Does your university as a body have anti-discrimination and anti-harassment policies?
Tolerance Document for Employees in Education System to denounce Discrimination and Hate
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
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 individualās membership in a legally protected class and that is so offensive, severe or pervasive that it interferes with an individualās 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 individualās membership in a protected class may also be considered workplace harassment.
What is bullying?
Bullying also violates CUDās 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 individualās participation in the workplace. However, bullying can occur to anyone and is not based on someoneās 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 canāt 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 donāt 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.Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā Ā
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.
Combating discrimination and hate
Federal Decree Law No. 2 of 2015
Article 1
In applying the provisions of this Decree, the following terms and phrases shall have the meanings assigned against each of them, unless the context requires otherwise:
State: The United Arab Emirates State.
Religions: The divine religions; Islam, Christianity and Judaism.
Places of worship: Mosques, churches and temples.
Blasphemy: Means any act of insulting or showing contempt for God, to religions, prophets or messengers, holy books or places of worship according to the provisions of this Decree Law.
Discrimination: Any distinction, restriction, exclusion or preference among individuals or groups based on the ground of religion, creed, doctrine, sect, caste, race, colour or ethnic origin.
Hate Speech: Any speech or conduct which may incite sedition, prejudicial action or discrimination among individuals or groups.
Means: The Internet, telecommunication networks, electronic websites, industrial materials, means or information technology or any other means of audio-visual and print.
Means of Expression: Any words, writings, drawings, signals, filming, singing, acting or gesturing.
Article 2
Without prejudice to any other greater penalty specified by any other Law, the penalties referred to in this Decree Law shall be applied to the crimes mentioned therein.
Article 3
No words or action which may incite to commit the crime of blasphemy or defamation of religions contrary to the provisions of the present Decree Law may be debated on the right of freedom and expression.
Article 6
Any person, who commits any act of discrimination of any form by any means of expression or by any other means, shall be sentenced to imprisonment for a period not less than five years, and by a fine not less than five hundred thousand dirhams and not exceeding one million dirhams or either one of these two penalties.
Article 11
Any person who produces, manufactures, promotes, offers for sale or circulates products, goods, publications, recordings, movies, tapes, discs, software, smart applications or information in the field of electronic service or any other industrial materials or other things involving the means of expression, which may incite to commit blasphemy, or provoke discrimination or hate speech, shall be sentenced to imprisonment for a period not exceeding seven years and to a fine of not less than five hundred thousand dirhams and not exceeding two million dirhams.
CUD Produces Song for Dubai in Collaboration with GEMS School
Students from GEMS school accompanied by CUD staff recorded a song, celebrating the diversity of Dubai titled āYouāre Dubai.ā
The song was written by Dr. Franziska Apprich, Assistant Professor and Head of Learning Zones and Incubation in CUD, in collaboration her Communications students.
The recording of the song is a follow up to an initiative in early October when students from the Communications Department worked closely with GEMS students on the subject of bullying. During their classes the GEMS students wrote and recorded lines about anti- bullying.
The students were so impressed by the creativity of the students that they felt motivated to prolong the relationship and as a result encouraged Dr. Fran to pen a song.
The song was recorded by the GEMS School Choir āResonanceā, under the supervision of music teacher Olivia Shields and, music coordinator Danielle Boylan. The choir was accompanied by members of staff from CUD.
The song is about the beauty and innovation of Dubai and how it has given us all a home. Weāre all part of Dubai and are happy to be living in this peaceful and tolerant place.
Many of our students have been born in Dubai and consider this to be their home. Every time Fran comes into a classroom she is reminded of the diversity and beauty of Dubai.
Dr. Fran expressed the hope that the song would receive the maximum exposure through Radio and Social media as she felt that many people share the values of the song and music video.
The song is the end product of an initiative between CUD and Gems School addressing issues around bullying and examining strategies for coping.
Speaking on behalf of the GEMS School, Thomas Nelson, Head of Emerald House and Physical Education teacher who originally invited CUD to participate in the anti-bullying campaign said that it was important to encourage students to acquire confidence when discussing issues around bullying in the classroom, making it easier for students to talk about bullying issues when they happen, and also providing a better understanding of why they happen and how people are affected.
We wanted to establish a link with The Canadian University of Dubai and with the help of Dr. Fran and her students, we were able to work together to deliver songwriting workshops that allowed our students to express their feelings and experiences around the theme of prejudice and discrimination.
For the future, our ambition is to ensure that this awareness and message remains a focal point at the Academy throughout the academic year. As a school we know we have made a positive difference to our students in recognizing, reporting and responding to bullying.
Day for the Elimination of Violence Against Women
Canadian University Dubai (CUD) has marked the United Nationsā International Day for the Elimination of Violence against Women with an event to raise awareness of the important global issue.
Speaking at the event were Dr. Louise Lambert, Assistant Professor in the School of Liberal Arts & Sciences, and Lina Khalife, founder of SheFighter, the first self-defence studio for women in Jordan and the Middle East.
Gathering together both male and female students, faculty and staff, the event sought to reinforce the UNās message about the incidences and threats surrounding rape, domestic violence, harassment and other forms of violence against women.
International Womenās Day Workshop Discusses Sexual Harassment at Work
Dubai, March 8, 2016: Dr. Louise Lambert, Assistant Professor of Psychology and Ethics at Canadian University Dubai (CUD) advised people facing sexual harassment in the workplace to āspeak upā and report the matter to concerned authorities when they feel the āline has been crossedā.
Speaking at a workshop on āSexual Harassment at Workplaceā at the university on the eve of International Womenās Day, Dr. Lambert gave an overview of common examples of sexual harassment, common responses, ways of extricating oneself from a situation and the role of HR in handling such issues.
Focusing mainly on student-faculty cases of sexual harassment, she recommended taking a firm line from the start when contracted with āunwanted attentionā by way of emails, looks, phone calls, notes, gestures, touch or presence beyond the necessary.
āIt is important to speak up. If a student is inappropriate with faculty, the right approach is to demonstrate who the boss is. If the harassment persists, it should be reported. It is also important to document and keep records of emails and other evidence, as such cases may escalate,ā she said.
Dr. Louise also underlined the role of HR in creating an environment in which victims will be heard and believed and the case resolved. This should be backed up by proper policies and complaint mechanisms, code of conduct and awareness programs. In some cases, disciplinary action should be taken to resolve particular cases.
The audience, comprised of faculty and students, raised a number of pertinent issues particularly those prevailing in a university environment and recounted their experiences in facing cases of sexual harassment.
Dr. Louise said sexual harassment at universities was more common than generally admitted. She pointed out that some faculty hesitate to speak up because they want to be nice, donāt want to cause trouble, are not comfortable in being assertive, are troubled by a history of not being believed or are under the mistaken belief that such issues are normal for women.
Speaking on behalf of Canadian University Dubai, Hennie Ferreira, HR Director, assured faculty that the university has systems in place to tackle cases of sexual harassment, for the benefit of faculty as well as students. There is a strict code of conduct and the university is ready to take disciplinary action when a particular situation demands, he added.