Policies Protecting Those Reporting Discrimination
The Maldives National University (MNU) protects anyone who reports gender-based discrimination or sexual harassment from retaliation. People who make a complaint, take part in an investigation or give evidence must not suffer any educational, professional or employment disadvantage as a result. Complaints are handled in confidence.
Our protections in 2025
- Policy on Gender Equality-Related Complaints (effective 3 May 2018). Made under Section 42(b) of the Gender Equality Act (Law No. 18/2016), it sets minimum standards for complaints of gender-based discrimination from staff and job applicants. It requires complaints to be received and investigated in confidence (Section 7), and prohibits any discrimination against, or victimisation of, a person who makes a complaint (Sections 10 and 11). Complaints are considered by MNU’s Gender Equality Protection Committee.
- Grievance Policy (effective 1 October 2008). It gives staff a formal route to raise concerns, with review by an Appeal Committee. Clause 1 guarantees that raising a grievance will not lead to adverse treatment or disadvantage.
- Prevention of Sexual Abuse and Harassment Act (Law No. 16/2014) and its Regulation. MNU’s Committee for Prevention of Sexual Abuse and Harassment investigates reports. Records of complaints are kept confidential (Article 13). Where harassment is proven, the Committee can recommend that the complainant’s lost benefits or promotion be restored (Article 28).
Strengthening our commitment in 2026
Two new University Council policies extend explicit protection from retaliation to all students and staff:
- Policy on Non-Discrimination Against Women (MNU/UC/2026/10, approved 5 October 2026). Under Section 9, no one may be disadvantaged because they have, in good faith, reported discrimination, made a complaint or provided evidence: “Retaliation, intimidation, victimisation or adverse treatment arising from such participation is prohibited.”
- Policy on Anti-Sexual Harassment and Abuse (MNU/UC/2026/4, approved 28 September 2026). Section 9 states that “it is a punishable offence to penalise or retaliate against anyone for filing a complaint or providing evidence” and that “any act of retaliation shall constitute a separate disciplinary offence.” MNU commits to protecting all parties from “victimisation, intimidation, threats, coercion, discrimination, or any adverse treatment.” At least one member of the complaints committee must be a woman.
The Paternity and Parent Support Policy (2026) also protects staff and students who use their parental entitlements from retaliation or disadvantage.
How to report
- Staff and job applicants: use the gender equality complaints form, or raise the matter under the Grievance Policy.
- Students: use the Student Complaint Form or the Student Appeal Form. Student Support Services can help.
- Sexual harassment (anyone): report to the Committee for Prevention of Sexual Abuse and Harassment.
All forms are on the MNU policies and forms page.
In practice
No complaints were received under the Gender Equality Complaints Procedure in 2025.
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