SDG 5: Gender Equality

Revision History

1. Purpose and Scope

The College ensures equal opportunities for women to apply, gain admission, enrol, continue, participate and graduate. This policy applies to programmes, services, educational and research activities and related employment decisions, 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.

Read this policy with the Fair Admissions and Anti-Discrimination Policy (IMC-THE-POL-02B), the Maternity and Continued Participation Policy (IMC-THE-POL-03) and the Anti-Harassment and Protection from Retaliation Policy (IMC-THE-POL-05).

3. Equal Opportunities for Women

Before applications open, the College publishes admission requirements, selection criteria and channels for enquiries and grievances. Women applicants have access to programme information, guidance, registration and scholarships on the published terms. Their applications are assessed against the same criteria as those of other eligible applicants.

The College ensures that women students can access academic advising, support, activities and research opportunities on the published terms. Support needs during pregnancy and after childbirth are considered under the maternity policy and programme regulations.

Direct and indirect discrimination against women in education, assessment, recruitment, training, promotion and committee participation is prohibited. Pregnancy, maternity or use of a related entitlement must not be used to deny an educational or employment opportunity.

4. Protection from Gender Identity Discrimination

The College prohibits exclusion, bullying and unfair treatment on grounds of gender identity, including discrimination against transgender people. Eligibility requirements and conduct rules are applied consistently under applicable legislation, and any allegation of discrimination is referred to the competent body.

The prohibition covers harassment and unwanted sexual conduct in education, employment and College-related activities. Reports are handled under the Anti-Harassment and Protection from Retaliation Policy.

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

Admissions and Registration, in coordination with Student Affairs and academic units, monitors application, admission, enrolment, continuation, participation and graduation data by sex where approved data are available. Gaps are analysed annually, with causes, corrective actions, owners and follow-up dates identified. Findings are presented in aggregate to 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

This policy supports women's continued participation in employment and education during pregnancy and after childbirth and facilitates their return to work or study. Its employment provisions apply to women employed by the College, including faculty subject to the Government of Dubai human resources system, under the eligibility rules for each type of appointment. Human Resources determines the applicable regime for other categories based on current legislation and the nature of the appointment. Academic support provisions apply to women students under the applicable regulations of their programmes.

2. Legal Framework

The employment provisions are based on Article (19) of Law No. (10) of 2011 Establishing Imam Malik College for Sharia and Law and Dubai Law No. (8) of 2018 Concerning Management of the Government of Dubai Human Resources, which replaced the previous law under Article (139). Maternity, delivery and care leave and nursing breaks are governed by Article (83) of the Human Resources Law, Decree No. (14) of 2017 Concerning Maternity, Delivery and Care Leave for Female Employees of the Government of Dubai, and any legislation that replaces it.

Employment grievances are also governed by Articles (114), (116) and (117) of the Human Resources Law, Executive Council Resolution No. (4) of 2019 on the Disciplinary, Grievances and Complaints Code, and Decree No. (12) of 2021 on the Central Grievance Committee for Government of Dubai employees. Academic accommodations and grievances for women students are governed by the College's Internal Regulations and the approved regulations of the relevant programme.

3. Employment Entitlements

• Maternity leave. An employee appointed to a permanent full-time or part-time post is entitled to ninety (90) consecutive days of maternity leave beginning on the date of childbirth. She may request to start the leave up to thirty (30) days before the expected date of delivery. It may be combined with annual leave and unpaid leave provided the total does not exceed one hundred and twenty (120) days from the start of maternity leave. Each type of leave is governed by its applicable rules.

• Delivery leave and sick leave in cases of miscarriage. If a miscarriage occurs before the start of the twenty-fourth week of pregnancy, the employee is entitled to sick leave for a period determined by a medical report approved by the competent authority. She is entitled to sixty (60) days of delivery leave in the event of a stillbirth or miscarriage after the start of the twenty-fourth week, based on a medical report approved by the competent authority.

• Nursing break. The employee is entitled to a paid two-hour break each day at the start of official working hours or before they end, from the end of maternity leave until the child reaches one year of age. A part-time employee qualifies if her official working hours are at least five hours per day. In accordance with the Dubai Government Human Resources Department's clarifications, the break is not granted during Ramadan or on Fridays to an employee whose official hours that day are reduced to four and a half hours.

• Care leave for a child with a disability. An employee who gives birth to a child with a disability is granted care leave from the end of maternity leave until the child reaches one year of age. Under Article (6) of Decree No. (14) of 2017, the leave may be extended for a period not exceeding three years by decision of the head of the government entity or their delegate, based on a medical report approved by the competent authority.

• Financial and employment effects of leave. The employee receives her monthly salary throughout maternity, delivery or care leave, excluding allowances and benefits linked to active performance of duties. Weekends and public holidays within the leave count towards its duration. The leave counts as actual service for all purposes, including annual leave and travel ticket entitlements. No such leave or part of it may be carried forward to the following year or exchanged for cash.

• Childcare services. Human Resources counts the children under four years of age of employees who are mothers to the extent necessary to apply Article (8) of Decree No. (14) of 2017. If the number reaches twenty (20) or more, the College establishes a nursery on its premises. If no designated space is available, it may contract with a nearby nursery. If there are fewer than twenty children, the College may partner with another government entity to provide a shared nursery. Human Resources informs employees of the services actually available and their eligibility conditions.

4. Protection of Participation and Return to Work

The College applies assessment, training, promotion, research and academic participation criteria fairly. Pregnancy, use of prescribed leave or the nursing period must not be used to deny opportunities or adversely affect a performance assessment. The competent unit takes account of actual time worked and approved objectives when assessing performance under the applicable rules.

Human Resources coordinates with the employee and her line manager on cover during leave and arrangements for her return and nursing period. The authorised unit considers requests for temporary schedule changes in light of the regulations and the nature of the work. Dates and responsibilities are recorded and communicated to those concerned.

5. Academic Accommodations During Pregnancy and After Childbirth

Student Affairs receives support requests and coordinates with the academic department and Admissions and Registration to assess the effect on attendance, assessment or enrolment. The competent body determines an appropriate arrangement under the programme regulations, while preserving learning outcomes and academic requirements.

• Deferral of admission. A newly admitted student may apply to Student Affairs to defer admission by up to two semesters for an acceptable reason under Article (35). Pregnancy and childbirth are acceptable reasons.

• Suspension of enrolment and return. An application to suspend enrolment due to compelling circumstances is considered after completion of at least one full semester under Article (36) and referred to the Vice Executive President within their remit. The rules on retention of grades and the maximum suspension period in Articles (38) and (39) apply. Student Affairs coordinates the return within the prescribed time limits.

• Assessment. If a student misses a final examination for a substantiated medical reason or an accepted compelling reason, the College Council considers an Incomplete grade when the conditions of Article (116) are met. Completion is arranged through an exceptional examination within approved deadlines under Article (117), where both articles apply.

• Notification and follow-up. The student receives written notice of the decision, duration, steps to return or complete requirements, and any effects on enrolment, fees or scholarship under approved regulations, in coordination with Finance and the scholarship authority where appropriate.

6. Application and Grievance Procedures

Employees apply to Human Resources and students to Student Affairs through approved institutional channels. The relevant unit logs the request, verifies the required documents and refers it to the authorised decision-maker. Priority is given to cases involving an imminent examination or return to work or study. The applicant receives written notice of the decision and reasons, the grievance authority, procedures and deadlines. The relevant unit follows up on implementation.

Employees submit employment grievances to the competent Grievances and Complaints Committee within the prescribed procedures and deadlines. They may approach the Central Grievance Committee for Government of Dubai employees when the applicable conditions are met. Students submit grievances to the competent authority under approved academic regulations. The recusal, challenge and conflict-of-interest rules applicable to each route are observed.

7. Responsibilities

Revision History

1. Purpose and Scope

The College enables fathers to participate in childcare after childbirth and share caregiving responsibilities, supporting women's continued participation in employment and education. Paternity leave provisions apply to College employees, including faculty subject to the Government of Dubai human resources system. Human Resources determines the applicable regime for other categories based on current legislation and the nature of appointment. Student fathers receive academic accommodations under the approved regulations of their programmes.

2. Legal Framework

Employment provisions are based on Article (19) of Law No. (10) of 2011 Establishing the College and Dubai Law No. (8) of 2018 Concerning Management of the Government of Dubai Human Resources, particularly Article (84) governing paternity leave. Employment grievances are governed by the 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 for Government of Dubai employees. Academic accommodations and student grievances are governed by College regulations and approved programme regulations.

3. Paternity Leave and Continued Participation at Work

An employee who becomes a father is granted three (3) working days of paternity leave at gross salary, to be taken within one month of the child's birth. The entitlement covers births inside and outside the UAE, under Article (84) and the Dubai Government Human Resources Department's clarifications.

The employee applies to Human Resources through the approved channel, specifies the requested leave dates and attaches proof of birth. Human Resources verifies eligibility, records the leave, informs the employee of the dates and processes the request in time for him to use the leave within the statutory period. The line manager or department head arranges cover for work and teaching duties during the leave.

The College prohibits using entitled paternity leave as grounds for adversely affecting a performance assessment or denying promotion, training or academic participation. An employee may request a temporary work schedule adjustment for childcare. The competent unit decides on this separately from the paternity leave entitlement, under the regulations and in light of the nature of the work.

4. Academic Accommodations for Student Fathers

A student whose attendance, assessment or enrolment is affected by childbirth or care of a newborn may apply to Student Affairs. Student Affairs coordinates with the academic department and Admissions and Registration to assess the circumstances and refer the request to the authorised decision-maker. Depending on the case, it considers deferral of admission or suspension of enrolment and return under Articles (35) to (39), or an Incomplete grade and a make-up examination if a final examination was missed under Articles (116) and (117), where the provisions apply and their conditions are met.

Student Affairs informs the student in writing of the decision, reasons, duration, steps to return or complete requirements, and any effects on enrolment, fees or scholarship under approved regulations.

5. Grievances and Information Protection

Employees submit grievances to the competent Grievances and Complaints Committee under the prescribed procedures and deadlines. They may approach the Central Grievance Committee for Government of Dubai employees when its conditions are met. Students submit grievances to the competent authority under the academic regulations. Applicants are informed of the grievance authority, procedures and time limits. The College protects them from retaliation for submitting a good-faith request or grievance.

Birth documents and family data are kept in restricted-access records. Disclosure to the line manager or academic unit is limited to the information necessary to implement the decision.

6. Implementation, Monitoring and Publication

Human Resources implements and documents paternity leave provisions and informs employees of them. Student Affairs and academic units follow up on approved accommodations. In coordination with the relevant units, the Office of Institutional Effectiveness and Strategic Planning reviews the number of requests and leaves taken within the statutory period, processing times, reasons for delays and approved academic accommodations. Findings are presented in aggregate to protect beneficiaries' identities.

The approved version is published in the Knowledge Management System (KMS) archive accessible to all College employees and on the College website through a direct public link. The published version shows the version number and the approval, effective and last review dates, as applicable. The Office of Institutional Effectiveness and Strategic Planning retains the approval decision, version history, publication link and dated implementation evidence with identifying data removed. The policy is reviewed every three years or when relevant legislation or regulations are amended.

7. Responsibilities