Overall Rating Gold
Overall Score 65.78
Liaison Imad Alsyouf
Submission Date March 4, 2022

STARS v2.2

University of Sharjah
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 1.83 / 3.00
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :

The non-discrimination statement, including the website URL where the policy is publicly accessible:

UoS is committed to creating a just and fair work environment in order to promote UoS as an Employer of Choice and enhance employee engagement and dedication

Treat all employees equally with the utmost respect and without discrimination, as well as encourage employees and promote positive competition between them in order to reinforce mutual trust. (page 2 in the policy)

Employees are responsible for maintaining acceptable standards of personal behavior and allowing everyone the space and opportunity to carry out their work assignments in a business-like atmosphere, free from discrimination.
(page 8 in the policy)

13) Harassment of People of Determination 13.1 UoS is committed to recruiting People of Determination and providing them with equal opportunities and enabling them to perform their roles safely and effectively. 13.2 UoS will not tolerate any form of harassment (verbal, physical, or written) taken in relation to a Person with Determination or an associate of the Person with Determination, such as a relative or caretaker. 12) Harassment and Discrimination 12.1 UoS is committed to maintaining an environment where employees are valued, respected, and realize their full potential. Harassment of any form such as sexism, discrimination or bullying are serious issues that undermine morale and can adversely affect the ability of employees to feel included. Such behavior is unacceptable and all allegations will be investigated and may result in disciplinary proceedings. 12.2 Harassment includes, but is not limited to, any unwanted, unreasonable, and offensive behavior that makes employees feel insecure, offended, humiliated, frightened, or threatened. 12.3Discrimination is the act of making an unjustified distinction between human beings on the basis of gender, age, religion, nationality, or ethnicity. The HR practices of UoS are based on providing equal treatment to current and potential employees. A comprehensive and transparent assessment and selection process based on merit, competence, and capabilities is implemented to support UoS’s commitment to equal employment opportunities. 12.4 Employees must not, under any circumstances, engage in any form of harassment. Allegations of harassment should be made to the HR Department and will be handled in a confidential manner. 12.5Employees will not express or imply any act of violence or aggression in the workplace. Actions that are classified as violent include: a) Attempting or using physical force to cause harm to another individual or damage to UoS assets b) Inappropriate actions such as kicking, pushing, bullying, yelling, etc. c) Verbal or written threats or abusive comments.

The statement can be found on the page of the equality circle

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:

A brief description of the institution’s discrimination response protocol or team:

First of all, the UAE has several laws in place that aim to prohibit discrimination and hatred on the basis of caste, race, religion, or ethnic origin.
Any discrimination is considered a violation.

The University of Sharjah set a policy on how to report any violation (including Breach of justice, damage to the environment, and Endangering health and safety) with an aim to promote a culture of openness.
All complaints will be received by the Legal advisor of UOS, the HR Director, or a dedicated email created for this.

There is a small form to be filled out regarding the details of the case. It is a transparent and confidential system.

The legal advisor and the HR director have day-to-day operational responsibility for this role.
Reports will be submitted to the Compliance and Internal Audit Office, a committee will be formed to resolve the case quickly within a timeframe with high level of confidentiality.

Policy can be found: https://www.sharjah.ac.ae/en/Media/Publications/Pages/Community.aspx

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

The Disability Resource Center at the UOS works on:
Hiring specialized professionals and ensuring their appropriate treatment of the students with disabilities in accordance with applicable rules.
Creating channels with the University’s colleges, institutes, centers, administrative departments and Deanship of Student Affairs for constant communication and consultation with the aim of providing the best educational and development programs and services to students with disabilities.

Also, an assessment is ongoing to evaluate the level of social responsibility of the local organizations to recruit the disabled graduates which will enable the UOS to improve (mention in PA6)

In addition, UOS hires some of the graduates of disabled students at the Disability Resource Center.

Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:

The service offered by the University of Sharjah Disability Resource Center are obtainable through the following steps:

Step 1: Registration and submission of disability documentation

The person with the disability, or the custodian, should adhere to the following:
Requesting opening the file for registration at the University of Sharjah Disability Resource Center.
Completion of all personal data and information of the person with the disability.
Submitting the documented evidence establishing the disability and which warrants obtaining the services offered by the Center.
Submitting the request and stating the appropriate and reasonable services.
The Center will:
conduct an initial review of the documents to ensure their completion;
contact the person with the disability or the custodian, should there be a need for further information or reports;
open a file for the person with the disability.

Step 2: Review of Documentation

Upon completion of all necessary information, the Center’s competent staff will review the documents to determine whether they meet the criteria.

Step 3: Taking the Decision

Upon examining the reports, documents, and information of the disability by the competent staff at the Center, the Center decides whether the disabled person is eligible for the requested accommodation.
The person with the disability will be contacted and informed of the decision within two weeks of the date of the registration request.
In the event that the Center denies a request, the applicant may ask for justifications of such denial and that the request is reconsidered stating the grounds for reconsideration.

Step 4: Interview with the Center’s Competent Staff

When a disabled person’s request for obtaining the services offered by the Center is approved, another interview will be appointed for him with the Center’s Competent Staff in order to discuss the condition and get further information about appropriate services. The interview will cover the following:
A discussion with the disabled person, or the custodian, of the services provided.
The disabled person’s objectives.
The disabled person’s level of motivation or willingness for learning and receiving the services.
Recommendations and modifications he deems necessary for success at the program.
Description of the disability impact upon his university life and academic performance.
The medical history relevant to the disability, and the physical, mental and social problems.
The weaknesses he suffered from during the past educational stages.
The support and accommodations he received in the past.
The current accommodations and support available at the University and to what extent they meet his needs.

Step 5: Preparing an Individual Development Plan

A written academic and administrative plan including the strategies for providing teaching and support during midterm and final exams will be prepared for each disabled person eligible for the services.
The plan will include all the information relevant to the disabled person, the academic support services, educational activities appropriate for the type and level of the disability, the services, and facilities necessary for providing the disabled person with access to all facilities, services, and activities at the University.
The plan will be prepared by the Center’s competent staff in cooperation with the concerned disabled person.

For the disabled staff, UOS Human Resource Department provide them with some exemptions based on their disability based on the report.


Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:

Website URL where information about the institution’s support for underrepresented groups is available:

Additional documentation to support the submission:

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.