TSUULL INSTITUTIONAL POLICY ON EQUAL ACCESS AND OPPORTUNITY
Policy originally adopted in March 2016 We are committed to fostering a learning and working environment where every individual has the opportunity to succeed, contribute, and grow. This Policy sets out the comprehensive framework, procedures, and institutional mechanisms designed to ensure equal access, meaningful inclusion, and fairness across all dimensions of University life. |
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Measures for Ensuring Equal Opportunity
5.1. Admissions:
5.1.1. Admission decisions are based on academic ability, potential, and commitment to study, ensuring that all applicants are evaluated fairly and consistently.
5.1.2. Applications from students with disabilities or those requiring accommodations are considered using the same criteria as all other applicants. Reasonable adjustments are provided to remove barriers and facilitate equitable participation.
5.1.3. Applicants are considered without prejudice or bias based on ethnicity, religion, immigration status, socio-economic background, or any other protected characteristic. Special attention is given to ensuring that students from underrepresented groups have equitable opportunities to succeed.
Responsible Departments: Registrar Office and Academic Affairs Department
5.2. Employment and Career Development:
5.2.1. Recruitment, promotion, and professional development opportunities are accessible to all staff and faculty. Selection processes are transparent, fair, and free from bias or discrimination.
5.2.2. Supportive workplace policies, including flexible working arrangements, family-friendly programs, mentorship, and leadership development, are available equitably to all employees.
5.2.3. Continuous professional development, training, and capacity-building initiatives are provided without discrimination, promoting career progression and enhancing the skills of staff at all levels.
Responsible Departments: Human Resources Department, University Council
5.3. Gender Equality and Inclusion of Individuals with different gender identity:
5.3.1. TSUULL actively promotes gender equality and empowers women through targeted initiatives, including leadership programs, mentorship, and institutional support networks.
5.3.2. The University explicitly prohibits discrimination based on gender identity or gender expression, ensuring that all members of the community are treated fairly and respectfully.
5.3.3. Students, staff, and faculty members with different gender identity are entitled to full participation and equal treatment in all University programs, services, facilities, and governance processes.
Responsible Departments: Gender Equality Committee, Academic Affairs Department
5.4. Support for Underrepresented Groups:
5.4.1. Targeted financial, academic, and social support is provided to students from low-income, marginalized, or vulnerable backgrounds to promote equal participation in education and campus life.
5.4.2. Mentoring, counseling, skills-building workshops, and capacity-building initiatives are implemented to support retention, academic success, and personal development.
Responsible Departments: Career Center, Academic Affairs Department
5.5. Professional Conduct:
5.5.1. Harassment, bullying, intimidation, or any hostile behavior toward students, staff, or faculty based on protected characteristics is strictly prohibited. The University encourages reporting of such behavior and provides confidential mechanisms for addressing complaints.
5.5.2. Alleged violations of this Policy are addressed promptly, fairly, and consistently through established University disciplinary procedures. Corrective measures and support are provided to ensure the affected individuals are protected and the University community maintains a safe, respectful, and inclusive environment.
Responsible Departments: Human Resources Department, Ethics and Compliance Office
Roles and Responsibilities
6.1. University Council and Academic Affairs Department:
6.1.1. Approve, endorse, and oversee the implementation of this Policy, ensuring it aligns with the University’s strategic goals and commitment to equality, diversity, and inclusion.
6.1.2. Monitor compliance with national anti-discrimination legislation, international standards in higher education, and internal University policies. This includes reviewing progress reports, analyzing equality data, and addressing gaps or issues identified through monitoring.
6.1.3. Allocate adequate resources, both financial and institutional, to support inclusion initiatives, capacity-building programs, mentorship schemes, and accessibility measures across all departments and University activities.
6.2. Deans, Department Heads, and Faculty:
6.2.1. Implement inclusive practices in all areas of teaching, research, and staff management, ensuring that courses, research projects, and work environments are accessible and equitable for all members of the University community.
6.2.2. Actively prevent discrimination, harassment, or biased treatment within their faculties or departments by promoting awareness, setting expectations for professional conduct, and addressing concerns promptly.
6.2.3. Mentor, guide, and support students and staff from underrepresented, marginalized, or vulnerable groups, helping them navigate academic and professional challenges, develop skills, and achieve their full potential.
6.3. Human Resources Department:
6.3.1. Ensure that recruitment, promotion, professional development, and performance evaluation processes are transparent, fair, and free from bias. This includes reviewing job descriptions, selection criteria, and promotion policies to align with equality standards.
6.3.2. Conduct regular training and workshops on equality, diversity, inclusion, and professional conduct for all staff, faculty, and administrative personnel to promote awareness and compliance with the Policy.
6.3.3. Collect, maintain, and analyze relevant equality and diversity data, including gender, ethnicity, disability, and other protected characteristics, to monitor outcomes, identify areas for improvement, and guide evidence-based decision-making.
6.4. Students and Staff:
6.4.1. Respect and uphold the principles of equality, diversity, and inclusion in all academic, professional, and social interactions within the University community.
6.4.2. Promptly report instances of discrimination, harassment, or unfair treatment using the University’s confidential reporting mechanisms, ensuring that concerns are addressed effectively and safely.
6.4.3. Actively contribute to fostering an inclusive, supportive, and welcoming environment by promoting mutual respect, valuing diverse perspectives, and participating in University initiatives designed to enhance equity and access for all members of the community.
FAQs
The purpose of this Policy is to ensure that all members of TSUULL—students, academic and administrative staff, and professors—have equal access to opportunities, resources, and support, regardless of ethnicity, religion, disability, immigration status, gender, marital or family status, or socio-economic background. It promotes an inclusive, respectful, and equitable academic and working environment.
This Policy applies to all members of the University community, including:
- • Students and applicants to undergraduate, postgraduate, and research programs;
- • Academic and administrative staff, including professors, lecturers, and researchers;
- • University representatives involved in recruitment, admissions, governance, and decision-making;
- • All interactions and participation in University programs, activities, and services.
The Policy governs all aspects of University life, including but not limited to:
- • Admissions and recruitment processes;
- • Hiring, promotions, and professional development;
- • Participation in teaching, research, extracurricular, and community activities;
- • Leadership, governance, and decision-making roles;
- • Conduct and professional interactions across the University.
The Policy addresses both direct and indirect discrimination based on protected characteristics, including:
- • Ethnicity, religion, or nationality;
- • Disability or health status;
- • Immigration or residency status;
- • Gender, gender identity, or sexual orientation;
- • Marital or family status;
- • Socio-economic background;
- • Any other characteristic protected under law.
TSUULL ensures equal opportunity through:
- • Fair and merit-based admissions and recruitment;
- • Transparent promotion and professional development processes;
- • Supportive workplace policies, mentorship, and leadership programs;
- • Reasonable accommodations for disabilities, pregnancy, or other needs;
- • Targeted support for underrepresented and marginalized groups;
- • Clear disciplinary procedures for harassment or discriminatory behavior.
All students and staff are encouraged to:
- • Report incidents of discrimination, harassment, or unfair treatment promptly;
- • Use the University’s established reporting and complaint procedures;
- • Seek guidance from the Human Resources Department, Gender Equality Committee, or relevant administrative offices.
- • The Academic Affairs Department, in consultation with Human Resources and the Gender Equality Committee, reviews the Policy annually.
- • Gender- and diversity-disaggregated data is collected and analyzed to identify gaps and inform corrective measures.
- • University leadership evaluates outcomes and ensures accountability across all departments.
Amendments or updates are made in accordance with institutional procedures and national legislation. All changes are communicated to the University community to ensure awareness and compliance.
- • University leadership ensures overall compliance and resource allocation.
- • Deans, department heads, and faculty implement inclusive practices and support students and staff.
- • The Human Resources Department ensures fair recruitment, promotion, training, and monitoring.
- • Every student and staff member is expected to uphold the principles of equality, diversity, and inclusion in their daily interactions.