Sustainable AASTMT

EDI Policy

This policy applies to:

• All current and prospective staff and students of AASTMT
• Applicants for employment or study at the institution
• Visitors, contractors, service providers, suppliers, and any other persons engaged with AASTMT functions

The principles of non-discrimination and equality of opportunity apply to how all members of the AASTMT community treat one another and extend to the conduct of individuals associated with the institution in any capacity.

This policy is non-contractual and may be updated at any time in response to legislative changes or institutional review.

AASTMT's EDI Policy explicitly covers the following protected characteristics in accordance with international human rights standards and Egyptian law. The table below confirms each characteristic, its inclusion status, and the relevant policy commitment.

AASTMT aims to promote equality of opportunity for all, through the following objectives:

• Equality Assessment: Conduct equality impact assessments of all institutional policies, procedures, and practices.
• Data Monitoring and Analysis: Maintain an effective data monitoring and analysis process to track equality-related outcomes across staff and student populations.
• Stakeholder Involvement: Actively involve staff, students, and external stakeholders in the development and delivery of equality objectives.
• Promotion of Diversity and Inclusion: Promote equality, diversity, and inclusion through both internal and external communications.
• Training: Mandate equality and diversity training, with particular focus on those involved in recruitment and selection processes.
• Accessible Support Services: Guarantee that all staff and student support services are accessible to every member of the community, fostering a genuinely inclusive environment.

6.1 Board of Trustees

The AASTMT Board of Trustees holds ultimate accountability for ensuring compliance with the institution's equality and social justice obligations. The Board is responsible for providing institutional leadership on EDI matters and for ensuring that this policy is adequately resourced and reviewed.

6.2 Deans, Managers, and Advisors

Deans, managers, and advisors are responsible for:

• Modelling positive and inclusive behavior in all professional interactions
• Addressing any instances of discrimination, harassment, or bullying promptly and appropriately
• Ensuring staff and students under their supervision are informed of this policy and the procedures for reporting concerns
• Providing staff with clear information about their rights, including those relating to maternity, paternity, disability accommodation, and other relevant entitlements

6.3 All Staff and Students

All members of the AASTMT community are responsible for:

• Treating every individual with dignity and respect
• Challenging and reporting unacceptable behavior through secure and established mechanisms
• Familiarizing themselves with this policy and the institution's grievance procedures

AASTMT is committed to the following practical measures:

• Ensuring that all staff and students have equal access to institutional facilities, regardless of any protected characteristic
• Making reasonable adjustments to working and learning practices wherever practicable to accommodate diversity and promote inclusion
• Providing protection to any individual who believes they have experienced discrimination, harassment, bullying, or victimization
• Collaborating with the campus Students' Union and relevant external organizations to address all forms of unlawful discrimination
• Widely disseminating this policy to all staff and students, including at induction and through ongoing communications

AASTMT implements clear, transparent, and equitable policies for the recruitment and selection of candidates to ensure equal opportunities in all hiring processes. Key practices include:

• All candidates must agree to employment terms and confirm they are at least 18 years of age
• The Quality Assurance Centre conducts periodic employee satisfaction surveys covering recruitment, remuneration, and the working environment
• The HR Department manages a formal grievance system to address all human rights and discrimination concerns
• AASTMT is committed to gender equality in leadership, with females comprising over 23% of the total workforce, 20% in senior management, and 30% in first-line management roles

AASTMT has established specific structures and services to support full inclusion for individuals with disabilities:

Accessible Education Center (AEC)

• The AEC promotes full inclusion of students with disabilities through collaborative support, individual advising, and campus-wide systemic change
• Students initiate registration with the AEC, provide documentation, and discuss educational accommodations
• The AEC facilitates access through services such as classroom relocation, exam modifications, and policy adjustments

Universal Design and Technology

• Universal Design (UD) principles are embedded across all courses to ensure inclusive practice from the outset
• The Technology Access Program (TAP) supports students facing technology barriers, providing assistive technologies and accessible digital content resources

Non-compliance with the principles of this policy may be deemed a disciplinary offense and will be addressed through the institution's appropriate formal procedures. This applies equally to staff, students, visitors, contractors, and service providers.

AASTMT is dedicated to addressing any incidents of discrimination, harassment, bullying, or victimization with the highest level of seriousness. Individuals who file complaints have the right to do so without fear of retaliation. All complaints will be handled promptly and fairly, and informal complaints may be submitted either anonymously or with support from an advisor.

Complaints may be directed to:

• The HR Department
• An Academic or Student Support Adviser
• A Students' Union representative

Monitoring takes place through the Annual Performance Review (APR) process. The following data points are tracked annually as part of institutional reporting:

• Diversity of job applicants, shortlisted candidates, and new appointments
• Academic promotions and career progression by protected characteristics
• Student admissions, attainment, and progression data

This policy will be reviewed on a regular cycle to ensure it remains current and aligned with evolving legal, institutional, and societal expectations.

Further information and support are available from:

• HR Department
• Academic Adviser or a Support Adviser at the university
• Students' Union representative