Policy For the Inclusion and Empowerment of Persons with Disabilities
I. Preamble
In accordance with Midocean University’s commitment to the principles of equality, equal opportunity, and institutional inclusion, the University recognizes the right of persons with disabilities to have fair opportunities in employment and active participation in academic and administrative life. The University is committed to providing a supportive and motivating work environment that enables all employees to perform their duties efficiently without discrimination, while taking individual needs into consideration and promoting a culture of respect and mutual appreciation.
This policy reaffirms the University’s commitment to implementing best practices in the field of diversity and inclusion, thereby contributing to the establishment of a more sustainable and equitable work environment for all its members.
II. Policy Objectives
This policy aims to:
- Promote equal opportunities in employment and professional development for persons with disabilities.
- Support the integration of persons with disabilities in various academic and administrative positions within the University.
- Provide a work environment that accommodates the diverse needs of employees.
- Enhance institutional awareness of the importance of inclusion and non-discrimination.
- Support the participation of persons with disabilities in institutional activities, committees, and initiatives.
- Contribute to the achievement of the University’s objectives related to diversity, inclusion, and sustainability.
III. Scope of Application
This policy applies to all University personnel, including:
• Faculty members.
• Teaching assistants.
• Administrative staff.
• Applicants for new positions at the University.
IV. General Principles
1. Equal Opportunity
The University is committed to ensuring that all applicants and employees have equal opportunities in employment, professional development, and promotion, based on competence, qualifications, and experience.
2. Non-Discrimination
The University prohibits any form of discrimination based on disability in all procedures related to employment, evaluation, training, or professional development.
3. Respect and Privacy
The University is committed to maintaining the confidentiality of all information related to an employee’s health condition or type of disability, and shall not use such information except for administrative purposes related to the provision of appropriate support.
4. Empowerment and Participation
The University encourages persons with disabilities to participate fully in various academic and administrative activities, in accordance with their abilities and qualifications.
V. Implementation Mechanisms
Recruitment and Attraction
- Integrate the principles of equal opportunity into recruitment procedures.
- Reviewing employment applications submitted by persons with disabilities in accordance with merit and competency criteria.
- Ensuring that no applicant is excluded on the basis of disability, provided they are capable of fulfilling the requirements of the position.
Supportive Work Environment
- Provide appropriate accommodations and support measures that assist employees in performing their job responsibilities.
- Assessing the individual needs of each case independently.
- Working to remove barriers that may affect the integration of employees with disabilities into the work environment.
Training and Development
- Provide fair access to training and professional development opportunities for all employees.
- Encouraging the participation of employees with disabilities in training programs and professional activities.
Data Collection and Follow-Up
- Include optional questions in employee data update forms to identify disability status and special needs.
- Using collected data solely for planning purposes and work environment development.
- Ensuring the full confidentiality of all data and information related to employees’ health conditions.
VI. Targets and Indicators
- The University is committed to increasing the representation of persons with disabilities within the academic and administrative workforce, aiming for a ranging between 1% and 2% of the University’s total employees.
To monitor the achievement of this objective, the following indicators shall be measured:
Indicator | Target |
Percentage of employees with disabilities | 1% –2% |
Number of employees benefiting from supportive accommodations | Annual monitoring |
Update of the special needs database | Annually |
Policy review and effectiveness evaluation | Once per year |
VII. Responsibilities
Human Resources Management
- Monitor the implementation of the policy.
- Update relevant data and statistics.
- Submit periodic reports to the relevant administration.
Academic and Administrative Departments
- Support the implementation of the policy within their respective units.
- Cooperate in providing necessary accommodations when required.
Employees
- Provide required information accurately.
- Report any special needs related to job performance.
VIII. Review and Update
This policy shall be reviewed periodically, at least once every two years, to ensure its alignment with the University’s needs, institutional development requirements, and diversity and inclusion performance indicators.
