Sustainable Development Goal8(SDG8) aims to promote economic growth and decent work for all. Economies grow when more workers have access to jobs and when workers are more productive. The COVID-19 pandemic has considerably impacted employment opportunities in countries around the world. SDG8 promote inclusive and sustainable economic growth, employment and decent work for all. Sustained and inclusive economic growth can drive progress, create decent jobs for all and improve living standards. COVID-19 has disrupted billions of lives and endangered the global economy.

In line with SDG8, one of the six national priorities of the UAE’s National Agenda 2021 is transitioning to a ‘knowledge-based economy’ In practice¨ this signifies promoting innovation and research, supporting high value-adding sectors and strengthening the regulatory framework for key sectors. The Ministry of Human Resources & Emiratization (MOHRE) is responsible of transforming the job market in the UAE into an attractive market for Emirati talent. To do that, MOHRE has focused on developing a system of policies, standards but also institutional partnerships to empower the Emirati labor force, protect the work environment whilst reinforcing innovation.

Canadian University Dubai supports the 2030 vision specifically the SDG8, since economic growth, decent work and work for all is essential to create sustainable societies, CUD offers frequent work opportunities, carries out activities that benefit the workplace of employees and staff members creating fun spaces, CUD promotes the rights of employees and has several policies that comply with and help employees protect their rights as workers. CUD every year creates new strategies to contribute to SDG8.

University Relevant Events

The newly launch Potential Adaptive Child Education (PACE) Centre has quickly established itself as an alternative to traditional Special Education Needs (SEN) provision as it sets out to celebrate and nurture the unique talents of every student in its care. The Centre, located in Umm Suqeim, is part of the Dubai Education portfolio that also includes Canadian University Dubai (CUD). Set in a colorfully engaging physical environment, students are challenged to learn to comfortably transition between academic classes and their special classes, which might include art, music, play therapy, computer science, and physical education, so that staff can tap into and nurture their individual skills and abilities.

Director Dr. Jaclyn Fowler reveals, “Our mission is to serve young people with special needs by creating opportunities for all our students to live their fullest, most joyous lives. We do this by operating within systems approach where, for example, therapy and learning are combined in a seamless whole, not in isolation one from the other, so that therapy and learning inform and enhance one another.” The Centre bring together teachers, therapists, learning support professionals, parents, and the wider community to play a collective role in creating a program that provides safe and outward-looking circles of care and life opportunities for students.

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In collaboration with Friends of Cancer Patients (FoCP) moral support program, Canadian University Dubai (CUD) visited children with cancer and other diseases to help improve their lives. Taking place at the Dubai Hospital, the activity was intended to spread happiness and positivity among the hospital’s young patients.

A main part of the visit was a live professional balloon twister presented by the UAE entertainment organization ‘Kiducation Parties’, with their imaginative creation of animals, hats, and cartoon characters; bringing smiles and laughter to children’s faces and to the faces of their parents. The uplifting performance was followed by a stack of different presents where children had the choice of choosing one or more toys to keep. The entire visit was full of smiles and laughter, interacting with every child to ensure they are entertained and happy.

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A team of students from Canadian University Dubai (CUD) is working to unite the deaf and non-deaf communities in the UAE through the creation of an innovative mobile application, as part of an initiative to promote social responsibility. The app, known as Efhamni – ‘understand me’ in English – aims to help deaf people of all ages to communicate, by teaching them the fundamentals of Emirati sign language. The project was conceived in response to research by the team, which found that families with deaf children tend to adopt more informal methods of communication that might limit the child’s potential to engage with wider society.

The team plans to create a simple interface with seven symbols representing basic topics including food, clothing, sport and places, each with a selection of video tutorials for sign-language that relates to the theme. Team member Hira Abdul Bari explained, “Our ultimate aim is to spread awareness of sign-language by creating a simple app that helps deaf people communicate about the routines of everyday life. We have collaborated with sign-language professionals to help ensure that the app will make a real difference and hopefully contribute to a better future for members of the deaf community”.

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University Strategy/Procedure/Policy

Canadian University Dubai aims with its employees to achieve higher levels of economic productivity through diversification, technological upgrading and innovation, including through a focus on high-value added and labor-intensive sectors. CUD plays a major role in achieving goal 8 with the alignment of the government to achieve a sustainable society according to 2030 vision.

  • CUD staff and administrative salary

Canadian University Dubai has a salary scale that is described in the "Faculty Handbook", this salary scale is based on the merits of each employee or staff member as well as the laws of the UAE. CUD ensures its employees total transparency in the calculation of salaries and without being based on discrimination, gender or a third condition.

Within the CUD Handbook, the terms and definitions of what is a basic salary at the University are specified and how the work evaluations are carried out by which the basic salaries are calculated.

    • Faculty will receive a normal basic salary as per the approved salary scale of the University. Basic salary is fixed in terms of the contract for the duration of the contract

    • Visiting Faculty will receive a normal basic salary as per the approved salary scale of the University

    • Part-time Faculty will receive are contracted on an hourly basis and will re remunerated as per the approved scale for Part-time faculty

    • Full Time Faculty members who hold rare terminal degrees and are employed on a permanent basis with the University, may be granted a higher step of base pay within the job band, rest of the terms of employment contract will remain unchanged

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    • All jobs shall be evaluated using the University evaluation system

    • All pay and allowances are related to appropriate salary grade

    • The VPA will be approving all Job evaluations

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The salary scale of CUD based on the government employment laws in the UAE, increases each year by a percentage and by factors such as the time an employee has been working or if he is promoted to a promotion in a higher ranking job, depending on the position in which the employee performs and the complexity, the salary increases or varies, in addition, CUD takes into account the accommodation of some workers outside the university where CUD subsidizes housing to make it easier for employees or staff members to carry out their work. The salary scale ensures transparency and equity in payment for employees and staff members.

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The Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work in jobs that require equal skill, effort, and responsibility under similar working conditions in the same establishment. Canadian University Dubai is also committed to the principle of pay equity and expressly prohibits disparate pay on the basis of an employee's race, color, national origin, age, religion, disability, sex, sexual orientation, gender identity, gender expression, marital status, genetic information, military enlistment or veteran status. The University prohibits pay discrimination based on sex, discriminatory pay practices based on sex, and sex discrimination affecting compensation.

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Employees are not prohibited from discussing their salaries and/or compensation with other employees and non-employees. CUD will not discharge, discipline, or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the University's legal duty to furnish information.

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The UAE Equal Pay for Equal Work Act (“Act”) and the accompanying Equal Pay Transparency Rules are intended to promote equity in compensation and opportunity. A primary tool for accomplishing the goal of equity in compensation and opportunity is requiring employers to be transparent in sharing opportunities with the employer’s entire workforce.

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The Department of Human Resources and Administration of the Canadian University Dubai. CUD trust our employees and the leadership of our university. The goals are to define an organizational structure that drives productivity, to develop effective coordination and communication within the organization, to spend time finding the right people and developing their skill bases, and to embrace broader social and ethical developments. Our goal is to promote flexibility, innovation, competitive advantage, develop a fit-for-purpose organizational culture, and improve performance on a daily basis.

The Department of Human Resources and Administration focuses on success and building high levels of loyalty to the university. Our responsibility is to establish knowledge and knowledge of the regulations, statutes and applications of human resources and administrative matters to regulate the relationship between the university and its employees. We also provide the elements that are capable of achieving the objectives of the university and promote the optimal investment in the human element to be a competition magnet in the world that seeks to join us.


Human resources department is keen to use the quality mechanisms in their work to meet the university employees’ interests which is one of the objectives of management to achieve job satisfaction among all employees of the university which will enable them to contribute in achieving the vision of the university.

​Tasks & Services

  • Training and staff development

  • Security and safety

  • Ensuring compliance with labor laws

  • Identifying work needs

  • Planning career tracks

  • Managing promotions process​


  • Polarization

  • Appointment

  • Evaluating staff performance

Salaries and Wages:

  • Employees' salaries

  • Rewards and incentives

  • Secondments

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Policy Aim

Under the UAE Code, protected grounds are race, color, descent, place of origin, indigenous identity, religion, marital status, familial status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, political beliefs, and unrelated criminal convictions. The Policy's function is to defend the human rights of all employees and staff members.

Policy Statement

It is the policy of Canadian University Dubai to develop, implement and distribute policies, procedures, guidelines, and work rules for staff at all levels; and monitor its application and compliance through models, communication and training by management in the following areas:

      • Workforce planning and employment

      • Training and professional development

      • Benefits and compensation administration

      • Labor and employee relations

      • Risk management

      • Effective use of information systems

      • The Department of Human Resources at CUD will establish, maintain and disseminate additional policies, procedures and/or guidelines to carry out this Policy

Workforce planning and employment

Job analysis

Is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed this process is used to determine placement of jobs Under CUD Values the decision-making in this area is shared by units and Human Resources specific internal approval processes will be determined by the unit's organizational leadership.

Training and Professional Development

Canadian University Dubai shall encourage employee participation in sponsored professional development activities and programs that address the unique needs of employees to achieve individual career and organizational goals.

Benefits and compensation administration

The University strives to provide base compensation for exempt and non-exempt staff that is externally competitive with the relevant market and internally aligned with market reference ranges of individuals who have similar responsibilities, demonstrated competencies and experience. The University will utilize variable compensation (incentive plans and recognition awards) as appropriate to further support the achievement of the University’s goals and core values while considering the competitive market for positions.

Labor and employee relations

Canadian University Dubai shall analyze, develop, implement, and evaluate the workplace relationships and working conditions that balance University and employee needs and rights in support of the University’s strategic goals, objectives, and values.

Canadian University Dubai shall provide employees with information pertaining to the University’s work rules, employment practices, performance and conduct expectations; benefits and compensation administration; and relevant administrative procedures.

Canadian University Dubai shall facilitate the negotiation and administration of collective bargaining agreement.

Risk Management

Canadian University Dubai shall promote a respectful, safe, secure, and healthy workplace environment by deploying risk management strategies, sponsoring wellness activities, and complying with applicable federal, state, and local laws. Additionally, the University shall minimize risk and liability by implementing a record retention policy, business continuity, disaster recovery plans and other policies and practices to support this effort.

Information Systems

Canadian University Dubai shall determine and implement the strategic application of existing and available integrated technical tools, systems, and business machines to increase the efficiency of human resources management functions, automate processes, and produce and evaluate metrics and measurements for decision support.

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The policy's primary purpose is to establish a clear vision of gender equality and guide the advancement towards it at the University. The present document outlines the scope and application of the gender equality policy and its key policy areas. The policy is coherent with the University's regulations and policies. However, it highlights the goal of gender equality and equal opportunities.

Scope and application

The policy shall enter into force on May 2022. As such, a budget envelope is dedicated to its implementation as of this date. The Gender Equality Committee will analyze the policy every three years. Its review requires the approval and the validation of the Rector and the Board of Trustees.

Staff composition

Gender equality promotes the optimal use of talents allowing the Canadian University Dubai to remain innovative. We are committed to removing any discriminatory barrier in recruitment, retention, and career opportunities. Promoting gender equality involves gender-proofing recruitment, retention, and promotion procedures to improve the gender balance of our staff. Job application writing is de-biased and linguistically formulated in a gender-sensitive way; furthermore, quantifiable indicators of curricula consider parental and family-related leave periods. We address gender imbalances in decision-making processes.

Workplace Climate

CUD have a strong commitment to zero tolerance of harassment, mobbing, or any form of discrimination in any of our activities. The University fosters a professional environment defined by equal opportunity and fair treatment for all staff members. CUD provide the needed infrastructure, procedures, and network of conciliators to solve any episode of conflict. All aspects of the code of conduct apply.

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The university respects the rights of employees, members of the university staff, in this sense, staff members make up the union of university employees which are the voice of all CUD employees, speak with the board and presidents of the university seeking to improve more and more and in turn the union represents the other employees. The president is in charge of going as a representative to the meetings, in case he is absent for some reason, the vice president replaces him.

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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.

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  • CUD rejects human trafficking, forced labor and any violence or forced labor on children, in this sense the University developed an Anti-slavery and Human Trafficking Policy which aims to protect children from any type of violence or forced labor. CUD carries out activities with children for their well-being, health and knowledge.

Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain. We are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains.

CUD are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our contractors, suppliers and other business partners, and as part of our contracting processes, we include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their own suppliers to the same high standards.

This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners.

This policy does not form part of any employee’s contract of employment and we may amend it at any time.

CUD Anti-slavery and Human Trafficking Policy - Responsibility for the policy

The University Council has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.

The Chief Financial Officer has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery.

Management at all levels are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it and the issue of modern slavery in supply chains.

CUD Anti-slavery and Human Trafficking Policy - Compliance

You must ensure that you read, understand and comply with this policy.

The prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. You are required to avoid any activity that might lead to, or suggest, a breach of this policy.

You must notify your manager as soon as possible if you believe or suspect that a conflict with this policy has occurred, or may occur in the future.

You are encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or supply chains of any supplier tier at the earliest possible stage.

If you believe or suspect a breach of this policy has occurred or that it may occur, you must notify your manager or report it in accordance with our Public Interest Disclosure Policy as soon as possible.

If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your manager.

We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavorable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform your manager immediately. If the matter is not remedied, and you are an employee, you should raise it formally following our Grievance Policy and Procedure.

CUD Anti-slavery and Human Trafficking Policy - Communication and awareness of this policy

Training on this policy, and on the risk our business faces from modern slavery in its supply chains, forms part of the induction process for all individuals who work for us, and regular training will be provided as necessary.

Our commitment to addressing the issue of modern slavery in our business and supply chains must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate thereafter.

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General Process of Outsourcing:

Outsourcing is a practice whereby the University may hire a third-party organization to perform specific tasks, handle define operations or provide specific services. The third-party will arrange its own employees and other resources to perform the tasks or services as contracted on behalf of the University. The University may choose, for example, to outsource to third-party services such as cleaning, catering, clerical functions, legal services, book store or other operational functions.

Purpose of Outsourcing:

Acting in the interest of Canadian University Dubai, senior management, with the approval of the Vice-Chancellor may decide to outsource services to:

    • Improve the quality of the task/ service with especially skilled partners

    • Reduce cost

    • Achieve optimization of the use of resources and productivity

Equivalent Employment Rights on Outsourcing to Third-Party:

Canadian University Dubai is an equal opportunity employer and is committed to equality of opportunity, which supports and encourages all under-represented groups, promotes an inclusive culture, and values diversity. Therefore, the university recruits, hires, and promotes employees and prospective employees based on individual merit and without regard to age, sex, ancestry / caste, color, marital status, ethnic origin, parental status, race, religion, sexual orientation, culture, beliefs or social background. This policy includes CUD commitment to maintain a workplace free from sexual harassment or discrimination of any nature. The university commits to ensure the following:

  • Employment equality: CUD addresses equality or non-discrimination irrespective of age, gender, religion and ethnicity on recruitment, remuneration, hours of work and termination of employment.

  • Adolescent labor: CUD will not accept the hire of anyone below 18 (eighteen) years of age for the work that is detrimental to adolescent’s health, education, welfare or development. The maximum working hour of an adolescent would be 42 (forty-two) hours per week. If an adolescent works for overtime, the maximum working hours including overtime would be 48 (forty-eight) hours per week.

  • International employees: CUD will ensure equal treatment to all international employees irrespective of race, religion or any other personal attributes. The international employees have the right to treatment no less favorable than that applied to national employees with respect to remuneration & benefits, hours of work, leave, minimum age for employment and social safety & security, etc.

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The Canadian University Dubai Board of Trustees leads the institution’s strategic development, directed by our guiding principle: to deliver a world-class Canadian higher education experience in the UAE. The University is committed to providing a range of opportunities in education, research and professional development. The curriculum, teaching methods and support services are delivered by experienced and enthusiastic Canadian and European faculty, who teach programs that suit learners' needs, to enter a dynamic labor market. The Board of Trustees is in charge of monitoring all the administrative work of the University and ensuring transparency to employees and students in all processes as well as equal opportunities for all.

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  • Canadian University Dubai gives all the tools to employees and staff members, in this sense the university has mechanisms that are intended to allow employees to submit their grievance regarding certain issues, if the employee presents or knows of any type of abuse or discrimination in the work area, for this CUD developed policies that protect human rights and at the same time have the procedures to report any case, in addition to having a Human Resources department that is available in the university facilities.


The grievance procedure is designed to supplement the informal departmental means of resolving staff members’ problems or complaints. It may be used whenever a staff member’s efforts to solve the problem through discussion with the immediate supervisor have been unsuccessful. The staff member may invite someone to accompany him/her to the meeting(s) with the department head, dean/director or review committee.


The following steps comprise the grievance procedure:

Step 1

  • The staff member shall present a request to grieve the problem or complaint in writing to the department head. This shall be done as promptly as possible–generally no more than one week after the incident or action under question

  • Upon receipt of the written statement, the department head and/or designee will promptly contact the staff member to schedule a meeting to hear the grievance. The department head and/or designee will reply in writing to the staff member with his/her decision and the reason for it as promptly as possible

  • If the department head’s and/or designee’s decision does not resolve the problem to the staff member’s satisfaction, the staff member shall contact the appropriate dean or director within one week of receiving the department head’s response under Step 1

Step 2

  • The staff member shall send the dean or director a copy of the request to grieve the complaint and the response from Step 1 along with a letter explaining his or her reasons for dissatisfaction with the response or outcome

  • The dean or director and/or designee will promptly meet with the individual and any others concerned. The dean or director and/or designee will reply in writing generally within two weeks of the meeting with the staff member. In cases where the dean or director and/or designee find the need for a longer inquiry, he/she will inform the individual within two weeks as to approximately when the decision will be rendered

  • If the staff member feels that the problem has not been satisfactorily resolved at Step 2 and desires further appeal, he/she may refer the grievance to the review committee

  • The review committee is chaired by a senior administrative official of the University and includes two other persons selected by the president who have not been involved in any earlier review of the problem. The associate vice president for Human Resources and/or designee serves as an ex-officio member of the committee and assists in procedural and policy matters

Step 3

  • Within two weeks of receiving the response from Step 2, the staff member shall provide the chair of the review committee with copies of the 1st and 2nd step statements and responses, along with an explanation of his or her reasons for dissatisfaction with the decision received at Step 2

  • The review committee will schedule a meeting for the staff member to present his or her case. A decision will be issued in writing generally within three weeks of the meeting. In cases where the need for a longer inquiry is necessary, the individual will be advised as to approximately when a decision can be expected

  • The decision of the review committee completes the final appeal step and is binding upon all parties within the University


The Department of Human Resources is available to assist staff members in both the informal and formal resolution of their grievances. Help may also be obtained from the University Intercessor.

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The human resources department created an online complaints system, where the staff member or student can report their complaints or problems that arise at the university. CUD ensures total confidentiality and protection of the person who reports a case based on their Policy of Protection for Complaints Discrimination and Retaliation. The department will contact the staff member or student to make a personal appointment where the case will be discussed and the measures to be taken as well as the investigation carried out.

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UAE Initiatives

In line with SDG 8, one of the six national priorities of the UAE’s National Agenda 2021 is transitioning to a ‘knowledge-based economy’ In practice¨ this signifies promoting innovation and research, supporting high value-adding sectors and strengthening the regulatory framework for key sectors. The Ministry of Human Resources & Emiratization (MOHRE) is responsible of transforming the job market in the UAE into an attractive market for Emirati talent. To do that, MOHRE has focused on developing a system of policies, standards but also institutional partnerships to empower the Emirati labor force, protect the work environment whilst reinforcing innovation.

Policies and Initiatives

  • Citizen Redistribution Policy (2018) is a job rotation mechanism between the public and private sector that aims to provide experienced and competent staff from the public sector to take on leading positions in the private sector

  • The Unified Portal for Self-employment of Skilled Personnel (2018) aims to connect talented national skills with different programs and services in the private and public sector. The portal is also a platform for companies to use in order to hire national talent

  • Launch of a series of smart apps in 2017 and 2018 to encourage efficiency and promote ease in service provision. This includes, but is not limited to, ‘Wajehni’, an app aimed at providing professional guidance to the UAE’s fresh graduates to identify work and internship opportunities; the ‘Salamah’ app targeted at employers, workers and doctors and aims to be a platform to instantly report any work-related injuries

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