What the Policy provides

• Everyone is covered. The Policy applies to all academic, administrative, technical and support staff, and also to remote and fractional workers, interns, adjunct and visiting academics, consultants, part-time lecturers, volunteers, apprentices, researchers and doctoral candidates, in every process from recruitment to termination.
• Prohibited grounds. Discrimination is prohibited on grounds including gender, marital status, pregnancy, disability, age, religion and nationality. Foreign employees are treated with respect and are not disadvantaged because of their legal status or nationality.
• Fair recruitment and opportunity. The University uses objective, role-related criteria, works to reduce bias, and gives equitable access to training, professional development, promotion and resources.
• Reasonable accommodation. The University provides accommodation for disability access and other accessibility needs where practicable and lawful.
• Respectful conduct. Harassment, bullying, intimidation, victimisation and abuse are prohibited. Sexual harassment is handled under its own policy.
• Raising concerns. Staff may raise concerns through the grievance procedure and Human Resources. Complaints of this kind that are not resolved internally may be taken to the Employment Tribunal. Concerns are handled fairly and confidentially.
• Protection from retaliation. No one may be penalised, intimidated or disadvantaged for raising a concern in good faith or taking part in a grievance or investigation.
• The University promotes awareness of respectful conduct, inclusion, unconscious bias, accessibility and cultural understanding.
• Human Resources is the operational custodian, the Human Resources Management Committee provides strategic oversight, and the Policy is reviewed periodically.

Our practice before the 2026 policy

Maldives National University is a public university established by the Maldives National University Act (Law No. 3/2011). Since its establishment in 2011, all staff have been recruited in strict compliance with national laws and regulations. The University’s employment practices were governed by the non-discrimination provisions of the Constitution and the Employment Act, and by the Civil Service Regulation, the General Regulation on Employment (2021/R-63) and the Regulation on Employment of Expatriates (2023/R-111, replaced by 2025/R-120 in December 2025). The University’s Anti-Age Discrimination Policy (revised in 2015), Grievance Policy (2008) and Policy on Gender Equality Related Complaints (2018) have given staff routes to raise concerns for many years.

Gender equality

The University applies the Policy on Non-Discrimination Against Women (MNU/UC/2026/10), the Policy on Women’s Access, Participation and Advancement (MNU/UC/2026/16), the Maternity Policy and the Paternity and Parent Support Policy.

Legal framework

The Constitution of the Maldives (Articles 17 and 37), the Employment Act (Act No. 2/2008), the Gender Equality Act (Act No. 18/2016, English translation), the Civil Service Regulation and the General Regulation on Employment (2021/R-63).

Related cards and policies

• Appeal Process;
• Prevention of Sexual Harassment and Abuse;
• Pay Scale Equity and Tracking;
• Expatriate Staff Welfare.
• Policy on Anti Sexual Harassment and Abuse,
• Policy on Prohibition of Forced Labour,
• Modern Slavery and Child Labour,
• Policy on Equivalent Rights for Outsourced and Third-Party Workers,
• Grievance Policy.

Sources

• Policy on Workplace Anti-Discrimination,
• Diversity and Inclusion (MNU/UC/2026/6);
• MNU policies;
• Employment Act (Act No. 2/2008);
• Civil Service Regulations.

Policy owner: Human Resources. Approved by the University Council; in effect from 30 September 2026.