WESTERN CASPIAN UNIVERSITY'S POLICY ON DISCRIMINATION HARASSMENT AND WORKPLACE BULLYING

Western Caspian University's Policy on Discrimination Harassment and Workplace Bullying was updated by Scientific Council on 15.06.2023 with the №9

1. Goals and responsibilities

At Western Caspian University, our commitment to fostering a diverse and inclusive environment goes hand in hand with our goals and responsibilities. We pledge to:

• Treat all staff and students with utmost dignity, courtesy, and respect, eliminating any form of racial, sexual, religious, or ethnic discrimination. Insults, aggression, or harm to anyone will not be tolerated as we strive to promote a liberal and inclusive environment.
• Conduct educational activities to ensure a safe and comprehensive work, teaching, and learning environment. We are dedicated to ensuring that employees and students are well-informed about their rights and responsibilities, empowering them to actively contribute to a positive and respectful community.
• Create opportunities for fair, timely, and confidential resolution of employee and student complaints. The confidentiality of information within the commission protecting the rights of complainants will be maintained at all times.
• Protect the rights and responsibilities of employees within the bounds of the law, establishing a framework that upholds legal standards while fostering an environment of equity and fairness.

2. Areas Covered

These rules and commitments extend to the entire Western Caspian University community, encompassing:

• Staff, including visitors and those in additional appointments.
• Students, including listeners and exchange students.
• The founder(s) of the University, recognizing their role in shaping the institution.
• All individuals associated with the University, emphasizing the collective responsibility in maintaining a respectful and inclusive atmosphere.
• Through these collective efforts, we aim to create an environment where diversity is celebrated, and every member of the University community feels
• valued and supported.

3. Purpose

Each individual mentioned in paragraph II is entrusted with the responsibility of cultivating awareness and adherence to the University's regulations pertaining to all manifestations of discrimination, insults, and harassment, meticulously outlined in the Code of Conduct. At Western Caspian University, a steadfast commitment prevails — discrimination, insults, and aggression find no harbor within our academic community. We aspire to foster an environment where each person is not only acquainted with these principles but actively contributes to upholding a culture of respect, understanding, and inclusivity.

4. Forms of Discrimination

4.1. Compliance with Legal Standards:

Adhering to the Labor Code of the Republic of Azerbaijan (1999, N 618-IG), Western Caspian University is committed to prohibiting various forms of discrimination. These include distinctions based on:

• Gender
• Marital status
• Parental status
• Religious beliefs
• Trade union activities
• Pregnancy
• Family responsibilities
• Age, and more.

4.2. Cultural and Racial Diversity: Acknowledge and celebrate the rich cultural and racial diversity within the university community, fostering an inclusive environment that appreciates differences.

4.3. Religious Accommodation: Implement policies that ensure religious accommodation, allowing individuals to observe their faith without hindrance, thereby promoting religious inclusivity.

4.3. Direct and Indirect discrimination:

Discrimination can manifest in either direct or indirect forms:

• Direct Discrimination: Occurs when distinctions are made among individuals facing similar circumstances. An illustrative example is the unjust denial of employment based on an individual's use of a wheelchair.
• Indirect Discrimination: Unfolds when a particular group experiences a more adverse impact compared to others, even if the rules ostensibly apply universally. It is crucial to recognize that seemingly impartial policies might disproportionately affect specific groups.

5. Forms of pressure

• According to the law, discrimination and human rights are based on any features of the law, and it is illegal to rape anyone.
• It is strictly forbidden to engage in direct or indirect benefits and privileges, as well as restrict employee’s rights in terms of citizenship, sex, race, religion, nationality, language, place of residence, property status, social origin, age, marital status, beliefs, political views, affiliation to trade unions or other public associations, employment status, as well as other factors not related to professional competence or the results of their work.
• With the exception of types of occupations in which people with human immunodeficiency virus (HIV) are not allowed to work, it is prohibited to refuse to hire, promote or dismiss them due to this infection.
• An employer should not disclose the information if he or she has information about HIV infection.
• It is unacceptable to refuse or terminate an employment contract due to a person with multiple sclerosis (except in cases where the employer does not have a relevant job vacancy, as well as refusal to employ such people whose employment is not allowed in such workplaces).
• Providing benefits, privileges, and additional guarantees for women, individuals with disabilities, and those under 18 in need of social protection is not considered discriminatory. This practice reflects our commitment to fostering an inclusive and supportive work environment for all.
• An employer or other person who discriminates among employees in an employment relationship specified in the first part of this Article is liable in accordance with the legislation.
• An employee who has been discriminated against may apply to the court in order to restore his / her violated rights.

1. Use of child and slave labor
2. In alignment with global human rights principles, the University unequivocally prohibits the engagement of individuals below the age of full legal responsibility in any form of labor.
3. The University staunchly condemns and strictly prohibits the use of slave labor, reflecting our commitment to ethical and humane employment practices.
4. As a steadfast advocate for human rights, the University vehemently opposes and takes a firm stand against human trafficking in all its forms.

5.3 Gender Pay Gap at Western Caspian University

The Gender Pay Gap data provides the difference between the average earnings of men and women across an organization, expressed as a percentage of men’s earnings. The use of Gender Pay Gap data can help to identify the extent to which men and women undertake different types of roles, at different levels within the organization, which can also create differences in pay. It is different to equal pay data which considers rates of pay for the same level of work.

5.3.1 Mean Pay

The mean is calculated by adding all employees’ hourly rates of pay together and dividing by the total number of employees. The mean includes the lowest and highest rates of pay.

The average hourly rate paid to women at the University, when looking at hourly rates across all pay bands is 1.5% less than the hourly rate for men - this is the mean gender pay gap.

Duties presented: