Cihan University-Erbil is committed to a Policy of Equal Opportunities. The objective is to ensure that all students, employees, applicants and all those involved in its work, receive fair and equal treatment. Cihan University-Erbil aims to provide a service that, in its teaching, administration and support, actively promotes Equality of Opportunity and freedom from discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief (including lack of belief), sex, and sexual orientation.

The application of this Policy is accomplished because of the University’s core values which include:

  • Freedom of thought and expression.
  • Freedom from discrimination.
TERM DEFINITION
Equal opprortunity Cihan University-Erbil expects that students and staff, when acting on behalf of the University, will treat all people equally irrespective of their race, ethnic origin, national origin, religion, gender, age, sexual orientation, physical disability, mental disability or appearance. Students, associates and staff expect to be treated fairly and not to be discriminated against either when dealing with each other or with other people who come into contact with the University.
Employees Subject to the statutory provisions of the University, no member or employee will be treated less favourably than any other on the grounds of sex, marital or parental status, race-ethnic or national origin, disability, sexual orientation, gender reassignment or religion. This policy ensures that staffs are treated wholly based on their aptitudes, skills and abilities in relation to the requirements of the post. This applies to all aspects of employment including recruitment and selection, probation, appraisal, staff development, promotion, redundancy, disciplinary or grievance procedures.

The University is committed to a policy and practice which require that, for students, admission to the University and progression within undergraduate studies will be determined only by personal merit and by performance. For staff, entry into employment with the University and progression within employment will be determined only by personal merit and by the application of criteria which are related to the duties and conditions of each particular post and the needs of the institution concerned.

Subject to statutory provisions, no student, member of staff, applicant for admission as a student, or applicant for appointment as a member of staff will be treated less favourably than another because of her or his belonging to a protected group. This commitment applies to a former student, alumnus or alumna, or former employee where the alleged unlawful conduct arises out of and is closely connected to the former student's or former staff member's previous relationship with the University.

Protected groups are defined as Sex, Gender Reassignment, Marriage or Civil Partnership, Pregnancy or Maternity, Race (including Ethnic or National Origin, Nationality or Colour), Disability, Sexual Orientation, Age, or Religion or Belief. The University respects all religious and philosophical beliefs, as well as the lack of religion or belief.

If any person admitted as a student or appointed as a member of staff considers that he or she is suffering from unlawful discrimination, harassment, or victimization in her or his admission, appointment, or progression through the University because of belonging to any of the above protected groups, he or she may make a complaint, which will be dealt with through the agreed procedures for complaints or grievances or the procedures for dealing with bullying and harassment, as appropriate.

The University will take active steps to promote good practice. In particular it will:

  1. Work towards the elimination of unlawful discrimination, harassment, and victimization based on a protected characteristic, whether actual, perceptive, or associative.
  2. Advance equality of opportunity between persons who share a protected characteristic and persons who do not share it.
  3. Foster good relations between persons who share a protected characteristic and persons who do not share it.
  4. Subject its policies to continuous assessment in order to examine how they affect protected groups and to identify whether its policies help to achieve equality of opportunity for all these groups, or whether they have an adverse impact.
  5. The University takes great care to support all learning needs and has staff members who are qualified and experienced in supporting students’ needs, including physical disabilities, visual impairment, hearing impairment, speech difficulties, learning difficulties like dyslexia, and psychological needs.
  6. To implement this policy, Cihan University-Erbil will:
  7. Embrace and value our diverse staff and student community as an essential element in enhancing Cihan University-Erbil’s contribution to the education of its local community and surrounding areas.
  8. Remain committed to fostering a supportive, enabling and inclusive environment, where all individuals are treated with dignity and respect, and where there is equality of opportunity for all regardless of characteristics or background.
  9. Embed equality and diversity in mainstream activities from admission until the final qualification is awarded. This will include providing mandatory training and advice to staff and admission team on the importance of equality and diversity and in respect of subconscious bias with student and workforce recruitment and succession planning. This training will also facilitate the conducting of recruitment campaigns to attract a more diverse range of applicants as well as assist in the development of training materials appropriate for inclusive learning.
  10. Provide individual needs assessments for applicants and students with learning difficulties and/or disabilities and from a disadvantaged background and encourage their participation, attainment and improve the overall outcomes for these students.
  11. Ensure that support arrangements are in place at the entry and throughout their programs of study for students with learning difficulties and/or disabilities which are both seen and unseen.
  12. In addition, Cihan University-Erbil is committed to monitoring its activities and functions to ensure equality of outcomes and to ensure that it complies with all current equality and diversity legislation.
  13. To monitor the Cihan University-Erbil’s Equal Opportunities Policy for students and staff, the University will:
  14. Review the Equal Opportunities Policy regularly and publish revisions as required;
  15. Collect and analyse information on Student Equal Opportunities annually and publish reports where appropriate;

Monitor the operation of the policy through reporting to University President. All reports must include information on equal opportunity data analysed for the academic year and on training and how equality and diversity have been effectively embedded in the University activities throughout the year.

Complaints about discrimination against either staff or students are taken very seriously and could provide grounds for disciplinary action that may lead to dismissal or expulsion from the University.

Complaints about discrimination in employment should be made, if possible, to your line manager. The complaint will be dealt with through the grievance procedures set out in the complaint procedures. If appropriate, and depending on the nature of the complaint, a Complaint Hearing Panel consisting of academic and non-academic staff from across the University is made available to talk to staff, or students, in confidence. The composition of the Panel members is agreed by the University President. The Panel offers support, advice and assistance in seeking a satisfactory solution to the issues raised. The Panel is willing to discuss any incidents or problems, no matter how serious or trivial they may seem.

Complaints about discrimination involving students should be made to the relevant Head of Department, who will investigate the claim and initiate disciplinary action against students in accordance with the procedures set out in University’s Misconduct Policy and Procedures. These procedures include referral to a Disciplinary Panel for investigation, which may impose a range of penalties, including termination of studies at the University.