Non-Discrimination and Respect for Personal Diversity Policy
1. Purpose
An-Najah National University (ANNU) is committed to maintaining an academic, professional and social environment founded on equality, respect, dignity and integrity.
This policy protects all members of the University community from discrimination, harassment and inappropriate sexual behaviour. It expressly includes protection for transgender people and ensures that personal identity or characteristics do not prevent anyone from accessing education, employment, services or participation in University life.
2. Scope
This policy applies to:
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All undergraduate, postgraduate and professional students.
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Academic and administrative employees, researchers and temporary personnel.
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Visitors, volunteers, contractors, service providers and partners participating in University activities.
It covers all University campuses, centres and affiliated institutions, and all University-related activities, including admissions, recruitment, employment, promotion, assessment, research, training, scholarships, campus services and events.
It also applies to University-sponsored activities beyond campus, placements, fieldwork, online learning and University-related digital communications.
3. Policy Statement
ANNU prohibits discrimination, harassment, exclusion and unequal treatment based on actual or perceived:
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Race, colour, national or social origin, language or birth.
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Sex, sexual orientation, gender identity or gender expression, including transgender status.
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Religion, belief, or political or other opinion.
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Disability, age or health status.
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Marital or family status, pregnancy or caring responsibilities.
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Property, place of residence, or economic or social situation.
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Any other personal characteristic unrelated to legitimate academic or professional requirements.
Transgender people are expressly protected under this policy. No person shall be denied admission, employment, promotion, training, scholarships, participation, access to University services or fair treatment because of their transgender status, gender identity or gender expression.
The University shall apply transparent, relevant and consistently enforced criteria in academic and employment decisions. Discriminatory instructions, practices and harassment are prohibited, including conduct that creates an intimidating, hostile, degrading or humiliating environment.
4. Respect for Personal Identity and Privacy
All members of the University community shall respect the dignity, personal identity and privacy of others.
The University prohibits identity-based insults, ridicule, intimidation, exclusion and the deliberate use of personal information to humiliate or disadvantage an individual.
Information concerning a person’s transgender status, gender identity, sexual orientation or other sensitive personal characteristics shall be protected. Disclosure shall be limited to circumstances involving the individual’s consent or a necessary and legitimate institutional or legal obligation.
Academic and administrative processes shall handle identity-related information respectfully and confidentially.
5. Prevention of Sexual Harassment and Inappropriate Sexual Behaviour
The University prohibits sexual harassment and inappropriate sexual behaviour, regardless of the sex, gender identity, gender expression or status of the individuals involved.
Prohibited conduct includes:
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Unwelcome sexual conversation, messages, images or other sexual content.
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Unwelcome comments or jokes of a personal or sexual nature.
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Obscene or sexually suggestive gestures.
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Unwanted touching, hugging, kissing or other physical contact.
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Inappropriate exposure of intimate body parts or disrobing.
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Masturbating in public.
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Unwanted sexual advances or requests for sexual favours.
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Sexual coercion, threats, stalking or intimidation.
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Making grades, employment, promotion, opportunities or access to services conditional on sexual cooperation.
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Sexual harassment through email, messaging platforms, social media or other digital channels connected with University life.
Consent must be freely given and must not be assumed from silence, a previous relationship or a person’s identity. Authority or dependency must never be used to obtain sexual cooperation.
Legitimate teaching, clinical care and research involving sensitive subject matter shall follow relevant professional standards, consent requirements and ethical procedures.
6. Implementation and Responsibilities
University Administration shall oversee implementation, ensure consistency with University regulations and approve revisions.
Deans, directors and department heads shall communicate the policy, promote respectful conduct, address reported concerns through appropriate procedures and prevent discriminatory practices within their units.
The Human Resources Department shall coordinate implementation in employment matters and support the handling of employee complaints.
The Deanship of Student Affairs shall support implementation in student matters and facilitate access to appropriate complaint and support procedures.
All members of the University community shall comply with this policy, respect the rights of others and cooperate with authorised investigations.
Contractors and external partners shall comply with these standards when delivering services or participating in University activities. Relevant requirements shall be communicated through applicable agreements and institutional procedures.
7. Reporting and Support
Anyone who experiences or witnesses discrimination, harassment or inappropriate sexual behaviour may report the concern through the relevant University administrative channels.
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Students may report to the Deanship of Student Affairs.
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Employees may report to the Human Resources Department.
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Visitors, contractors and other participants may report to the responsible University unit or University Administration.
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Where the concern involves the usual reporting officer, the report may be submitted to an alternative responsible officer through University Administration.
Reports may be submitted in writing or raised through a confidential consultation. Individuals may seek advice and support before deciding whether to submit a formal complaint.
The University shall provide appropriate referrals to available counselling, psychological, medical or administrative support. Immediate safety concerns shall be referred promptly to the appropriate University emergency or security service.
8. Complaint Handling and Fair Procedures
Complaints shall be handled promptly, impartially and respectfully, in accordance with University regulations and applicable procedures.
The complaint process shall provide for:
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Assessment of the reported concern and any immediate protective needs.
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Investigation by appropriate personnel without a conflict of interest.
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A fair opportunity for relevant parties to provide information and respond.
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Access to a support person or representative, consistent with University procedures.
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Decisions based on available evidence and the conduct involved.
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Communication of outcomes to the parties, subject to privacy requirements.
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Access to applicable review or appeal procedures.
Protective measures may be introduced while a complaint is considered. Such measures shall not presume that a violation has occurred or unnecessarily disadvantage the person seeking protection.
A complaint that cannot be substantiated does not, by itself, constitute a false or malicious complaint.
9. Confidentiality and Protection Against Retaliation
Reports, investigations and records shall be handled confidentially, with information shared only where necessary for investigation, support, protection or applicable obligations.
The University prohibits retaliation against anyone who, in good faith:
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Reports discrimination, harassment or inappropriate sexual behaviour.
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Seeks advice or support.
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Provides evidence or acts as a witness.
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Participates in an investigation or review.
Retaliation includes threats, intimidation, exclusion, adverse academic or employment treatment, and other actions intended to punish or discourage participation in the complaint process.
Allegations of retaliation shall be assessed and addressed through the relevant University procedures.
10. Corrective and Disciplinary Measures
Established violations shall result in proportionate corrective or disciplinary measures under applicable University regulations and contractual arrangements.
Measures may include education or training, formal warnings, restrictions on activities or responsibilities, disciplinary sanctions, or contractual remedies.
Where appropriate, the University shall also review the practice or process that allowed discrimination or harassment to occur and take steps to prevent recurrence.
11. Awareness and Training
The University shall communicate this policy through its website, orientation activities, staff development and relevant internal communications.
Awareness and training shall address:
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Equal treatment and protection of transgender people.
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Respect for gender identity, gender expression and personal privacy.
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Recognition and prevention of discrimination and sexual harassment.
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Inappropriate sexual behaviour in physical and digital environments.
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Reporting procedures, available support and protection against retaliation.
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Responsibilities of managers, staff, students and external service providers.
Personnel responsible for receiving or investigating complaints shall receive guidance appropriate to their responsibilities.
12. Monitoring, Review and Evaluation
The Human Resources Department, in coordination with the Deanship of Student Affairs and relevant University units, shall periodically review the implementation and effectiveness of this policy.
Monitoring shall consider anonymised complaint patterns, accessibility of reporting channels, awareness activities and the need for corrective action, while protecting sensitive personal information.
Revisions shall be approved by University Administration and published through the official University policy page. Each approved revision shall record its actual review and approval dates.
13. Related Policies
This policy shall be read alongside the following University policies. Its explicit protections against discrimination and inappropriate sexual behaviour remain applicable within the scope set out above.
Original Effective Date: June 10, 2023
Previously Published Review Date: June 10, 2025