Does your university as a body have a policy on discrimination in the workplace (including discrimination based on religion, sexuality, gender, age)?

Recruitment and Placement

Equal Employment Opportunity

It is the policy of Canadian University Dubai to provide equal employment opportunity to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, marital status, status with regard to public assistance, status as a disabled or any other characteristic.
The appointment, development, and retention of competent Employees are essential to Canadian University Dubai.

The university strives to appoint Employees who:

Possess the necessary degree (s) from a fully accredited institution. The degree must include at least 18 hours in the subject area in which the faculty member will teach (official transcripts are required to be on file).
Dedicated, active professionals in their field.
Able to submit documentation required by government regulations that establish identity and citizenship.
Obtained Ministry clearance after selection.
Committed to the vision, mission and Core Values of the University.

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.

UAE Labor Law – Workplace Discrimination

To promote tolerance, the UAE established a Ministry for Tolerance and Co-existence, launched the National Tolerance Programme, passed the Anti-discrimination/Anti-hatred law and set up centres to counter extremism. With more than 200 nationalities living peacefully and successfully in the UAE, the UAE society has been an example of being a tolerant and inclusive country. In July 2015, H. H. Sheikh Khalifa issued Federal Decree Law No. 02 of 2015 on Combating Discrimination and Hatred. The law aims to protect everyone in the UAE, via a solid legislative ground for the environment of tolerance, co-existence and acceptance. The law fights discrimination against individuals or groups based on religion, caste, doctrine, race, colour or ethnic origin. In 2016, the UAE Cabinet introduced the first post of the Minister of State for Tolerance, (Renamed as Ministry of Tolerance and Co-existence on 5 July 2020). In the same year, the UAE Cabinet launched the National Tolerance Programme, to boost the values of tolerance and co-existence and to reject attitudes of discrimination and hatred. The UAE also established various centres to counter extremism, including the International Institute for Tolerance, the Hedayah centre and the Sawab centre. The country was also recognised for its initiatives and programmes to advance tolerance and to counter terrorism and extremism in global indices.

Anti-discrimination laws and policies

Anti-discrimination/Anti-hatred law

In July 2015, H. H Sheikh Khalifa has 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.

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 32 of the UAE Labour Law 1980 already 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 (PDF, 250 KB) 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.

Tolerance Document for Employees in Education System to denounce Discrimination and Hate