Prince Sultan University PSU
Policy Management System
Anti-Discrimination Policy

Policy Code: GV0007
Policy Name: Anti-Discrimination Policy
Handler: PSU President
Date Created: 15 August 2020
Date of Current Review:
(Click to see previous review dates)
Approved by: University Council
Date of Approval: 02/09/2020

Policy Statement

  • Prince Sultan University (PSU) is an equal-opportunity institution that strongly prohibits all forms of discrimination based on gender, color, age, race, ethnicity, religion, nationality, marital status, or disability.
  • All stakeholders share responsibility to provide and maintain an environment free of discrimination.
  • All university services and facilities are equally accessible by all members and candidates based on merit, eligibility, and credentials. Services could include, but not limited to, admission, registration, placement, scholarship, mentorship, recruitment, subscriptions, complaints, appeals, and other similar issues. Facilities include classrooms, labs, meeting rooms, sporting facilities and other similar resources shall be used without discrimination.
  • Participation in all university activities is open for all members of the university based on eligibility and qualifications. Activities include, but not limited to, learning, teaching, mentoring, and research.
  • Eligibility is based on the rules of the PSU, and member specialization, department, scheduling, and other rules and regulatory measures.
  • PSU applies the same pay scale for both female and male faculty members and non-academic employees. Salaries and allowances are based on the description of the job and position irrespective of the gender, race, ethnicity, religion, nationality, or disability.
  • All stakeholders covered by this policy who engages in any form of discrimination will be subjected to remedial and/or disciplinary action.

Background and Justification

  • Prince Sultan University (PSU) is committed to be an institution that provide excellent learning and working environment free from any kind of discrimination.
  • The University is legally required to protect the rights of the staff and students to work in an environment freed from any kinds of discriminatory act against them.
  • The university should prevent all stakeholders, either working for the university or its behalf from any act discriminating them based on race, religion, gender, family status, or disability.
  • The anti-discrimination policy shall ensure that all individuals values and life experience be respected within the university culture.
  • The policy should ensure that promotion, compensation, and any other benefits should be accessible to all without any discrimination of whatever.

Scope and Purpose

  • Prince Sultan University is committed to provide a healthy equal-opportunity educational and working environment free from discrimination. The policy fosters a pleasant atmosphere where all can work, learn, innovate, and achieve without fear of discrimination
  • The policy applies to all PSU’s internal and external stakeholders. They shall avoid, prevent, and stop discrimination in all forms as stated in the definitions below.
  • This policy applies to all activities, including teaching and learning, research, training, and commercial or other activities.
  • This policy may be read together with the other University’s policies:

Principles of the Policy

  • This policy shall eliminate, prevent, and address the effects of discrimination.
  • This will help to foster an environment of trust where discrimination is not tolerated.
  • The policy will provide a fair and impartial process for all parties.


Discrimination: Treating a person differently based on gender, color, age, race, ethnicity, religion, nationality, marital status, or disability.

Harassment: Any behavior or attempts to offend, harm, or offend a person. This includes verbal, physical, written, or graphic material, including information technology applications and online services such as social media platforms.

Stakeholders: students, whether enrolled full time or part time, for credit or non-credit courses, employees and third parties who are engaged in any University activity or program, or who are otherwise interacting with the University, including, but not limited to, volunteers, contractors, vendors, visitors, and guest.


For the implementation of this policy, the following shall be observed:

  • Communicate this policy to all the university members.
  • Conduct regularly a risk assessment of discrimination, which the university may face.
  • Hold responsible all those learning or working for the University or under the university’s control to prevent, detect and report discrimination.
  • Handle all the reporting cases sensitively and confidentially. PSU is committed to ensuring that no member of PSU who reports a harassment concern in good faith suffers any detrimental effect for doing so.

Procedures for Handling Policy Violations

  1. Report to the line managers
    Line managers are responsible for ensuring the implementation of this policy:
    • to record the complaint received from his employees
    • to investigate the complaint and verify the accuracy of the report and evidence
    • to submit the complaint to the disciplinary board through the Compliance Office
  2. Report to the Compliance Office
    The report can be verbal or written.
  3. Report through Google Form
    The form is available online at:

Procedures of the Office of Compliance and Legal Officer

Upon receiving the report of violation from any mode either (1) or (2) or (3) above the Senior Compliance and Legal Officer shall analyze the report and identify the type of cases either it is no basis (no prima facie) or disciplinary or a grievance.

On the other hand, if the report received from the complainant is not complete, the Senior Compliance and Legal Officer may request further evidence from the complainant (if necessary) upon which the complainant shall response within 7 days. Otherwise, the report shall be considered as not valid and consequently it will be closed.

In a situation where the Senior Compliance and Legal Officer is satisfied there is a case (prima facie), it shall be presented either before the Grievance Board or Disciplinary Board, as the case maybe.

The respective Board shall conduct the hearing and gives initial recommendations. Such recommendations shall be forwarded to the Senior Compliance and Legal Officer to finalize the decision.

Within 7 days after the final decision is issued by the Senior Compliance and Legal Officer, the affected party/ies may file an appeal. Such an appeal shall be presented before the Higher Disciplinary & Grievance Board (HDGB). The Senior Compliance & Legal Officer will update the decision/verdict of the HDGB who shall then release the said decision/verdict to the Office of President.

On the other hand, if no appeal is filed, the Senior Compliance & Legal Officer shall release the decision/verdict directly to the Office of the President.


See appendix

What does a discrimination complaint entail?

Your Name, email and phone number
The basis of your complaint. Why do you believe that you were subject of discrimination case? Were you treated differently because of your race, color, sex, family status, age, religion, national origin, disability or any other factor, which may be considered discriminatory.
The date(s) of the incident where the discriminatory act occurred.
The name of the individual(s) or department or office you believe discriminated against you
The issue(s) of your complaint. You describe the discriminatory act that may result in a harm or disadvantage in comparison to your counterparts, either at workplace or in class if you are a student.
Have clear evidence of what you described in the issue part and you consider a discriminatory act.
Give a full description of how the others are treated differently from you.
Submit a denial or a rejection response, which was not given to your counterparts asking for the same.
Submit all documents that support your complaint.
Note that a discrimination complaint is to be filled within one-month period.
The discrimination complaint is not accepted after one month of the discriminatory act occurrence.