4. Internal Regulations
4.1 Equity and
University recognizes that equity and diversity shall enhance its national,
regional and international reputation and the commitment to equity outcomes
shall attract, retain and support talented people to achieve their full potential.
This shall benefit the creative and intellectual life of the University and
support engagement with the University’s diverse stakeholders. Where
applicable, KU shall conform with all HEC and BQA equity reporting
requirements, and shall comply with all applicable legislations or laws in its
pursuit of equity and diversity outcomes.
KU shall provide
a safe, inclusive and equitable education and work/employment environment
characterized by impartial and merit based decision-making in which fairness
and respect for diverse groups of individuals is fostered. The University shall develop robust
equity strategies with measurable outcomes; plan, monitor, and report progress
towards the attainment of aspirational equity goals. (THIS MUST BE DECIDED
IF KU IS WILLING TO COMMIT TOWARDS THIS END)
KU shall monitor
terms and conditions including for those with family, parenting and caring
responsibilities, diverse ethnic groups, mature aged faculty and staff,
professional staff, full time and part time staff, to ensure fairness and
inclusion for these groups.
accepts that it has a responsibility to create an education and employment environment
free from all forms of discrimination, sexual intimidation, exploitation and to
ensure that the principle of merits and qualifications is put forward and not
by irrelevant criteria nor solely because of legal requirements. In compliance with applicable Bahrain laws, Kingdom
University is committed to the promotion of equal employment opportunity.
through its employment procedures and practices, recruits and employs qualified
staff for all its diverse activities and facilities. KU provides equal
opportunities prior and during employment by administering each phase of its staff
program without regard (direct or indirect) to race, gender, color, religion,
creed, history, ethnicity, national origin or ancestry, age, marital/parental
status or pregnancy, disability, impairment, family responsibility or family
status. Depending on the job/position opening, these actions may include:
widely posting the job/position with a variety of channels on general career
and/or industry-specific sites, including publications with wide minority readership;
participating in career events and job fairs; contacting professional
associations and/or community-based organizations; and joining in mentoring
programs. Accordingly, the University
shall develop and maintain affirmative action to assure this commitment through
recruitment, engagement, and internal reviews of its policies, procedures and
extends to all rights, privileges and activities including University students’
admission, recruiting, hiring, compensation, employee benefits,
university-sponsored training/education programs, promotions, transfers,
layoffs, returns from layoff, demotions, terminations, social and recreational
programs, use of university services/facilities, and treatment as individuals.
It is to be administered throughout the University campus and is the
responsibility of all Colleges, departments and all staff (academic,
supervisory and non-supervisory) to uphold and support this policy.
As a policy, KU does not
retaliate against individuals (students or staff) who:
file or encourage another individual to
file a complaint of discrimination or unlawful discrimination;
participate in an investigation of discrimination
or unlawful discrimination;
oppose unlawful discrimination; or
oppose discrimination based on grounds
not necessarily protected by applicable legislations/laws but protected by KU’s
equity and diversity policy.
“Retaliation” encompasses any adverse education or employment
action or act of revenge against an individual for filing or encouraging one to
file a complaint of discrimination participating in an investigation of
discrimination, or opposing discrimination in the University.
The coordination, communication and
implementation of this policy is the ultimate responsibility of the Senior Management/Executive
Officers namely the President and Vice-Presidents. However, all College Deans,
Department Chairpersons, and Office/Department Heads/Directors are responsible
for proper implementation of this policy in their respective area, and they are
expected to exercise leadership toward their respective achievement. Compliance with this policy shall be monitored by the xx Department.
(NEED TO BE DECIDED AS TO WHO WILL MONITOR THE
IMPLEMENTATION OF THIS POLICY)
This policy applies to the University
community, including University Council members, students, faculty and staff, and
all persons participating in University business or activities, including
whether as a visitor, adjunct appointee, contractor, service provider, or
This policy is intended as a guideline
to assist in the consistent application of University policies, procedures, and
programs for all faculty and staff and does not create a contract implied or
expressed, with any KU faculty and staff members, who are “employees at will.” KU reserves the right to modify this policy
in whole or in part, at any time, at the discretion of the University.
Accommodations for Individuals with Special Needs or Disabilities
University accommodates persons with special needs or disabilities. The Law No.
74 of 2006, as amended by the Law 22/2017 on the Welfare, Rehabilitation and
Employment of Persons with Disabilities, is a statutory anti-discrimination law
that provides protections to persons with disabilities in employment, public
accommodations, state and local government services. Without undue financial
and administrative constraints to the University, this policy ensures provision
of suitable accommodations and establishes a framework for fostering the
individual goals and potential of people with special need, disability or
medical conditions in the academic, occupational, social, and recreational
activities of the University.
KU takes a
positive and proactive approach to the promotion of inclusive practices to support
the involvement of individuals with special needs, disabilities or medical
conditions in all aspects of University life including equitable participation
in higher education and employment. Employees
and job applicants with special need or disability may be eligible for a
reasonable accommodation that allows them to perform the essential functions of
their position or participate in the hiring process for an open position. Furthermore,
the University also recognizes the significance of providing reasonable access
and support for visitors to the University campus.
provides reasonable accommodations to the known special needs or disabilities
of otherwise qualified students, applicants, participants in University
activities and employees. It is the responsibility of the person with special
need or disability to make a timely accommodation request. The request can be
made directly to the provider (College Dean, Department Chairperson, Head, Director,
line manager, etc.) or the person with special need or disability can seek
assistance. Prospective students and current students should contact the
Student Support and Counseling Unit at +973-13302961. Employees or applicants for employment, and
participants in University should contact the Human Resources Department at +973-13302967.
To assist in the
planning and provision of services and facilities, students, employees or
visitors are encouraged to bring to the attention of the University all requirements
related to their special need, disability or medical condition. Disclosure of
personal information regarding special need, disability or medical condition is
not mandatory except where there is operational, duty of care, or inherent requirement
KU shall not
require a prospective employee or an employee to provide information related to
special need or disability, if the purpose of the request is: (a) to unlawfully
discriminate against the employee, or (b) if the employee who do not have special
need or disability would not be required to provide the information in
instances that are not materially distinct.
The University may require information relevant to the special need or disability
to ascertain any reasonable accommodations, or to determine the employee’s or
prospective employee’s ability to perform the inherent requirements of the job
any documentary evidence of a person’s special need, disability or medical
condition shall be kept and maintained according to the University’s Records
Retention and Disposal Policy. Employees
are expected to maintain the privacy and confidentiality of information
regarding special need, disability or medical condition provided by students,
employees or visitors, except where the University’s duty of care takes
priority, or where adjustments are requested and information related to
functional impact shall be shared.
accommodation for a staff may include such things as changing the physical
layout of the workplace, restructuring job duties, or modifying the work
schedule. A reasonable accommodation for an applicant may include making
certain, reasonable modifications to the application, screening, or interview
process to ensure the process is accessible. University staff who are pregnant,
as defined by the Bahrain Labour Law, also may be eligible for reasonable
accommodations. Accommodations for pregnant University staff may include more
or longer bathroom breaks, access to places to sit, and limits on lifting.