University of Mosul Policy on Ending Workplace Discrimination – University of Mosul

"University of Mosul Policy on Ending Workplace Discrimination – University of Mosul Skip to content E-Systems Academic Staff Alumni AR Electronic Systems Staff Email Students Email Staff CV Undergraduate Students Registration Postgraduate Students Registration University House Unit Students Information System Computer Proficiency Certificate Complaints System Study in Iraq AR University of Mosul Search for: Toggle Navigation About President’s Message University Administration University President and Vice Presidents University Council Deans Strategic Plan University Overview University Strategy Organizational Structure University Statistics UoM IN NUMBERS University Policies Campus Life Departments and Divisions University Presidents Mosul City Academics University colleges University Centers Academies Students and Alumni Student Affairs and Registration Postgraduate Studies Alumni Career Development and Employment Research University Journals Research Fields Research laboratories Contact Us Search for: University of Mosul University of Mosul University of Mosul Policy on Ending Workplace Discrimination University of Mosul Policy on Ending Workplace Discrimination 1. Title University of Mosul Policy on Ending Workplace Discrimination 2. Purpose / Objectives 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. 3. Scope This policy applies to all employees of the University of Mosul, including: Faculty members. Administrative and technical staff. Workers and contractors. It covers all aspects of employment, from recruitment and promotion to salaries, training, and day-to-day activities. 4. Principles / Commitments Fair Recruitment : Based solely on qualifications and experience, free from religious, gender, age, or other forms of bias. Equal Pay and Promotion : Ensuring fair compensation and advancement strictly according to performance and merit. Safe and Respectful Environment : Maintaining a workplace free from harassment, discrimination, or hostility. Swift Response : Prompt investigation of any complaint with clear accountability for violations. Support and Protection : Providing psychological and legal support for victims and protecting them from retaliation. 5. Procedures / Implementation Mechanisms Establishing clear and transparent criteria for recruitment and interviews. Creating safe and confidential reporting channels for complaints. Conducting independent and impartial investigations into cases of discrimination or harassment. Enforcing appropriate disciplinary measures against proven offenders. Organizing regular training programs and awareness workshops. 6. Responsibilities University Presidency : Ensuring full implementation of the policy and overseeing complaint follow-up. Human Resources Department : Monitoring compliance, receiving complaints, and implementing follow-up measures. Direct Supervisors : Creating a safe workplace environment and encouraging reporting of violations. Employees : Upholding the values of fairness and equality and reporting any breaches of this policy. 7. Monitoring and Evaluation Preparing annual reports on reported discrimination cases and the actions taken. Measuring staff awareness through periodic surveys. Reviewing training outcomes to assess their impact on improving workplace culture. 8. Review and Updates This policy will be reviewed every two years, or as needed, to ensure alignment with national legislation and international standards on workplace non-discrimination. 9. Link to Global Goals Goal 5: Gender Equality . Goal 8: Decent Work and Economic Growth . Goal 10: Reduced Inequalities . Goal 16: Peace, Justice, and Strong Institutions – through building a fair and inclusive workplace. Approved by: Presidency of the University of Mosul. Last updated: 24-12-2024. 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