Midocean University Polices

Policy for Access to Lifelong Learning:

Purpose:

Midocean University is committed to promoting lifelong learning opportunities for all individuals, regardless of their ethnicity, religion, disability, immigration status, or gender, fostering an inclusive and diverse learning environment.

Procedures:

Non-Discrimination: Discrimination against people based on their gender, immigrant status, religion, ethnicity, or any other protected trait is absolutely forbidden at Midocean University. The values of inclusion and nondiscrimination must be upheld in the design and implementation of all policies and procedures pertaining to lifelong learning activities.

Accessibility & Accommodations: Midocean University seeks to provide people with disabilities accessible lifelong learning opportunities. The institution will take proactive steps to guarantee that all resources, materials, and facilities are created and presented in a way that supports a variety of learning requirements.
To guarantee that people with varying abilities may fully engage in lifelong learning activities, reasonable adjustments will be made.

Culturally Inclusive Programming: Midocean University will create and provide activities for lifelong learning that honor cultural variety and foster intercultural understanding.
The university will ensure that programming is inclusive and respectful by taking participants’ cultural backgrounds and sensitivities into account.

Religious Considerations: Participants’ religious traditions shall be respected and accommodated in the planning and scheduling of lifelong learning events.
To promote fair participation, Midocean University will make sure that schedule problems resulting from religious observances are minimized.

Gender Equality: As a way to support diversity and gender equality, Midocean University will make sure that all lifelong learning opportunities are available to people of all genders.All genders will be encouraged to actively participate in all facets of the university’s lifelong learning initiatives.

Outreach & Communication: To achieve equality, Midocean University will use a variety of channels to proactively inform a varied audience about the availability of lifelong learning activities.In order to encourage wider involvement, the institution will give clear information concerning accommodations, accessibility, and other pertinent factors.

Monitoring and Evaluation: Midocean University will regularly evaluate how well this policy is fostering fair access to opportunities for lifelong learning.
To find any discrepancies and make the required corrections, data on participation rates and participant demographics will be gathered.

Grievances and Complaints: The university will set up an open process for people to voice grievances or concerns about the inclusiveness and accessibility of lifelong learning activities.Complaints will be handled quickly and in a way that respects the values of justice and fairness.

Implementation:

The planning, carrying out, and assessment of all lifelong learning activities must incorporate this policy. Upholding the values stated in this policy is the responsibility of all Midocean University teachers, staff, participants, and administrators.

In order to maintain Midocean University’s dedication to provide accessible, inclusive, and respectful lifelong learning opportunities to all people, regardless of their backgrounds, this policy will be reviewed and revised as necessary.

Initially Approved Effective: January 1, 2021
Reviewed, Amended, Approved, and Effective: June 28, 2022

Policy on Application Submission and Women’s Enrollment in the University:

Purpose

The objective of this strategy is to increase women’s participation in academic and

administrative leadership positions as well as their access to higher education. It supports the Equality, Diversity, and Inclusion Policy, the Gender Equity & Inclusion Policy, and other institutional structures that guarantee women’s equal access, involvement, and leadership.

Scope:

This policy applies to:

All female university employees, instructors, and students, to the degree permitted by law and the institution’s internal governance structure.
Every college, department, center, and committee in charge of student affairs, hiring, and leadership positions.

Policy Statement:

Institutional Commitment: In keeping with the values of justice and equality, Midocean University is dedicated to advancing women’s involvement in leadership, work, and education.

Principles:

Equal Opportunity: There must be no discrimination in the hiring, promotion, or admission of students.
Empowerment: To improve women’s professional abilities, the university will conduct entrepreneurship, leadership development, and mentorship programs.
Representation: In academic and administrative settings, women must have equal access to leadership roles.
Transparency: All hiring, promotion, and evaluation procedures must be carried out in an honest and equitable manner.
Visibility: The University will aggressively highlight the accomplishments and contributions of women in regional and global venues.
Cooperation: To boost women’s progress, the University will work with the Supreme Council for Women, pertinent ministries, and international partners.

Equity: The university will make ensuring that women have equal access to resources, opportunities, and programs.
Data protection and confidentiality: All personally identifiable and gender-specific information collected with confidentiality

Procedures:

Recruitment and Admission:

The university is responsible for maintaining clear and gender-neutral admissions procedures.
Every year, data on women’s enrollment will be gathered and examined to provide equitable access in all fields.
In order to guide outreach efforts, data on women’s applications to underrepresented fields will be examined every year.
When possible and appropriate, hiring panels must have at least one female representation.

Leadership Development:

The University shall establish a Women in Leadership Program to support capacity building through mentoring, coaching, and specialized training.
Opportunities for women to chair committees, lead projects, and represent the University at external events shall be encouraged.
Leadership appointments shall be based on merit and competence, with attention to maintaining gender diversity.

Empowerment and Involvement:

The Deanship of Student Affairs and Colleges will regularly host discussions, seminars, and activities that support women’s entrepreneurship, empowerment, and involvement in STEM fields.
Women’s research and innovation possibilities will be expanded via collaboration with national and international organizations.
The Equal Opportunities Committee (EOC) will oversee all empowerment programs to ensure they are inclusive and successful.

Monitoring and Reporting:

Every year, the Deanship of Admission and Registration will gather data on the number of women enrolled.
The Equal Opportunities Committee is responsible for gathering gender-disaggregated data in a methodical manner and reporting institutional indicators on women’s enrollment, retention, and leadership engagement every year.
The University Council will assess development and approve plans for future advancement.
This information will be:

Compiled by the Sustainability Committee and examined by the University Council.
2. Included in the University’s Sustainability Impact Report’s Gender Equality and SDG 5 section each year.
Used to pinpoint opportunities for better support programs, focused interventions, and policy improvement for women’s growth.

Monitoring Women’s Academic Progress and Graduation Rates

Midocean University will systematically gather, examine, and publish yearly data on:

Undergraduate and graduate female enrollment and graduation rates.
Comparison of male and female students’ progress and completion rates.
patterns in the involvement of women in leadership initiatives, scholarships, and research.

Data security and confidentiality

All personal and gender-related information gathered in accordance with this policy will be handled and kept Only authorized workers will have access to such data, and to protect privacy, information will only be reported in aggregated or anonymized form.

Initially Approved Effective: January 1, 2021
Reviewed, Amended, Approved, and Effective: June 28, 2022

Policy of non-discrimination against women

Policy Statement:

Midocean University is dedicated to fostering an inclusive, respectful, and non-discriminatory learning and working environment. The university is committed to eradicating all types of discrimination against women, including discrimination based on gender, in all facets of university life and is steadfastly committed to the ideals of gender equality.

Scope:

This policy applies to all members of the Midocean community, including students, faculty, staff, administrators, and visitors, regardless of their gender identity or expression.

Policy Objectives:

Prevention of Discrimination: The university will take proactive steps to stop discrimination, harassment, and unfair treatment of women within the university community.
Equal opportunity: The institution is dedicated to giving women equal opportunity to participate fully and meaningfully in all academic, administrative, and extracurricular activities.
Education and Awareness: To foster a better knowledge of gender equality, gender roles, and the detrimental impacts of discrimination, the institution will participate in educational initiatives and awareness campaigns. These initiatives seek to provide a welcoming and courteous atmosphere for everybody.
Reporting and Redress: The institution shall set up explicit procedures for reporting instances of harassment, discrimination, or unfair treatment. The complaints will be properly reviewed, and any who violate the rules will face appropriate disciplinary action.
Support Services: The university is going to provide information, counseling, and support services to people who have been subjected to discrimination, harassment, or unfair treatment. Women’s empowerment and well-being are the goals of these services.

Guidelines for Implementation:

Training and Sensitization: The institution will regularly teach professors, staff, and students on topics pertaining to non-discrimination, gender equality, and awareness of women’s rights.
Inclusive Curriculum: To combat gender preconceptions and prejudices, the institution will work to incorporate gender views into its research, teaching materials, and curriculum.
Reporting Mechanisms: To ensure the privacy and safety of those who come forward, the institution will set up easily accessible mechanisms for reporting instances of harassment or discrimination.
Accountability and Investigation: Every event that is reported will be properly and quickly investigated. Those found guilty of harassment or discrimination shall face appropriate disciplinary measures.
Supportive Services: To provide a secure environment for healing and empowerment, the university will provide resources, counseling, and support to people who have been subjected to discrimination, harassment, or unfair treatment.
Collaboration: To continually enhance its policies, programs, and practices, the institution will work with women’s groups, proponents of gender equality, and other stakeholders.

Review and Evaluation:

This policy will be periodically reviewed to ensure its effectiveness and relevance. Feedback from stakeholders will be considered in updating the policy and related procedures.

By upholding this policy, Midocean University affirms its commitment to fostering a culture of equality, respect, and non-discrimination, and to empowering women in all aspects of university life.

Initially Approved Effective: January 1, 2021
Reviewed, Amended, Approved, and Effective: June 28, 2022

Policies that protect whistleblowers from discrimination

Policy statement:

Midocean University is dedicated to maintaining honesty, openness, and equity in all facets of its academic and administrative activities. This policy outlines the University’s commitment to safeguarding those who report instances of discrimination, harassment, misconduct, or unfair treatment in good faith.

Its goal is to protect whistleblowers from reprisals, disadvantages, or other unfavorable outcomes that might harm their employment or educational status.

Scope:

This policy applies to all students, faculty, staff, administrators, researchers, interns, volunteers and visitors at Midocean University, regardless of their affiliation or role within the institution.

It applies to all aspects of university life, including:

Academic activities, teaching, and research
Employment and recruitment processes
Promotions, training, and professional development
Access to services, programs, and opportunities

The following guidelines serve as a framework for this policy’s implementation:

Integrity and Accountability: Maintaining truthfulness, equity, and accountability in all investigations and reports.
Respect and Dignity: Ensuring that each individual is treated with dignity and without bias or fear of retaliation.
Equality and Inclusion: Promoting a varied and welcoming atmosphere where everyone is encouraged to voice their opinions.
Confidentiality: Preserving each person’s private as much as feasible.
Ensuring fairness and clarity in processes, investigations, and results is known as transparency.

Prohibited Behavior:

Discriminatory behavior comprises, but is not restricted to:

Harassment or insults based on protected traits that occur verbally, in writing, or electronically.
Denial of job or educational opportunities because of protected qualities.
Using protected features to create an atmosphere that is threatening or hostile.
Retaliation against those who take part in relevant investigations or report prejudice.

Reporting Protocols:

Direct Communication: If someone feels comfortable doing so, they are advised to speak with the alleged offender directly about any prejudice they may have observed or experienced. This strategy could promote comprehension and early resolution.
Reporting to Authorities: People are urged to report events to the following authorities if direct communication is unsuccessful or impractical:

Students: To the authorized student services staff or the dean/director of student affairs.

Faculty and Staff: To your immediate supervisor or the Human Resources Department.

Visitors: To any university staff members that are available.

Anonymous Reporting: To guarantee that people may report occurrences in confidence, anonymous reporting systems, including a specific web form or hotline, will be set up.

Investigation and Response:

Initial evaluation: The relevant authorities will carry out an initial evaluation to ascertain the kind and seriousness of the occurrence after receiving a discrimination report.
inquiry: An unbiased investigator or committee will carry out a formal inquiry if it is judged essential. Due process and an equal chance to voice their opinions shall be granted to all parties.
Resolution: After the inquiry is over, the proper steps will be taken. These may include, but are not limited to, counseling, education, disciplinary measures, or other remedies meant to stop future occurrences.

Non-Retaliation and Confidentiality:

Information will only be disclosed to those who require it, and any allegations of prejudice will be handled discreetly and sensitively. It is highly forbidden and will result in disciplinary action to retaliate against those who report discrimination or take part in investigations.

Prevention and Awareness:

Through educational initiatives, workshops, seminars, and campaigns that promote an inclusive, diverse, and respectful society, Midocean University is dedicated to raising awareness of and preventing prejudice.

Review and Updates:

To guarantee its efficacy and compliance with legal requirements and best practices, this policy will be reviewed and updated on a regular basis.

First Approved: February 1, 2021

Examined, modified, accepted, and put into effect on May 28, 2022

Maternity and Paternity Policy at the university

Our Maternity and Paternity Policy seeks to create a respectful and empowering environment that allows both male and female employees to balance work and family responsibilities, thereby enhancing gender equality and overall well-being. Midocean University is dedicated to creating a supportive and inclusive environment that promotes equal opportunities for women’s participation and advancement.

Empowerment and Inclusion of Women:

Midocean university commits to actively promote and ensure equal opportunities for women’s participation across all sectors, fostering an environment where women can contribute and excel.
Midocean university aims to eliminate all forms of discrimination, bias, and barriers that hinder women’s involvement, and seeks to create platforms for their leadership, skill development, and meaningful engagement, thus advancing gender equality and enriching the collective progress of our institution and society.

Maternity Leave:

Female employees are entitled to maternity leave as mandated by the prevailing labor laws and regulations.
The university will fully adhere to legal requirements for maternity leave duration, benefits, and provisions.
Maternity leave requests will be processed promptly and discreetly, ensuring privacy and dignity for the expecting mother.

Flexible Work Schedules:

Upon returning from maternity leave, female workers will be able to seek flexible work arrangements, such as reduced hours, remote work, or part-time schedules, provided that it is practical, compatible with their job duties, and complies with the university’s internal policies.
The university will make an effort to fulfill these requests without sacrificing job duties and performance standards.

Paternity Leave:

In order to help their spouses during labor and the early postpartum period, married men employees are required by law to take paternity leave.
Male employees will be encouraged to actively participate in their family obligations via the rapid processing of paternity leave requests.

Training and Orientation Program for Gender Sensitivity

To promote an atmosphere that honors and promotes diversity and gender equality (GAD), particularly with regard to women’s rights to health, decent employment, and general wellbeing, all staff members—including managers and supervisors—will receive gender sensitivity training.
Every employee will get training on maternity and paternity leave benefits, including the laws, rules, and procedures, as well as how to handle and respectfully handle maternity and paternity-related issues.
Discussions on unconscious prejudice, treating people fairly, and identifying and resolving gender-related issues will all be covered in the training.

Workload Adjustment:

To ensure a fair distribution of responsibilities and facilitate a more seamless return to work, female workers returning from maternity leave will have the opportunity to discuss possible workload adjustments with their supervisors.

Career Development and Advancement:

Maternity and paternity leave shall not be viewed as obstacles to career development.
Skills, competences, and contributions will be the basis for performance reviews and professional growth opportunities.

Implementation:

This policy will be implemented under the direction of the Human Resources Department, which will also make sure that all workers are informed about it.
Managers and supervisors will get training on how to apply this policy and deal with demands pertaining to maternity and paternity.
To make sure the policy complies with legal requirements and best practices, the institution will periodically review and update it.

Review and Evaluation:

A supportive maternity and paternity policy, in our opinion at Midocean University, is essential to developing a culture of gender equality and advancing the overall wellbeing of our staff. This policy reflects our dedication to provide a workplace that enables everyone to successfully manage their obligations to their families and careers.

Approved as of June 10, 2021

Reviewed, amended, approved, and put into effect on August 4, 2022