| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 34.02 |
| Liaison | Julia Carlow |
| Submission Date | Sept. 16, 2018 |
| Executive Letter | Download |
American University of Sharjah
PA-6: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
0.25 / 3.00 |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
10.0 NONDISCRIMINATION
INTRODUCTION
AUS strives to create a work environment free from unlawful discrimination and harassment. All employment policies, systems and processes are periodically reviewed to ensure that employees are treated fairly. Outlined below is the policy and procedures used by AUS to ensure equal employment opportunity and compliance with Sharjah and UAE laws to the extent they apply to an individual’s employment at the university.
PURPOSE
AUS is committed to providing equal employment opportunity for all persons regardless of race, color, religion, sex, age, national origin, or disability. AUS prohibits discrimination on these and any other basis prohibited by law. AUS prohibits retaliation because of making a complaint, assisting in an investigation, opposing discrimination, or otherwise exercising rights protected by applicable law.
SCOPE
This policy applies to all university departments and employees of AUS. Equal opportunity extends to all aspects of employment, including hiring, transfers, promotions, training, terminations, working conditions, compensation, benefits, as well as other terms and conditions of employment. AUS complies with UAE federal equal employment opportunity laws and strives to keep the workplace free from all forms of harassment, including sexual harassment. AUS considers harassment in any form to be a serious offense.
PROCEDURES
Employees who have been subjected to prohibited discrimination or harassment should immediately report the incident to his/her supervisor. The supervisor will submit a file note to the human resources Department (HR) about the incident for investigation. File notes and investigative information will be maintained in a separate file within HR. If an employee is uncomfortable reporting to his/her supervisor, he/she may report the incident to the Director of Human Resources Department.
The Director of HR will immediately investigate the complaint and handle it as confidentially as possible consistent with the need for investigation and resolution.
Any reported violations of this policy will be investigated impartially and any appropriate corrective action will be taken.
AUS prohibits any form of retaliation against the employee filing a complaint of discrimination or harassment. The Director of HR will ensure full compliance during and following the investigative process. If it is found that discrimination or retaliation has occurred, appropriate corrective action will be taken including disciplinary action, up to and possible termination of employment.
Please refer to the Harassment Policy 10.1 and the Problem Resolution Policy (80) for further details.
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit staff from underrepresented groups?:
Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:
A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:
Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:
A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:
Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.