{"id":78205,"date":"2025-09-28T21:56:10","date_gmt":"2025-09-28T21:26:10","guid":{"rendered":"https:\/\/uomosul.edu.iq\/en\/?page_id=78205"},"modified":"2025-09-28T22:05:50","modified_gmt":"2025-09-28T21:35:50","slug":"university-of-mosul-policy-on-ending-workplace-discrimination","status":"publish","type":"page","link":"https:\/\/uomosul.edu.iq\/en\/university-of-mosul-policy-on-ending-workplace-discrimination\/","title":{"rendered":"University of Mosul Policy on Ending Workplace Discrimination"},"content":{"rendered":"

University of Mosul Policy on Ending Workplace Discrimination<\/strong><\/p><\/h1><\/div><\/div><\/div>

University of Mosul Policy on Ending Workplace Discrimination<\/h3>\n

1. Title<\/strong><\/p>\n

University of Mosul Policy on Ending Workplace Discrimination<\/p>\n

2. Purpose \/ Objectives<\/strong><\/p>\n

This policy seeks to ensure a workplace free from all forms of discrimination, where every individual is treated with dignity and respect. It guarantees equal opportunities in recruitment, training, promotion, and pay, thereby strengthening fairness and equality across the university.<\/p>\n

3. Scope<\/strong><\/p>\n

This policy applies to all employees of the University of Mosul, including:<\/p>\n

    \n
  • \n

    Faculty members.<\/p>\n<\/li>\n

  • \n

    Administrative and technical staff.<\/p>\n<\/li>\n

  • \n

    Workers and contractors.<\/p>\n<\/li>\n<\/ul>\n

    It covers all aspects of employment, from recruitment and promotion to salaries, training, and day-to-day activities.<\/p>\n

    4. Principles \/ Commitments<\/strong><\/p>\n

      \n
    • \n

      Fair Recruitment<\/strong>: Based solely on qualifications and experience, free from religious, gender, age, or other forms of bias.<\/p>\n<\/li>\n

    • \n

      Equal Pay and Promotion<\/strong>: Ensuring fair compensation and advancement strictly according to performance and merit.<\/p>\n<\/li>\n

    • \n

      Safe and Respectful Environment<\/strong>: Maintaining a workplace free from harassment, discrimination, or hostility.<\/p>\n<\/li>\n

    • \n

      Swift Response<\/strong>: Prompt investigation of any complaint with clear accountability for violations.<\/p>\n<\/li>\n

    • \n

      Support and Protection<\/strong>: Providing psychological and legal support for victims and protecting them from retaliation.<\/p>\n<\/li>\n<\/ul>\n

      5. Procedures \/ Implementation Mechanisms<\/strong><\/p>\n

        \n
      • \n

        Establishing clear and transparent criteria for recruitment and interviews.<\/p>\n<\/li>\n

      • \n

        Creating safe and confidential reporting channels for complaints.<\/p>\n<\/li>\n

      • \n

        Conducting independent and impartial investigations into cases of discrimination or harassment.<\/p>\n<\/li>\n

      • \n

        Enforcing appropriate disciplinary measures against proven offenders.<\/p>\n<\/li>\n

      • \n

        Organizing regular training programs and awareness workshops.<\/p>\n<\/li>\n<\/ul>\n

        6. Responsibilities<\/strong><\/p>\n

          \n
        • \n

          University Presidency<\/strong>: Ensuring full implementation of the policy and overseeing complaint follow-up.<\/p>\n<\/li>\n

        • \n

          Human Resources Department<\/strong>: Monitoring compliance, receiving complaints, and implementing follow-up measures.<\/p>\n<\/li>\n

        • \n

          Direct Supervisors<\/strong>: Creating a safe workplace environment and encouraging reporting of violations.<\/p>\n<\/li>\n

        • \n

          Employees<\/strong>: Upholding the values of fairness and equality and reporting any breaches of this policy.<\/p>\n<\/li>\n<\/ul>\n

          7. Monitoring and Evaluation<\/strong><\/p>\n

            \n
          • \n

            Preparing annual reports on reported discrimination cases and the actions taken.<\/p>\n<\/li>\n

          • \n

            Measuring staff awareness through periodic surveys.<\/p>\n<\/li>\n

          • \n

            Reviewing training outcomes to assess their impact on improving workplace culture.<\/p>\n<\/li>\n<\/ul>\n

            8. Review and Updates<\/strong><\/p>\n

            This policy will be reviewed every two years, or as needed, to ensure alignment with national legislation and international standards on workplace non-discrimination.<\/p>\n

            9. Link to Global Goals<\/strong><\/p>\n

              \n
            • \n

              Goal 5: Gender Equality<\/strong>.<\/p>\n<\/li>\n

            • \n

              Goal 8: Decent Work and Economic Growth<\/strong>.<\/p>\n<\/li>\n

            • \n

              Goal 10: Reduced Inequalities<\/strong>.<\/p>\n<\/li>\n

            • \n

              Goal 16: Peace, Justice, and Strong Institutions<\/strong> \u2013 through building a fair and inclusive workplace.<\/p>\n<\/li>\n<\/ul>\n<\/div><\/div><\/div>

              <\/div><\/div>
              <\/span><\/div><\/div><\/div>
              <\/span><\/div><\/div><\/div>
              <\/span><\/div><\/div><\/div>
              <\/span><\/div><\/div><\/div>

              Approved by: Presidency of the University of Mosul.<\/p>\n

              Last updated: 24-12-2024.<\/p>\n<\/div><\/div><\/div><\/div><\/div>

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