUD ensures that its employees are treated fairly and without discrimination:

Equal Opportunity Employment: CUD provides equal employment opportunities to all individuals, irrespective of their gender, nationality, religion, or background. The university adheres to non-discrimination policies and practices in its hiring processes.

Diversity and Inclusion: CUD values diversity and fosters an inclusive work environment where employees from diverse backgrounds feel respected and valued. The university promotes a culture of inclusion through training, awareness campaigns, and diversity initiatives.

Fair Compensation: CUD offers competitive compensation packages that are fair and commensurate with the skills, experience, and responsibilities of its employees. The university ensures that employees are compensated fairly for their work.

Workplace Safety: CUD prioritizes workplace safety and adheres to occupational health and safety standards to create a safe and healthy work environment for all employees.

Professional Development: The university supports the professional development and growth of its employees by offering training, workshops, and opportunities for career advancement.

Employee Well-Being: CUD promotes employee well-being through initiatives like employee assistance programs, health and wellness benefits, and work-life balance policies.

Non-Discrimination and Harassment Policies: CUD has clear policies in place to prevent discrimination, harassment, and any form of unfair treatment within the workplace. Employees are encouraged to report any concerns, and appropriate actions are taken to address them.

By adhering to these principles and practices, the Canadian University Dubai ensures that its employees are treated fairly and without discrimination. In doing so, the university contributes to the broader goal of promoting decent work and economic growth in Dubai, fostering a work environment where individuals can thrive professionally and contribute to the city’s continued success.

MINISTERIAL RESOLUTION NO.(598) OF 2022 CONCERNING THE WAGES

PROTECTION SYSTEM

The Minister of Human Resources & Emiratization Having perused:

Federal Law No. (1) of 1972 on the competencies of the Ministries and Powers of the Ministers and amendments thereof,
Federal Decree-Law No. (33) of 2021 concerning Regulation of Labor Relations and its Executive Regulations and its executive regulations issued pursuant to Cabinet Resolution No. (1) of 2022
Cabinet Resolution No. (21) of 2020 concerning service fees and administrative fines at the Ministry of Human Resources and Emiratization
Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (346) of 2022 concerning the amendment of certain provisions of Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (209) of 2022 concerning the classification of establishments under the third category
In pursuance of public interest

The Minister of Human Resources & Emiratization Having perused:

Federal Law No. (1) of 1972 on the competencies of the Ministries and Powers of the Ministers and amendments thereof,
Federal Decree-Law No. (33) of 2021 concerning Regulation of Labor Relations and its Executive Regulations and its executive regulations issued pursuant to Cabinet Resolution No. (1) of 2022
Cabinet Resolution No. (21) of 2020 concerning service fees and administrative fines at the Ministry of Human Resources and Emiratization
Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (346) of 2022 concerning the amendment of certain provisions of Ministerial Resolution No. (43) of 2022 concerning the Wages Protection System
Ministerial Resolution No. (209) of 2022 concerning the classification of establishments under the third category
In pursuance of public interest

Article (1)

In accordance with Article 16 of the Executive Regulations of the Federal Decree-Law No. 33 of 2021 referred to above, all establishments registered with the Ministry are required to pay their employees’ wages on the due date. Depending on the system in place, this could be accomplished through the Wages Protection System, or through any other system approved by the Ministry. Employees shall receive their wages on the first day of the month following the registered payday specified in the Employment Contract. A wage shall be paid at least once per month, if no such date is specified therein.

Employers who fail to pay wages to their employees within 15 days of the due date will be considered late, unless the Employment Contract provides otherwise.
Establishments must provide and submit all documentation required to prove the payment of wages.

Article (3)

This is without prejudice to the right of all employees to receive their agreed wages:

The establishment is considered compliant with wage payment requirements if more than 80 percent of the total wages of eligible employees are transferred according to their type of employment.
If a legal deduction has been made, the Employee is deemed to be a recipient of wage if 80 percent or more of the registered wage has been received, provided that evidence of such deduction is provided upon request.

Article (4)

This is not an official Translation An Employer who grants a leave without pay to an employee must notify the Ministry in accordance with the appropriate channels and procedures, stating the duration of the leave.

Article (5)

Wages Protection System (WPS) compliance requirements are not applicable to the following categories of employees:

Employees with wage-related labor complaints referred to the judiciary
Reported absconding employees
New employees, within thirty (30) days of the due date
Employees who receive unpaid leave during their leave period shall be exempt from this requirement, provided that supporting documentation is submitted to the Ministry.
Sailors working on board ships. Employers are responsible for submitting an application to the Ministry.
Foreign employees receiving wages outside of the country while working in foreign establishments or branches within the country, provided that the employee’s consent has been obtained and that the employer has submitted an application to the Ministry.

Article (6)

The following establishments are excluded from the Wage Protection System (WPS) requirements:

Fishing boats owned by nationals
Public taxis owned by nationals
Banks
Houses of worship (religious institutions) Article (7) A guide containing the procedures for implementing the provisions of this resolution shall be issued by the Undersecretary for Human Resources Affairs.

Article (8)

This is not an official Translation Ministerial Resolutions No. (43) and (346) of 2022 referred to are hereby repealed, in addition to any provisions inconsistent with those contained in this resolution.

Article (9)

This resolution shall be published in the Official Gazette and shall come into force from the date of its issuance.

Anti-discrimination laws and policies

The UAE has several laws in place that aim to prohibit discrimination and hatred on the basis of caste, race, religion or ethnic origin. Further, there are laws to protect the rights of people of determination (those with special needs) and laws for equal pay to women.

Anti-discrimination/Anti-hatred law

In July 2015, the late H. H Sheikh Khalifa, the then President of the UAE issued Federal Decree Law No. 2 of 2015 (PDF, 450 KB) on Combating Discrimination and Hatred, which aims to protect everyone in the UAE and thus bring the concept of social security to a new level. The law aims to fight discrimination against individuals or groups based on religion, caste, doctrine, race, colour or ethnic origin. Read more on UAE Anti-discrimination/Anti-hatred law.

UAE Labour Law

Article 4 of the UAE Labour Law, on equality and non-discrimination prohibits forced labour and discrimination on the basis of gender, race, colour, sex, religion, national or social origin or disability.

Article 30 of the same law prohibits termination of women’s employment because of her pregnancy.

Laws on equal wages for women and men

In 2018, the UAE Cabinet approved a law on equal wages and salaries for women and men.

Article 4 of the UAE Labour Law provides that the female worker shall be granted a wage equal to that as the man is earning if she were performing the same work.

Federal Law No. 29 of 2006

Federal Law No. 29 of 2006 protects the rights of people of determination. Article 12 of the law provides: the country guarantees people with special needs equal opportunities in education within all educational, vocational training, adult education and continuing education institutions in regular classes or special classes with the availability of curriculum in sign language or Braille and or any other methods as appropriate.

No discrimination against people of determination in public and private sectors

Resolution No. 43 of 2018 in support of the ‘people of determination’ aims to support the rights of ‘people of determination’ in the field of employment by enabling access to opportunities in the labour market.

The resolution requires concerned government entities to protect the rights of ‘people of determination’ and to ensure their right to work on an equal basis with others and not to be discriminated against.

The resolution stressed the need to provide working and health conditions for ‘people of determination,’ and not to terminate their services or refer them to retirement due to disability or its occurrence after appointment, unless retirement age is reached or a competent medical committee decision states they are not fit to work.

Further, it stipulates that the private sector should be encouraged to integrate ‘people of determination’ into their institutions and grant them exemptions and privileges.

People of Determination protection from abuse policy

The UAE’s People of Determination Protection from Abuse Policy condemns all forms of abuse and neglect of people of determination. Abuse and neglect involves depriving people of determination of their basic right to care, rehabilitation, medical care, recreation or community integration. It also condemns using such people to get material profits and not spend on them.

Law on Domestic Workers

Federal Decree Law No. 9 of 2022 Concerning Domestic Workers (PDF, 806 KB) regulates the recruitment and employment of domestic workers in the UAE. It prohibits the following:

the employment of anyone under the age 18
discrimination on the basis of race, colour, gender, religion and nationality
sexual harassment, whether verbal or physical
forced labour or trafficking
exposure to physical harm
assignment of tasks that are not covered under the contract.

Read more about domestic workers regulations.

Discrimination (Employment and Occupation) Convention, 1958

The UAE is a signatory to the Convention concerning Discrimination in Respect of Employment and Occupation. The convention requires signatories to pursue a national policy designed to promote equality of opportunity and treatment in respect of employment and occupation, with a view to eliminating any discrimination in respect thereof.

UAE Anti-Discrimination/ Anti Hatred Law

Legislation and Gender

Constitution

The Constitution of the UAE ensured women rights and enshrined the principle of equality between men and women in line with their respective natures, upholding their access to education, jobs, social and health benefits, and holding government offices. Women also enjoy the same legal status, claim to titles, access to education, the right to practice professions, and the right to inherit property as men.

Discrimination in Work Place

UAE committed to gender equality in the workplace

NAMA Women Advancement Establishment (NAMA) has reinforced its call for collective and tangible actions to further support gender-responsive businesses to make significant steps on women’s economic participation.

The exclusive panel discussion in partnership with the Pearl Initiative, entitled ‘Promoting Business Sustainability Through Women in Leadership’ hosted recently at the Women’s Pavilion in Expo 2020 Dubai, was attended by over 30 leading CEOs and business leaders in the Gulf who emphasized the need for developing competencies, allocating resources, strengthening accountability, and setting gender equality objectives. Members on the panel included Patrick Chalhoub, Group President, Chalhoub Group; Muna Al Gurg, Director of Retail, Al Gurg Group; Dr. Patrick Allman-Ward, CEO of Dana Gas; and Huda Al Lawati, Founder and CEO, Aliph Capital.

Panel members outlined strategic business opportunities and meaningful and sustainable change that could be unlocked by enhancing gender equality in the workplace. The panel also stressed the importance of monitoring and assessing progress to ensure the sustainable implementation and enforcement of gender mainstreaming strategies.

During the 90-minute discussion, moderated by Ranya Saadawi, Executive Director at the Pearl Initiative, NAMA urged leaders in the private sector to drive value for business and society by boosting gender parity in leadership and decision-making through this discussion which was held at Expo 2020 Dubai. Business leaders in the Gulf region and other participants were encouraged to shape sustainable pathways to help create an environment where women can achieve their full potential. In a keynote address, Reem BinKaram, Director of NAMA, commended the UAE for its strong commitment to gender equality and dedicating an entire pavilion to women for the first time in the history of a World Expo. Stating that change starts from the top, the NAMA Director, applauded the efforts of Sheikha Jawaher Bint Mohammed Al Qasimi, wife of the Ruler of Sharjah, and Chairperson of NAMA, for her strong conviction that women and men are equal partners and contributors in the nation-building process and that achieving gender equality was essential to boost productivity and growth and support economic resilience.

BinKaram said, “Investments in women have a multiplier effect, as women are more likely to reinvest in education, health, and economic activities at the community level.”

“A diversity of perspectives is key to decision making, and the qualities that women have enriches the debate and discussion, particularly of risk management,” stated Dr. Patrick Allman-Ward, CEO of Dana Gas, welcoming the growing awareness of the impact of diversity in the workplace.

‘The perception of the oil and gas industry as being primarily tech-driven and STEM-oriented is a significant barrier impacting women’s entry into this sector’, he further noted, adding that ‘women must be encouraged to take up STEM subjects.

“At Dana Gas, we also offer internship opportunities for six female students every year to gain a first-hand and holistic experience in this industry, and we are beginning to see the talent pool starting to come through in the system. Incidentally, our last two technical directors have been women.”

Huda Al Lawati, Founder and CEO of Aliph Capital, cited the lack of adequate role models as a prominent barrier in women’s advancement in the upper levels of financial services companies. “Women and men begin their careers at parity, but along the way, we find a drop in the number of women advancing to the next level. In private equity, for instance, only 9 per cent of women are in senior leadership positions globally while in venture funding, it is less than 5 per cent.”

Calling for greater diversity in the industry, Lawati added that the financial crisis of 2008 demonstrated the ability of women to think in the long-term as women in high positions in financial institutions fared better globally.

Representing the fashion and beauty industry where more than 70 per cent of consumers globally are women, Patrick Chalhoub, Group President of the Chalhoub Group, described how his organisation had strongly anchored diversity and inclusion policies as a guiding principle in all its procedures and practices.

“The Group was founded 65 years ago by my mother Widad Chalhoub in partnership with my father Michel Chalhoub, therefore women in decision making have always been part of our Group’s DNA.”

Emphasising the role of unconscious gender bias as a significant barrier to women’s career advancement, Chalhoub said that ‘solutions to navigating such challenges lay in setting clear diversity goals, administering Group-wide culture surveys to hear from our people, measuring the progress over time and fostering transparency by continuously evaluating actions and reporting.

“I am a firm believer in the incredible value that diversity brings to the table. We are building a servant leadership culture to nurture women and men alike and gender parity is one of our 3 focus areas. Our continuous efforts in breaking down systemic barriers and attracting women to diverse roles have led to a growth of 44 per cent women in middle and senior leadership and 20 per cent in top leadership positions across the organisation.”

Muna Al Gurg, Director of Retail, Easa Saleh Al Gurg Group described her organisation’s successful experience of using a toolkit by the 30 per cent Club – a global campaign that advocates for women to advance to C-level management. “The campaign seeks to get at least 30 percent women represented in the organisation, and the toolkit is an ideal way to develop a customised strategy for your firm.”

She added: “Our goal now is to double the number of women in our organisation, and to get more men invested in the idea of improving gender diversity.”

NAMA’s ongoing efforts towards creating a level playing field for women in the economy, led to the recent launch of a ‘Women’s Inclusion Toolkit’, developed under its Irtiqa platform. The action-oriented and practical toolkit enables businesses in the Mena region (and beyond), to take planned action in applying gender responsive practices to advance women’s equality in the workplace. Through a series of stimulating debates, discussions, and impact-driven workshops at Expo 2020 Dubai, Irtiqa will continue to provide actionable solutions to take forward NAMA’s efforts in fostering gender inclusive societies.

CUD Workplace Discrimination, Harassment and Bullying Policy

CUD strives to maintain a supportive, civil workplace, one in which employees treat each other with respect and dignity. In keeping with its values, CUD prohibits and does not tolerate workplace discrimination, harassment or bullying against or by anyone in our community – faculty, staff, students, or anyone else who is working on campus or visiting. Workplace discrimination, harassment and bullying are prohibited on campus and at any CUD-sponsored event whether on- or off-campus. If CUD determines that discrimination, harassment or bullying has occurred, the person found to have engaged such conduct may be subject to discipline up to and including termination.

CUD is committed to principles of free speech and upholding the principles of academic freedom. This policy is not intended to restrict reaching methods or freedom of expression, nor will it be permitted to do so. Harassment or discrimination prohibited by this policy is not a proper exercise of academic freedom.

What is workplace discrimination or harassment?

Workplace discrimination occurs when someone in a legally protected class is treated adversely with respect to their participation in the workplace. Workplace harassment is conduct that relates to an individual’s membership in a legally protected class and that is so offensive, severe or pervasive that it interferes with an individual’s participation in the workplace. Such conduct is illegal under federal and state laws, and violates this policy.

Sexual harassment is a type of illegal workplace discrimination and harassment and is addressed in a separate Sexual Harassment Policy.

There are some important terms in the definition of workplace discrimination and harassment, which are important to understand:

A protected class means a personal characteristic that is protected by law. This includes race, color, national origin, religion, creed, sex, sexual orientation, gender identity and/or expression, marital status, age, citizenship status, disability, genetics, military or veteran status, choice of health insurance, or any other characteristic protected by law.
Participation in the workplace includes all aspects of being an employee at CUD. This includes recruitment, hiring, performance reviews, training, development, promotion, demotion, transfer, compensation, benefits, educational assistance, layoff and recall, participation in social and recreational programs, termination, and/or retirement.

Examples of conduct that might be considered workplace harassment include ethnic slurs, racist comments or jokes, displays of offensive pictures, or any other verbal, visual or physical conduct based on one of those protected characteristics. These are only a few examples of workplace harassment; other behavior that relates to an individual’s membership in a protected class may also be considered workplace harassment.

What is bullying?

Bullying also violates CUD’s values of respect and community and is also prohibited. Like workplace harassment, bullying is conduct that is so offensive, severe or pervasive that it interferes with an individual’s participation in the workplace. However, bullying can occur to anyone and is not based on someone’s membership in a legally protected class. Examples of bullying include verbal abuse, use of denigrating language, or physical intimidation. Bullying can occur face-to-face, in a group setting, through social media or email, or through gossip.

What to do if workplace discrimination, harassment or bullying occurs to you?

If you believe that you have been subjected to workplace discrimination, harassment or bullying, let someone know! If someone at CUD in a position to help is not aware of the problem, we can’t make sure the behavior stops and does not recur. There are several ways discrimination, harassment and bullying can be addressed:

Talk to someone, such as your supervisor, division head, HR Business Partner or the Canadian University Dubai. These individuals can provide guidance and coaching on how to approach the person engaging in the unwanted behavior, or they can counsel you on how to proceed in other ways. These people may have additional information and may be a source of support.
Talk to the person engaging in the behavior, only if you are comfortable doing so. Explain that their behavior makes you uncomfortable or is offensive and that you want it to stop. In some cases, the person is not aware that their behavior is inappropriate or causing offense. However, not everyone is comfortable having such conversations, so don’t worry if you would prefer not to go this route.
File a report of discrimination, harassment or bullying by following the procedure set forth in How to Report Sexual Harassment or Workplace Discrimination, Harassment, or Bullying. When you file a report, you can either request informal assistance or a formal investigation, as explained in that document. Reports of bullying will be addressed by Human Resources.
File an external complaint (for unlawful workplace discrimination or harassment). While employees are encouraged to report and resolve workplace discrimination and harassment complaints internally, employees may file a formal complaint with either or both of the government agencies listed below within their mandated timeframes.

To develop the Workplace Discrimination, Harassment and Bullying Policy, the university relied on the labor laws of the UAE. CUD supports government laws and promotes them at the university to improve the working lives of its employees.