Al-Quds University – 2025
 Introduction
Along with its commitment to EDI principles, Al-Quds University aims to be a pioneering institution where EDI values will be embedded. Building a sense of EDI within the university academic community, with a commitment to achieving its primary educational mission, will assist students in developing skills in meeting the global educational challenges of the 21st century.
In the university context, EDI principles will represent the accessibility of, and the right to, a respectful and dignified learning and working environment. Furthermore, the right to be free from harassment and all deferring from discrimination principles. This EDI policy aims to perpetuate the above-mentioned approach.
Purpose and Scope
This policy covers the following groups:
- All students (undergraduate, graduate, and continuing education),
- Academic and administrative staff,
- Visitors, contractors, volunteers, and partners,
- All university-owned or affiliated locations, services, and platforms.
This policy aims to:
- Give equal opportunities in every university function,
- Prevent and remove discrimination, harassment, and victimization,
- Create opportunities to develop a culture of inclusion, mutual respect, and participation,
- Ensure adherence to the Palestinian legislation and international human rights treaties.
3. Protected Characteristics
Al-Quds University has a zero-tolerance policy towards discrimination in the following (but not limited to) protected characteristics:
- Age,
- Gender or Gender Reassignment,
- Disability (whether physical, mental, sensory, or learning),
- Race (including ethnicity, nationality or citizenship, and color of skin),
- Religion or Belief (or none),
- Sexual Orientation,
- Marriage and Civil Partnership,
- Pregnancy and Maternity,
- Refugee and Asylum Seeker Status.
We also are aware of the intersectional nature of discrimination, and will ensure a respectful and appropriate response.
- Policy Principles
Dignity and Respect: Every individual must be given a safe and supportive space without hostility, bullying, or prejudice.
Equal Access and Opportunity: All university programs, services, and employment opportunities must be available in accessible and equitable means.
Accountability and Transparency: All discrimination or bias incidents must be investigated in a timely manner and with fairness.
Collaboration: The university collaborates with internal stakeholders and external actors to enhance the EDI framework.
- Areas of Implementation
A. Academic Life
- Each and every one of the university’s programs will integrate inclusive and culturally appropriate teachings.
- Curricula incorporate diverse perspectives, global issues, and justice issues pertaining to the environment.
- The assessment policy undergoes routine reviews in order to maintain equity and accessibility.
B. Admissions and Student Services
- The principles of equity and the considerate evaluation of applicants of all backgrounds are embedded in the admissions policy.
- Equity in the distribution of financial aid and scholarships includes aid for the economically disadvantaged.
- Confidential and student-centered mental health, disability, and learning support services are available.
C. Employment and Workplace Culture
- Recruitment, hiring, promotion, and professional development are executed in a transparent, inclusive, and equitable, merit-based framework.
- Staff with disabilities are made needs-based adjustments to support their work.
- Complaints regarding harassment or discrimination are managed in a timely manner and are escalated through the appropriate channels.
D. Campus Accessibility
- The upgrades to the university’s infrastructure includes the addition of ramps, elevators, and inclusive restrooms.
6. Governance and Oversight
The Office for Equity and Inclusion (OEI) has the following duties:
- Evaluating institutional performance and the implementation of this policy.
- Providing training on unconscious bias, inclusive teaching, and accessibility.
- Aiding in conflict resolution and case reporting or investigations.
The Equity, Diversity, and Inclusion (EDI) Advisory Committee, consisting of students, faculty, and administrative members, convenes every two years to assess the policy and propose necessary modifications.
7. Training and Awareness
- All new staff members must attend annual EDI training, and this training is also offered periodically to students and faculty.
- Every academic unit is encouraged to organize inclusion and anti-discrimination events or conversations.
- A digital resource center contains multilingual information on rights, responsibilities, and university support services.
8. Policy Review Cycle
The EDI Policy is reviewed every other year, or more frequently, if changes in the political, social, or institutional landscape require it. All policy adjustments will note integration of diverse constituencies on campus.
- The next review is due in March 2027.
Commitment Statement
At Al-Quds University, equity is a principle, not a privilege. We recognize and promote actively sustaining inclusion as a process now and in the future. We hope this policy and its executition will promote the possibility for all members of the university to flourish.
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Introduction
Al-Quds University seeks to promote an atmosphere of respect, equity, and inclusion. We believe that these factors are important in the overall development for members of our community. Therefore ‘Community Respect, Equal Opportunities and Fair Treatment’ is one of our promises in our policies, as well as the development of our policies. -
Equality Statement
Al-Quds University is dedicated to upholding and advocating respect and the fair treatment of everyone while actively striving against discrimination, and promoting equality of opportunity and Fairness. We provide an environment where inclusion and diversity thrive for staff and students, and visitors, and comply with the equality laws, public duties, and the Human Rights. We protect individuals from harassment or discrimination related to the following ‘Protected Characteristics’:
- Age
- Disability
- Gender
- Marriage
- Pregnancy and Maternity
- Race (color, ethnic or national background)
- Refugee and asylum seekers
- Religion or Belief
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Commitment to Equality
Our dedication to equity and equality seeks to pursue the identification and removal of the possible barriers and challenges that individuals may face while in our community. We strive to ensure that everyone is fully supported to realize their potential. In relation to the impact of our policies and practices, we aim to support different groups to achieve the objectives that they have. -
Assessing the Equality of Opportunity and Fairness
The potential unfairness or inequality of our policies and practices must be regularly assessed. This demonstrates our ongoing pledge to equality, civil rights, and inclusion.
- Responsibilities and Commitment
- Each member of our community plays a part in the implementation of this policy. There is a shared expectation of upholding the principles of civil rights and fairness, of neither inciting nor having a passive role in unjust or discriminatory actions.
- The Office of the University Regulation Committee has the responsibility of assuring the University meets its legal requirements of equality promotion and discrimination elimination.
- The University Director’s Office ensures that these legal obligations are upheld across the University.
- The Human Resource Director implements policies regarding staff and ensures the training required on equality and diversity is incorporation.
- The Student Services Director steers policy implementation regarding students.
- Department Heads are expected to raise awareness of this policy and advance equal opportunity in their areas of influence.
- All staff and students promote equality and the elimination of discrimination in their ‘Equality Statement’ obligations. Discriminatory actions will result in appropriate punishment.
- Monitoring
This policy will be subject to a dedicated and detailed assessment and the University will comply with the provision of appropriate data to track and assess the equal experiences of all staff and students.
- To assess the ongoing effectiveness of this policy, the following information will be monitored and published on an annual basis:
- Staff and student demographic data in relation to the ‘protected characteristics’ of the Equality Statement;
- The data set on student applications, offers, acceptances, contested assessments, grade awards, and data on student attrition;
- Data pertaining to the recruitment, selection, advancement, position reclassification, and training participation;
- Requests for, and reports of, harassment, bullying, grievances, and disciplinary actions.
- Complaints of Discrimination and Harassment, and Related Policies
All reported allegations of discrimination against the University policy will be treated confidentially and resolved in accordance with the University policy in a timely manner.
- Policy Review
This policy will be subject to a relevant and responsive review to all concerned parties in relation to its stated objectives.
Al-Quds University, through this, acknowledges its continued commitment to upholding the values of a diverse and inclusive community. It also recognizes the important contribution of each person, the need for equal opportunity, and the respectful recognition of each person’s potential.