Description
Misr University for Science and Technology is committed to providing a safe, respectful, and inclusive educational and working environment free from all forms of discrimination and harassment.
The university believes that respect for human dignity and equality in treatment is the foundation of institutional justice, excellence, creativity, academic and professional success. The university seeks to embed this culture as a core objective of sustainability.
Scope
This policy applies to all individuals associated with the university, including:
➢ Faculty members.
➢ Administrative and technical staff.
➢ Male and female students.
➢ Visitors, suppliers, and contractors.
➢ All colleges, departments, and university facilities.
Objectives
➢ Prevent all forms of discrimination and harassment within the university.
➢ Promote a culture of respect, diversity, and inclusion.
➢ Provide effective mechanisms for reporting and investigating violations.
➢ Protect victims and ensure they are not subject to retaliation.
Policy Statement
“The non-discrimination policy applies to all stages of employment, promotion, evaluation,
admission, and academic activities.”
| Type | Explanation |
|---|---|
| Discrimination | Any unfair treatment based on gender, race, religion, disability, age, or any personal characteristic. |
| Sexual Harassment | Any unwelcome verbal or physical behavior of a sexual nature that creates an unsafe or humiliating environment |
| Psychological/Verbal Harassment | Insults, threats, bullying, or verbal abuse that affects an individual’s dignity . |
| Cyber Harassment | Sending inappropriate messages or images via university email or social media . |
Procedures
1) Awareness and Education
➢ Deliver regular training programs on professional conduct and anti-harassment.
➢ Publish this policy on the official website and notice boards.
➢ Include anti-discrimination clauses in contracts and internal regulations.
2) Reporting Mechanisms
➢ Provide secure and confidential channels for reporting violations (such as a dedicated email or locked
complaint box).
➢ Ensure confidentiality of information and protect whistleblowers from retaliation.
➢ Allow reporting by victims, witnesses, or third parties.
3) Investigation and Response
➢ Form an independent committee to investigate complaints.
➢ Take clear disciplinary action in accordance with university regulations.
➢ Provide psychological and legal support to victims when needed.
Roles and Responsibilities
| Entity | Key Responsibilities |
|---|---|
| Employees | Respect others – Report inappropriate behavior – Participate in awareness programs |
| Managers & Supervisors | Monitor the work environment – Respond promptly to complaints – Prevent retaliation or cover-ups |
| Human Resources | Review policies – Train staff – Manage investigations – Provide necessary support |
Evaluation and Review
➢ This policy shall be reviewed annually to ensure its effectiveness and alignment with local and
international legislation.
➢ Review results shall be published in the university’s annual governance report.
➢ Key Performance Indicators (KPIs) shall be developed to measure compliance, including:
• Number of complaints handled.
• Percentage of participation in training.
• Employee and student satisfaction with the work and study environment.
| Policy title | Non-Discrimination and Anti-Harassment Policy |
| Issued Date | September 2023 |
| Revised in | July 2025 |
| Approving body | Human Resources Department |
| Version | 2 |
| Policy owner | Human Resources Department |
| Lead contact | Human Resources Department |
| Approval Signature | MR. Khaled Nabil – Human Resources Director |
