Recognition of staff unions and representation for all employees, including women and international staff. 

Introduction: 

Al-Ahliyya Amman University (AAU) affirms its strong institutional commitment to fair representation and the protection of labour rights through the Union and Labour Rights Recognition Procedure, which guarantees that all employees, including women, international staff, administrative teams, faculty, and outsourced workers, have the right to representation, collective dialogue, and participation in workplace decision-making. 

AAU maintains an inclusive approach that encourages open communication, respects the right to organize, and ensures that employee voices are incorporated into university policies, employment frameworks, and institutional development plans. 
This aligns directly with SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities) by strengthening labour protections, promoting gender equality, safeguarding minority representation, and supporting transparent and ethical employment structures. 

Through joint committees, HR consultation channels, staff representation councils, and grievance mechanisms, AAU ensures that workers’ rights are upheld and that all staff, regardless of background or identity, have equal access to advocacy, dialogue, and collective bargaining structures. 

Centers and Departments: 

Activities: 

Impact Evaluation & Development Plan

1. Performance Evaluation
   
   1. Structured Assessment Tools

   AAU uses standardized sustainability literacy surveys, competency-based rubrics, reflective learning assessments, and course-embedded evaluation instruments to measure student and staff understanding of SDG principles, particularly labour rights, workplace equality, and inclusive representation. 

   2. Annual Assessment Cycles

   Union-related awareness and labour-rights knowledge are assessed annually across staff, faculty, and administrative departments. Assessments track trends in understanding collective representation, employee rights, and institutional fairness. 

   3. Quantitative & Qualitative Indicators

   The assessment framework collects: 

   • scenario-based knowledge questions (labour rights & union structures), 
   • Likert-scale indicators (perceptions of fairness & representation), 
   • open-ended reflections (experiences with inclusivity, dialogue, and workplace equality). 
   4. Integration with Curriculum

   Assessment outcomes inform curriculum improvement, embedding SDG 8 and workplace-justice themes across business, law, HRM, and social sciences courses. Faculty development also includes training on labour ethics and inclusive leadership. 

   5. Transparency and Public Reporting

   All assessment findings are validated by SIRC and published in: 

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

   ensuring complete transparency. 

   
   

2. Development Actions

   Action 1: University-Wide Labour Rights Awareness Survey Annual survey measuring staff understanding of union rights and representation. 
   Target: 70% participation rate. 

   Action 2: Employee Representation Framework Develop a standardized representation framework ensuring equal participation of women, international staff, and outsourced workers in committees. 
   Target: Implementation by 2026. 

   Action 3: Union-Inclusive Training Programs Launch training modules on labour rights, anti-discrimination, and grievance mechanisms. 
   Target: 2025–2027. 

   Action 4: Representation & Equity Dashboard Digital dashboard publishing union participation rates, grievance outcomes, and representation distribution. 
   Target: Operational by 2026. 

   Action 5: Regional Benchmarking 
   Benchmark AAU practices against leading universities in MENA. 
   Target: Annual published report. 

    

3. Benchmarking & Best Practice

   AAU benchmarks its union-recognition model against global leaders: 

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

   Best Practices Adopted 

   • labour-rights training, 
   • equal-opportunity representation structures, 
   • gender-equity mechanisms, 
   • public dashboards for transparency. 

   Localization to Jordan 
   AAU adapts global models through: 

   • Labour Rights and Non-Discrimination Policy, 
   • Union and Labour Rights Recognition Procedure, 
   • alignment with Jordan Labour Law, 
   • national regulations on workplace equality and collective representation. 

   
   
   Institutional Integration Summary 

   Union recognition at AAU is fully embedded across HR operations, staff committees, and campus-wide representation mechanisms. 
   Through policies, procedures, assessments, benchmarking, and internationally aligned practices, AAU ensures that all employees, women, men, local, international, permanent, and outsourced enjoy equal rights to representation, consultation, and workplace voice, contributing to a fair, transparent, and socially responsible institution aligned with SDG 8 and SDG 10.