Policy prohibiting workplace discrimination based on religion, sexuality, gender, or age. 

Introduction: 

Al-Ahliyya Amman University (AAU) maintains a zero-tolerance approach toward all forms of workplace discrimination through its institutional Labour Rights and Non-Discrimination Policy, which strictly prohibits discrimination based on religion, gender, age, nationality, disability, ethnicity, or sexual orientation. 

This policy ensures that every employee, faculty, administrative staff, technical teams, international staff, and outsourced workers receive fair, dignified, and respectful treatment in all aspects of employment, including recruitment, promotion, compensation, workload distribution, and access to training opportunities. 

AAU aligns its anti-discrimination commitments with: 

• Jordanian Labour Law, 

• international conventions on human rights, 

• SDG 5 (Gender Equality), 

• SDG 8 (Decent Work), 

• SDG 10 (Reduced Inequalities), and 

• SDG 16 (Justice & Strong Institutions). 

Through robust grievance mechanisms, equal-opportunity committees, staff representation channels, and continuous training, AAU guarantees an inclusive, safe, and equitable environment where diversity is respected, protected, and celebrated. 

Centers and Departments: 

Activities: 

Impact Evaluation & Development Plan

1. Performance Evaluation
   
   1. Structured Assessment Tools

   AAU evaluates awareness of anti-discrimination principles through: 

   • sustainability literacy surveys, 
   • competency-based rubrics assessing ethical conduct, 
   • reflective assessments, 
   • course-embedded evaluation instruments. These tools assess knowledge of workplace fairness, social inclusion, equity, diversity, and human rights. 

    

   2. Annual Assessment Cycles

   Anti-discrimination awareness is measured annually among employees and students across all levels. Trends in inclusion, fairness perception, and equitable treatment are tracked yearly. 

   3. Quantitative & Qualitative Indicators

   Data collected includes: 

   • multiple-choice assessments on labour rights & equality, 
   • Likert-scale measures of fairness and inclusion, 
   • open-ended reflections describing experiences with workplace equity. 

    This ensures a multidimensional evaluation of AAU’s anti-discrimination culture. 

   4. Integration with Curriculum

   Assessment outcomes are used to enhance SDG-related content in business, law, psychology, HRM, nursing, and social sciences courses. Modules related to equity, human rights, discrimination prevention, and ethical labour practices are embedded in the capstone and practical courses. 

   5. Transparency and Public Reporting

   Findings are validated by SIRC and published through: 

   • AAU Sustainability Report 2024–2025 
   • Executive Sustainability Report 
   • AAU Sustainability Portal 

   
   
   

2. Development Actions

   Action 1: University-Wide Anti-Discrimination Awareness Survey Annual mandatory survey for all staff and faculty. 
   Target: ≥ 70% participation. 

   Action 2: Inclusive Workplace Standard (IWS) Develop a standard ensuring equal representation, equal opportunity, and non-discrimination. 
   Target: Implementation by 2026. 

   Action 3: Anti-Bias & Inclusive Leadership Training Deliver mandatory annual training covering discrimination prevention, ethics, and diversity. 
   Target: 2025–2027. 

   Action 4: Workplace Equity Dashboard A digital dashboard tracking equity indicators, complaint resolution rates, gender representation, and inclusion metrics. 
   Target: Operational by 2026. 

   Action 5: Regional Benchmarking 
   Benchmark AAU’s anti-discrimination practices against top MENA universities. 
   Target: Annual published report. 

    

3. Benchmarking & Best Practice

   AAU benchmarks its equality and non-discrimination framework against: 

   • University of British Columbia 
   • University of Cambridge 
   • University of Gothenburg 

   Best Practices Adopted 

   • institutional anti-bias training, 
   • transparent reporting systems, 
   • inclusive hiring practices, 
   • equal access to representation mechanisms, 
   • support systems for women, international staff, and individuals with disabilities. 

   Localization to Jordan’s Context 
   AAU adapts global practices through: 

   • Labour Rights and Non-Discrimination Policy, 
   • Workplace Anti-Discrimination Procedure, 
   • alignment with Jordanian Labour Law, 
   • alignment with Jordan’s National Human Rights Action Plan. 

   
   
   Institutional Integration Summary 

   AAU ensures that the Anti-Discrimination Policy is fully embedded across HR processes, staff training, grievance mechanisms, academic programs, and reporting systems. 
   Through strong policies, proactive monitoring, international partnerships, and inclusive institutional culture, AAU guarantees that every employee, regardless of gender, age, religion, nationality, disability, or identity, receives equal protection, respect, and opportunity. 

   This framework strengthens AAU’s commitment to SDG 5, SDG 8, SDG 10, and SDG 16, and reinforces its position as a leader in promoting fairness, equality, and justice in higher education.