An-Najah National University : Ending Workplace Discrimination Policy

Policy Statement

An-Najah National University prohibits all forms of discrimination in the workplace, including discrimination based on religion, sexuality, gender and age, and any other characteristic listed in Section 5. Harassment and retaliation are forms of discrimination under this policy.

Every employee has the right to be treated with dignity and judged only on merit, qualifications and performance. The University applies its laws and regulations to all employees equally, and does not tolerate any breach of this policy, by any person, at any level.

Purpose

This policy builds on the University's Anti-Discrimination and Fair Employment Policy. It aims to:

End discrimination in all employment decisions and day-to-day work.
Ensure the University's laws and regulations apply equally to all employees, including women, international staff and employees with disabilities.
Set clear steps for reporting, investigating and resolving complaints, with fixed timelines.
Protect anyone who reports discrimination or takes part in an investigation.
Build a diverse and inclusive workplace where every employee is treated with dignity.

Scope

This policy applies to everyone who works at or for the University, on all campuses and at all University activities, including work done remotely or off campus.

Who it covers:

Academic and administrative staff, whether full-time, part-time, permanent or on contract.
International staff and visiting academics.
Job applicants, trainees, interns and volunteers.
Contractors, subcontractors and their staff while working at the University.

What it covers: every stage of employment, including recruitment, pay and benefits, leave, working conditions, training, performance evaluation, promotion, discipline, and end of service.

Definitions

Direct discrimination: Treating a person less favorably because of a protected characteristic. Example: refusing to promote an employee because of their age.
Indirect discrimination: A rule or practice that applies to everyone but puts people with a protected characteristic at an unfair disadvantage, without a legitimate reason. Example: scheduling all required training at times that clash with religious observance.
Harassment: Unwanted conduct linked to a protected characteristic that violates a person's dignity or creates a hostile, humiliating or offensive environment. It includes verbal, written, physical and online conduct.
Sexual harassment: Unwanted conduct of a sexual nature, including remarks, messages, requests or physical contact.
Retaliation: Any harm done to a person because they reported discrimination, supported a complaint or took part in an investigation.
Reasonable accommodation : Practical changes to the workplace, schedule or duties that let an employee with a disability, or with religious or family needs, do their job, unless the change causes undue hardship for the University.
Complainant: The person who makes a complaint under this policy.
Respondent: The person the complaint is about.

Harassment, including sexual harassment, is also governed by the University's Anti-Harassment Policy.

Protected Characteristics

No employee may be discriminated against because of the characteristics below, whether real or assumed, or because of their association with someone who has them.

Religion or belief: Equal treatment of employees of all faiths or none. Reasonable time for prayer and religious holidays, and no pressure to adopt or give up any belief.
Sexuality: No questions about an employee's private life in hiring or evaluation, and no harassment, mockery or exclusion based on it.
Gender: Equal pay for work of equal value, equal access to promotion and leadership roles, and protection of pregnant employees and those on maternity leave.
Age: No age limits in hiring or promotion unless required by law or the University's retirement regulations, and equal access to training for employees of all ages.
Race and color: No decision, remark or treatment based on a person's race or skin color.
Ethnicity Equal treatment of employees of all ethnic and cultural backgrounds, and respect for their language and customs.
National origin: International staff and employees of any national origin receive the same rights under the University's regulations as other employees in the same position.
Disability: Reasonable accommodation and an accessible work environment, and no exclusion from any job the employee can perform with that accommodation.
Marital status: No decision based on whether an employee is single, married, divorced or widowed, or has children, and no questions about marriage or family plans in hiring.
Any other characteristic protected by law: Including political opinion, union membership or activity, place of residence, and any characteristic protected by applicable law.

Equal Opportunity Across the Employment Cycle

Every employment decision must be based on merit, qualifications, performance and the needs of the work, and be documented with its reasons.

Recruitment and hiring: job advert state objective requirements only. Selection committees include more than one member and, where possible, both men and women. Interview questions about religion, private life, marital plans or age are not allowed unless the law requires them.
Pay and benefits: salaries follow the University's published pay scale. Allowances, increments and benefits are applied to all employees in the same grade by the same rules.
Leave: all types of leave (annual, sick, maternity, emergency, religious) are granted under the University's regulations without discrimination.
Training and development: training, scholarships and conference opportunities are announced openly and awarded by clear criteria.
Performance evaluation and promotion: evaluations use written, measurable criteria. Employees may see and respond to their evaluation.
Discipline and end of service: disciplinary action and termination follow the regulations, with the same standards for everyone and the employee's right to be heard.

Roles and Responsibilities

University Vice President Office for Administrative Affairs: Adopts the policy, provides the resources to implement it, and ensures corrective action is taken.
Diversity, Equity and Inclusion (DEI) Committee: Receives and investigates complaints, recommends action, keeps confidential records, and reports to the Administration each year.
Human Resources: Applies the policy in hiring, pay, leave, evaluation and promotion. Collects anonymous data on workforce diversity, and provides reasonable accommodation.
Deans, directors and supervisors: Model fair conduct, act on any discrimination they see or hear about, and refer complaints to the DEI Committee within 3 working days.
Employees' Union: Informs employees of their rights, supports and accompanies complainants if they wish, and monitors fair application of the regulations.
All employees: Treat colleagues with respect, refrain from discrimination and harassment, and cooperate with investigations.
Employees' Union: Informs employees of their rights, supports and accompanies complainants if they wish, and monitors fair application of the regulations.
All employees: Treat colleagues with respect, refrain from discrimination and harassment, and cooperate with investigations.

Reporting and Complaints Procedure

Any employee who experiences or witnesses’ discrimination can report it to the DEI Committee in writing, by email or in person, within 90 days of the incident. The Committee may accept a later complaint if there is good reason for the delay.

Complaints are submitted to the Ethical Compliance Office (ECO) using the steps below.

Informal resolution (optional): the employee may first raise the matter with their supervisor or the Committee to resolve it through dialogue. This step is never required, and is not used in cases of harassment.
Formal complaint: the complainant submits a written complaint describing what happened, when, who was involved and any witnesses or evidence.
Acknowledgement: The Committee confirms receipt in writing within 5 working days.
Investigation: The Committee completes its investigation within 30 working days. It may extend this once by 15 working days, with written notice to both parties.
Decision: both parties receive the outcome in writing, with reasons.
Appeal: either party may appeal to the University President within 15 working days of being notified of the decision. The appeal is decided within 15 working days.

The complainant may be accompanied by a colleague or a Union representative at any stage. Complaints may also be submitted anonymously; the Committee will investigate them as far as the available information allows.

Investigation, Confidentiality and Protection from Retaliation

Fair investigation:

Any Committee member with a conflict of interest in a case must step aside from it.
Both parties are heard, may present evidence and witnesses, and may respond to what is said against them.
Where needed, interim measures may protect the complainant during the investigation, such as a change of supervisor or schedule, without reducing their pay or rights.

Confidentiality: information about a complaint is shared only with those who need it to investigate or act on it. Records are kept securely by the DEI Committee for at least 5 years.

No retaliation: any harm to a person for reporting, supporting a complaint or taking part in an investigation is a serious disciplinary offence. This includes dismissal, demotion, a lower evaluation, exclusion or threats.

False complaints: a complaint made in good faith is protected even if not proven. A complaint shown to be knowingly false may lead to disciplinary action.

Disciplinary Measures

When discrimination, harassment or retaliation is proven, the University takes action under its disciplinary regulations, according to how serious and repeated the conduct is. Actions range from a written warning and required training to suspension, demotion or dismissal. The University also corrects the harm to the complainant where possible, for example by restoring a denied promotion, pay or leave.

Training and Awareness

All new employees are introduced to this policy during their orientation.
Supervisors, selection committee members and HR staff receive training on fair hiring and preventing discrimination at least once a year.
The policy is published on the University website in Arabic and English, and the DEI Committee's contact details are publicized.

Monitoring and Review

The DEI Committee submits an annual report to the University Administration and the Employees' Union. It includes the number and types of complaints, how long they took to resolve, their outcomes, and diversity data on hiring and promotion, without naming individuals.
The policy is reviewed every year, and whenever relevant laws change, in consultation with the Employees' Union.

Related Policies and References

This policy should be read together with the following University policies and laws. Where they overlap, the provision that gives the employee greater protection applies.

Effective Date: October 12, 2016

Review Date: Feb 5, 2026

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Ending Workplace Discrimination Policy

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