SDG 10: Reduced Inequalities

Revision History

1. Purpose and Scope

The College is committed to fair admissions and prohibits discrimination in its operations and decisions. This policy covers applicants, students, employees, faculty, researchers, visitors and contractors and applies to admission, education, employment, services and activities on and off campus and on digital platforms.

2. Legal and Institutional Framework

This policy is based on Law No. (10) of 2011 Establishing the College, its Internal Regulations and its admissions and programme regulations. Employment decisions are governed, where applicable, by Dubai Law No. (8) of 2018 Concerning Management of the Government of Dubai Human Resources, as amended. Applicable anti-discrimination legislation, including Federal Decree-Law No. (34) of 2023, is observed within its scope.

Due regard is given to Dubai Law No. (3) of 2022 Concerning the Rights of Persons with Disabilities in the Emirate of Dubai and its implementing bylaw issued by Executive Council Resolution No. (1) of 2022, as amended. Read this policy with the Equal Opportunities for Women and Non-Discrimination Policy (IMC-THE-POL-02A), the Anti-Harassment and Protection from Retaliation Policy (IMC-THE-POL-05) and the Reasonable Accommodations Policy (IMC-THE-POL-07) once effective.

3. Non-Discrimination and Admission Criteria

The College prohibits direct and indirect discrimination based on ethnicity, colour, origin, nationality, language, religion, age, disability, health, social or economic status, immigration status, sex or any characteristic unrelated to a legitimate requirement. Statutory and objective eligibility requirements are applied proportionately to the decision.

Admissions and Registration publishes each programme's requirements, deadlines, required documents, selection criteria and available capacity under approved procedures, together with the channels for requesting accommodations and filing grievances. It documents decision reasons and statutory exceptions and informs applicants of their outcome and review options.

Reviewers disclose conflicts of interest, and affected applications are referred to another reviewer. The College provides reasonable accommodations in applications, interviews and tests at no additional charge under applicable legislation, with due regard for the programme's essential requirements.

4. Positive Measures and Review of Barriers

If the College approves a positive measure to address a documented barrier, it publishes the rationale, target group, criteria and duration before applications open and reviews its impact regularly. Before each admission cycle, the competent unit reviews admission requirements for any unjustified exclusionary effect and addresses it within its authority.

5. Complaints and Grievances

Complaints about admission or participation are referred to the authorised academic or administrative body. Employment complaints are handled under the Government of Dubai Disciplinary, Grievances and Complaints Code approved by Executive Council Resolution No. (4) of 2019 and Decree No. (12) of 2021 on the Central Grievance Committee, where applicable. Anyone involved in the contested decision is excluded from its review.

The competent unit informs the applicant of the outcome, reasons, grievance route and time limits under the regulations. The Anti-Harassment and Protection from Retaliation Policy (IMC-THE-POL-05) applies. Access to records is restricted in accordance with the approved information governance framework and retention schedule.

6. Monitoring and Publication

The relevant units document admission criteria, selection decisions, accommodations, objections and corrective actions. The College annually reviews the impact of the criteria, reasons for objections and outcomes of approved measures, and presents aggregated results that protect individual identities.

The approved version is published in the Knowledge Management System (KMS) archive accessible to all employees and on the College website through a direct public link. The approval decision, revision history, publication link and aggregated or de-identified implementation evidence are retained. The policy is reviewed every three years or earlier as needed, including when relevant laws, legislation or regulations are amended or introduced.

7. Responsibilities

Revision History

1. Purpose and Scope

Imam Malik College for Sharia and Law is committed to identifying barriers to access, taking planned action to recruit underrepresented students, employees and faculty, and supporting their retention and participation. The policy applies to outreach, advertising, applications, admission, recruitment, induction and guidance, as appropriate to each stream.

2. Legal and Institutional Framework

The policy is based on Law No. (10) of 2011 Establishing the College and its Internal Regulations. Recruitment decisions are subject to Dubai Law No. (8) of 2018 Concerning Management of the Government of Dubai Human Resources within its scope, including the appointment priority under Article (40) where applicable. Due regard is given to Dubai Law No. (3) of 2022 Concerning the Rights of Persons with Disabilities in the Emirate of Dubai and its implementing bylaw, as amended.

This policy complements the policies on equal opportunities and fair admissions and anti-discrimination (02A and 02B), anti-harassment and protection from retaliation (05), reasonable accommodations (07) once effective, and the approved information governance framework.

3. Identifying Groups and Planning Recruitment

The owners of each stream identify underrepresented groups by comparing actual representation with an appropriate eligible reference population or the best available proxy, documenting the source, period and limitations. Barriers such as disability, limited income and first-generation status in higher education are assessed on the evidence, as appropriate to the stream and context.

An annual plan is submitted for approval under delegated authority. For each stream it specifies the group, barrier, baseline, action, owner, deadline, resources, target and completion evidence. It identifies data sources and any gaps. Personal data collection is limited to what a legitimate purpose requires, with access controls in place.

4. Recruitment Streams and Participation Support

Students. Admissions and Registration and Student Affairs conduct targeted outreach with schools and community organisations based on identified gaps. They provide application guidance and information on approved scholarships and access arrangements, monitor applications, admissions and enrolment, and coordinate support after registration.

Employees. Human Resources advertises vacancies through suitable and varied channels, provides accessible advertisements and forms, and offers reasonable accommodations for tests and interviews. It monitors applicant, eligible, shortlisted and appointed numbers where data permit.

Faculty. Human Resources works with the Deanship and departments to advertise through appropriate academic and professional networks, document selection criteria, train committees to apply them consistently and monitor application, selection, appointment and professional induction.

Published eligibility and competency criteria apply. The basis, target group, duration and criteria of any positive measure are documented before approval. Recruitment is linked to accommodation, guidance and induction services. Grievances may be raised under approved procedures.

5. Implementation, Measurement and Evidence

For each action, implementing units document the date, channel, participation, outputs and evidence. Performance is measured by comparing completed actions with the plan and analysing progression from outreach to application, admission and enrolment or appointment, depending on the stream. Retention is monitored and corrective actions identified.

Units review results each semester or recruitment cycle, depending on the stream. An annual consolidated report identifies gaps, causes and measures required. The approved plan, outreach material, implementation records and aggregate findings are retained with identifying data withheld.

6. Publication and Review

The approved version is published in the Knowledge Management System (KMS) archive accessible to employees and on the College website through a direct public link. A summary of actions and aggregate results is made available after clearance. The policy is reviewed every three years or earlier as needed, including when relevant legislation or regulations are amended or introduced.

7. Responsibilities

Revision History

1. Purpose and Scope

Imam Malik College for Sharia and Law is committed to removing barriers to participation for People of Determination and providing reasonable accommodations and the funding to implement them. The policy applies to admission and job applicants, students, employees, faculty and visitors, according to the service, in person and on digital platforms.

2. Legal and Institutional Framework

The policy is based on Law No. (10) of 2011 Establishing the College, its Internal Regulations, and Dubai Law No. (3) of 2022 on the rights of persons with disabilities. Due regard is given to Article (4) on education of the implementing bylaw issued by Executive Council Resolution No. (1) of 2022, and Article (6) on employment and job opportunities as amended by Executive Council Resolution No. (80) of 2022.

The policy complements the Learner Admission and Lifelong Learning Access Policy (01), Fair Admissions and Anti-Discrimination Policy (02B), Anti-Harassment and Protection from Retaliation Policy (05), Underrepresented Groups Recruitment Policy (06) and approved information governance framework.

3. Reasonable Accommodations and Accessibility

A reasonable accommodation is an individual adjustment necessary and appropriate to remove a barrier to equal participation. It is determined by need and the nature of the activity without imposing a disproportionate burden. Employment and educational needs are assessed individually while preserving the essential requirements of the programme or role.

Arrangements may include extra time or an alternative assessment format, accessible digital materials and assistive technology, accessible rooms, platforms and interviews, adjustments to schedules or workstations, guidance or an individual evacuation plan as needed. Reasonable accommodations in education are provided at no additional charge.

Relevant units incorporate accessibility requirements into facilities, procurement, technology, training and emergency planning. They review the suitability of an arrangement with the beneficiary when needs or participation circumstances change.

4. Requests, Assessment and Decisions

Student Affairs handles educational requests with Admissions and Registration and academic departments. Human Resources handles employment requests. Visitor requests are referred through the approved service channel. Requests are assessed in consultation with the beneficiary, using only the supporting information needed. Implementers receive the information needed to put the arrangement in place.

The College aims to acknowledge requests within two working days and notify applicants of a decision within ten working days of completing the assessment, subject to statutory deadlines. Interim arrangements are offered where possible in urgent cases, including examinations and interviews. The implementation plan identifies the accommodation, owner, cost, funding source, date and review method.

If a requested arrangement is unavailable, effective alternatives are assessed with the beneficiary and technical or financial barriers escalated to the authorised decision-maker before a decision is made. The beneficiary is informed of the decision, reasons, available alternative, grievance procedure and deadline under the regulations. The grievance is referred to a competent body independent of the original decision.

5. Funding and Monitoring

Finance estimates needs and costs annually with the relevant units and includes the necessary funding in the draft budget under approval procedures. It tracks appropriations and expenditure against estimated needs and approved requests and escalates any shortfall or urgent need for additional funding or a suitable alternative.

Appropriations, expenditure and implementation are documented. The Office of Institutional Effectiveness and responsible units review funding adequacy, the proportion of requests implemented on time, processing times, barriers addressed and beneficiary satisfaction. Results are presented in aggregate to protect identities.

6. Publication and Review

The approved version is published in the Knowledge Management System (KMS) archive accessible to employees and on the College website through a direct public link. The accommodation request process and an authorised summary of accommodations and funding are made available with personal data removed. Assessment, implementation and grievance records are kept under the approved information governance framework and retention schedule.

The policy is reviewed every three years or earlier as needed, including when relevant laws, legislation or regulations are amended or introduced.

7. Responsibilities

Revision History

1. Purpose and Scope

Imam Malik College for Sharia and Law prohibits all forms of harassment and protects anyone who reports discrimination or harassment in good faith, is affected, witnesses it or participates in the handling of a report. The College ensures that those protected retain access to educational and employment opportunities.

This policy applies to students, employees, faculty, trainees, volunteers, visitors, contractors and service providers. It covers all College operations and facilities, related activities on and off campus, trips, field training, meetings, communications and College-related digital platforms.

2. Legal Framework

The policy is applied under Law No. (10) of 2011 Establishing the College, Dubai Law No. (8) of 2018 Concerning Management of the Government of Dubai Human Resources, Executive Council Resolution No. (4) of 2019 approving the Disciplinary, Grievances and Complaints Code, and Decree No. (12) of 2021 on the Central Grievance Committee for Government of Dubai employees. Due regard is given to Federal Decree-Law No. (31) of 2021 Promulgating the Crimes and Penalties Law, as amended, particularly Article (413) where applicable.

Student matters are governed by the College's Internal Regulations and programme regulations. Records are governed by the approved information governance framework and retention schedule. This policy aligns with related College policies on equal opportunities and non-discrimination.

3. Prohibited Conduct and Protection from Retaliation

Harassment includes unwanted verbal, physical, psychological, sexual or online conduct liable to undermine dignity or create an intimidating, hostile or degrading learning or working environment. Examples include bullying, stalking, threats and insults, sexual messages and images, unwanted comments, gestures or touching, and making a grade, admission or job opportunity conditional on compliance with a personal or sexual request. The College assesses conduct under this policy. The appropriate legal classification applies on referral to the competent authority.

Adverse action for reporting in good faith, participating in an investigation or supporting a party is prohibited. This includes denying admission, enrolment, fair assessment, scholarships or opportunities for education, training, employment or promotion, as well as threats, defamation and isolation. Protection continues if an incident cannot be substantiated. Any allegation of a malicious report is considered separately under the regulations.

4. Reporting and Protective Measures

Human Resources receives reports from employees and faculty, and Student Affairs receives student reports. Visitors and contractors may use the approved institutional contact channel for referral to the competent unit. If a report concerns the receiving unit or a conflict of interest arises, it is escalated to the Executive President or authorised body within delegated authority. The College makes approved institutional contact details and instructions available.

Reports may be submitted without confronting the person complained about. Anonymous reports are screened when they contain verifiable information. Reports are recorded securely, and information is shared only on a need-to-know basis or as legally required.

Risks are assessed as soon as they arise, and proportionate interim measures are taken where necessary, such as managing contact or adjusting study or work arrangements. The affected person's preferences and continued access to opportunities are considered. Appropriate support is provided to the parties while protecting their rights. Alleged retaliation is logged and examined separately.

5. Investigation, Decision and Grievance

The receiving unit refers the report to the competent body or committee according to the parties' status and the nature of the incident, excluding anyone with a conflict of interest. Evidence is preserved. The person complained about is informed of the allegation and given a reasonable opportunity to respond and present evidence. The competent body issues a reasoned decision within its authority and under the regulations. The parties are informed of matters affecting them and of the grievance route and deadlines.

Employment complaints and grievances are handled under applicable legislation. The Central Grievance Committee may be approached when its jurisdictional conditions are met. Student complaints and grievances are considered under approved academic and disciplinary regulations. Cases are referred to competent authorities where appropriate, while preserving individuals' right to approach them.

Urgent reports are prioritised at screening. Procedures are followed within the deadlines established by relevant legislation and regulations. The receiving unit reviews protective measures and the risk of retaliation after closure where necessary.

6. Implementation, Monitoring and Publication

The College informs students and employees about prohibited conduct, reporting channels and protection. In coordination with relevant units, the Office of Institutional Effectiveness and Strategic Planning monitors report counts, processing times, protective measures and awareness indicators in aggregate to protect identities. Records are retained under the approved retention schedule. Disposal is suspended while they relate to an ongoing investigation or grievance.

The approved version is published in the Knowledge Management System (KMS) archive accessible to all employees and on the College website through a direct public link. The approval decision, revision history, publication link and implementation evidence are retained with identifying information removed. The policy is reviewed every three years or when relevant legislation or regulations are amended.

7. Responsibilities