Sustainability Policies & Governance

Sustainable Investment Policy

The policy recognizes that sustainable investing enhances long-term financial performance while generating positive social and environmental impact. ADU believes that investment practices should reflect institutional values and contribute to sustainable development in the UAE, the region, and globally. The primary purpose of this policy is to:

• Establish clear principles and guidelines for sustainable investing across all University investment portfolios
• Integrate ESG considerations into investment decision-making and risk management processes
• To integrate environmental, social, and economic sustainability ensuring that ADU’s investments contributes to positive institutional and environmental impacts while supporting UAE Green Agenda, UAE's Vision 2031 and Net Zero 2050 goals.
• Ensure investments align with ADU's institutional values and mission
• Demonstrate commitment to responsible stewardship of University resources
• Environmental Objectives:
  • Minimize investments in companies engaged in activities that harm the environment, including those contributing to climate change, pollution, habitat destruction, or unsustainable resource extraction
  • Promote investments in environmentally sustainable sectors (renewable energy, clean technology, sustainable agriculture, green infrastructure)
  • Support companies demonstrating commitment to environmental stewardship, climate action, and conservation of natural resources
  • Achieve measurable reductions in carbon intensity across investment portfolios
• Social Objectives:
  • Avoid investments in companies associated with human rights abuses, labor exploitation, child labor, or unethical labor practices
  • Prioritize investments contributing to social well-being (education, healthcare, community development, poverty alleviation, social justice)
  • Support companies fostering diversity, inclusion, fair labor practices, and respect for human rights
  • Promote investments benefiting underserved communities and advancing social equity
• Governance Objectives:
  • Promote transparency, accountability, and ethical conduct in all investments
  • Support companies with strong governance practices including independent oversight, responsible executive compensation, and ethical business conduct
  • Encourage adherence to anti-corruption measures and compliance with legal and regulatory requirements
  • Strengthen corporate accountability and stakeholder engagement
• Financial Objectives:
  • Generate competitive financial returns appropriate to each portfolio's objectives and risk tolerance
  • Manage ESG-related risks to protect long-term portfolio value
  • Enhance risk-adjusted returns through integration of material ESG factors
  • Optimize cost-effectiveness while considering lifecycle impacts and total value

GUIDING PRINCIPLES

Core Sustainability Principles

• Environmental Sustainability:

  Abu Dhabi University recognizes the critical importance of addressing climate change, protecting biodiversity, and promoting the sustainable management of natural resources. The University prioritizes investments in companies and projects that demonstrate strong environmental performance and operate in accordance with internationally recognized environmental, social, and governance (ESG) standards, including efforts to reduce energy consumption, water use, and waste. ADU expects investee companies to maintain robust operational contingency and business continuity plans that identify, assess, and mitigate ESG and climate‑related risks, while adhering to the UAE Green Agenda. Through active monitoring and verification, the University supports the transition to a low‑carbon economy, encourages innovation in clean technology and renewable energy, and promotes sustainable agriculture and natural resource conservation.

• Social Responsibility:

  Abu Dhabi University considers sustainable investing to encompass respect for human rights, fair labor practices, and the well‑being of communities. The University supports investments that promote social equity, inclusion, and ethical business conduct across supply chains, while protecting vulnerable and marginalized populations. ADU seeks to foster community development and meaningful engagement and expects all investee companies to comply with applicable UAE labor, occupational health, and safety regulations, ensuring safe working conditions, fair treatment of employees, and adherence to wage and welfare requirements.

• Good Governance:

  Abu Dhabi University expects its investments to be guided by ethical, transparent, and accountable business practices. The University supports companies with strong governance frameworks that promote executive accountability, fair and responsible compensation, and meaningful stakeholder engagement. ADU further upholds high ethical standards by encouraging transparency, integrity in decision‑making, and robust anti‑corruption measures across all investee companies.

• Financial Stewardship:
  • Long-term Value Creation: Investment decisions will prioritize long-term value creation and sustainability over short-term gains
  • Risk Management: ESG factors are material risks that must be integrated into risk assessment and management
  • Fiduciary Duty: The University will discharge its fiduciary responsibilities to beneficiaries while advancing sustainability objectives
  • Competitive Returns: Sustainable investing strategies will pursue competitive financial returns appropriate to portfolio objectives
• Institutional values alignment:

   Investments should reflect ADU's institutional mission and values, including:

  • Commitment to academic excellence and knowledge advancement
  • Service to society and community
  • Ethical conduct and integrity
  • Respect for human dignity and diversity
  • Environmental stewardship

INVESTMENT APPROACH

ESG Integration Framework

• Definition of ESG Integration: 
  Environmental, Social, and Governance (ESG) factors represent material information about companies' risks and opportunities. ESG integration involves systematically analyzing and incorporating these factors into investment analysis and decision-making.

• Screening Approach: ADU employs a multi-faceted screening approach.
  • Negative Screening (Exclusions): Abu Dhabi University applies a responsible investment screening framework that excludes companies whose activities are inconsistent with its values, sustainability commitments, and ethical standards. This includes companies with significant revenue exposure to fossil fuel extraction; manufacturers of controversial weapons; and businesses involved in tobacco, gambling, or illegal activities. ADU also excludes companies credibly linked to human rights violations, severe environmental damage, corruption, or breaches of international sanctions and regulations.
  • Positive Screening (Preferences): In parallel, the University favors companies and investment funds that demonstrate leadership in environmental, social, and governance (ESG) performance within their sectors and show measurable progress toward environmental and social objectives. The University prioritizes investments aligned with the United Nations Global Compact principles and the UN Sustainable Development Goals and expects investee entities to employ best practices in sustainability disclosure, transparency, and reporting.
• Best-in-Class Approach: Within sectors, ADU will prioritize investments in companies demonstrating superior ESG performance and leadership.
  • Impact Investing: ADU will allocate a portion of its investment portfolio to impact investments—investments targeting measurable positive social or environmental outcomes alongside financial returns. Priority areas for Impact Investing include:
    • Renewable energy and clean technology
    • Sustainable agriculture and food security
    • Affordable housing and community development
    • Healthcare and disease prevention
    • Education and workforce development
    • Water security and sustainable resource management
    • Biodiversity conservation
    • Climate resilience and adaptation
  • Engagement and Stewardship: ADU will actively engage with portfolio companies and investment managers to:
    • Promote adoption of ESG best practices
    • Encourage improved disclosure of material ESG information
    • Advocate for enhanced governance and accountability
    • Support sustainable business innovation
    • Collaborate with other investors on material ESG issues
  • Shareholder Voting: ADU will exercise its voting rights as a shareholder, where applicable, to:
    • Support boards and management committed to ESG excellence
    • Encourage disclosure of material ESG information
    • Promote diversity in corporate leadership
    • Address material governance issues
    • Support shareholder resolutions advancing sustainability

Community Relations and Sustainable Fundraising Policy

The Community Relations and Sustainable Fundraising Policy is aligned with Abu Dhabi University’s vision and mission and governs the University’s approach to community engagement, partnerships, fundraising, donations, and sponsorships. It establishes the principles under which external support is sought and accepted, ensuring ethical, transparent, and responsible engagement that safeguards academic independence, institutional integrity, and reputation. Sustainability and environmental, social, and governance considerations are incorporated as part of responsible decision making, with detailed assessment processes addressed through supporting procedures.

Abu Dhabi University (ADU) is committed to making higher education accessible to as many students as possible through securing funding and support from individuals and organizations to support students and develop and host initiatives. It aims to align with the UAE vision and significantly impact the ADU community of students, employees, and extended community in cities where ADU has a presence currently (Abu Dhabi, Al Ain, Al Dhafra, and Dubai).

The University shall create external strategic collaborations, and the University Departments shall work with the Community Relations Department (CRD) to ensure maximum efficiency.

The Community Relations Department identifies funding priorities aligned with the external funding procedure and leads engagement with potential donors and sponsors. A CRD Council oversees major fundraising efforts to advance the University’s mission and development objectives.

The CRD Council of ADU will consist of the below:

• Chancellor
• Vice Chancellor for Artificial Intelligence and Operational Excellence
• Provost
• Executive Director of Community Relations Department
• Associate Director of University Development and CRD
• Representative of the department/college, who is in charge of the initiative under consideration, or will be the primary beneficiary from the funds or gifts received

Roles and responsibilities of the CRD

The Community Relations Department advances the University’s mission by engaging key stakeholder groups, including faculty, staff, students, alumni, government, corporates, foundations, and NGOs. It supports research, joint programs, sustainability (CSR,ESG) initiatives, and bursary opportunities aligned with UAE national priorities and industry needs.

Through strategic relationship management, the CRD builds and sustains partnerships, promotes engagement in university activities, mobilizes financial and non-financial support, publicizes collaborations, and initiates or maintains MOUs across all sectors to support institutional development and community impact.

Guiding Principles for Sustainable Donations and Funding

All donations and philanthropic funding accepted by Abu Dhabi University must align with the University’s mission, values, and strategic objectives, and must be pursued in a manner that upholds ethical standards, institutional integrity, and responsible engagement. In this context, the University shall consider environmental, social, and governance (ESG) factors when assessing donations and philanthropic funding, particularly where such contributions may present sustainability, ethical, or reputational considerations. Abu Dhabi University may prioritize donations that support responsible practices and contribute positively to long‑term institutional and societal sustainability.

In considering donations and funding, the University shall be guided by the following principles:

• Alignment with Abu Dhabi University’s mission and strategic priorities
• Protection of academic independence and institutional autonomy
• Ethical conduct, transparency, and accountability in fundraising activities
• Consideration of sustainability, environmental, social, and governance (ESG) factors
• Compliance with applicable laws, regulations, and University policies

Donor Eligibility and Exclusions

Abu Dhabi University reserves the right to decline, restrict, or discontinue donations and philanthropic funding from individuals or entities whose activities, associations, or sources of funds may expose the University to legal, ethical, sustainability, or reputational risks, or are otherwise inconsistent with the University’s mission, values, or strategic objectives. Donations may be declined where there are significant concerns relating to legality, ethical conduct, human rights, environmental impact, or institutional reputation.

Protection of Academic Independence

Donations and philanthropic funding accepted by Abu Dhabi University must not compromise academic independence, institutional autonomy, or scholarly integrity.

• Donations shall not influence student admissions, assessment, grading, or academic outcomes.
• Donations shall not influence faculty hiring, promotion, tenure, or employment decisions.
• Donations shall not impose conditions affecting research agendas, methodologies, or the publication of research outcomes. 

Conflict of Interest

Donations and philanthropic funding must be free from actual, potential, or perceived conflicts of interest that could compromise the University’s objectivity, independence, or decision‑making.

• Donations involving individuals or entities with existing or prospective relationships with the University may be subject to enhanced review and approval.
• Abu Dhabi University reserves the right to impose conditions, decline, or refer such donations to the appropriate approving authority in accordance with University policies and procedures.

Right to Decline or Withdraw Donations

Abu Dhabi University reserves the right to decline, suspend, or return a donation or philanthropic contribution where acceptance or continuation may result in legal, ethical, compliance, sustainability, or reputational risks to the University.

• Such action may be taken where new information emerges after acceptance that materially affects the University’s interests or standing.

Implementation and Supporting Procedures

Donations, sponsorships, and philanthropic funding are subject to due diligence, assessment, and approval processes in accordance with approved University procedures, including external funding, donor due diligence, and sustainability assessment procedures, as applicable.

Donations and sponsorships framework

This framework aims to strengthen industry–academia partnerships through ethical donations and sponsorships that deliver measurable value to students and external partners. Donations involve no expected return, while sponsorships may include benefits. Fundraising priorities are set annually, aligned with the university’s mission, and approved by the Community Relations and Development Council.

All external engagement must be coordinated through the Community Relations Department to ensure consistency, transparency, and proper governance. CRD authorizes engagements, accepts funds or in-kind gifts, and finalizes agreements. Dedicated CRD leads in colleges support fundraising efforts, with surplus funds reallocated to value-adding initiatives upon council approval as approved policy.

Abu Dhabi University seeks sponsorships, donations, and philanthropic support and shall record them according to the following types of funds:

• Donations and Sponsorships – Restricted and Unrestricted
• Permanent Funds
• Endowed Faculty Chairs
• Named facility or program
• Named Student Sponsorship Program
• Research and Development
• Other Capital Assets
• Development Projects
• Event sponsorship

Donations, sponsorships acceptance

All donations, sponsorships, and contributions are officially received, managed, and disbursed through the Community Relations Department (CRD) in accordance with approved allocations and sponsor requirements. Acceptance of funds is subject to Limits of Authority, due diligence, CRD Council approval, and reputational safeguards, with transparent monitoring, reporting, and formal acknowledgment of all contributions.

Donor and Sponsor Stewardship and Recognition Protocol and Program

The Community Relations Department (CRD) maintains a structured stewardship program to formally acknowledge and recognize donors and sponsors in a timely, consistent, and appropriate manner, in line with the value of their contributions and the University’s Recognition Protocol.

In addition, the CRD issues an annual report to stakeholders highlighting the University’s progress and expressing gratitude to supporters. An annual appreciation ceremony is organized to honor key contributors, with alternative recognition measures applied should the event not take place.

Ethical Governance Culture Policy

A Culture of Ethics and Integrity

Abu Dhabi University (ADU) is deeply committed to fostering a workplace rooted in respect, accountability, transparency, and ethical conduct. Ethical governance is not a compliance exercise — it is a lived institutional value that shapes every interaction, decision, and relationship within our community. Our policies empower every member of our university — faculty, staff, and students — to act with integrity, speak up without fear, and contribute to a safe and equitable environment.

As a university operating in the UAE, ADU aligns its institutional policies with the United Nations Sustainable Development Goals (SDGs), particularly SDG 4 (Quality Education), SDG 8 (Decent Work and Economic Growth), SDG 10 (Reduced Inequalities), and SDG 16 (Peace, Justice and Strong Institutions). Our framework reflects a genuine belief that a just and ethical institution is a precondition for academic excellence.

Our ethics culture at ADU extends beyond formal compliance policies. It is further governed and reinforced by our Diversity and Inclusion Policy, our Fair Treatment Policy, and our Code of Honour — three foundational commitments that together ensure every individual at ADU is treated with fairness, dignity, and respect, regardless of background, role, or circumstance. These policies, read together with our Anti-Bullying, Whistleblowing, Fraud, and Disciplinary frameworks, form an integrated ethical governance ecosystem that reflects who we are as an institution.

Abu Dhabi University maintains an institutional office for ethical compliance through the Talent Empowerment and Growth Department. This office provides institution‑wide oversight of ethical matters, ensuring alignment with applicable regulations, best practices, and the University’s governance framework.

To submit a complaint or grievance please contact teg@adu.ac.ae including, description of the concern, date, time, and location of the incident, names of individuals involved (if known) and any supporting documents or evidence.

Our Policy Framework

Anti-Bullying Policy

ADU maintains an unequivocal zero-tolerance stance toward bullying in any form — verbal, physical, social, cyber, or discriminatory. The policy defines bullying as repeated, health-harming mistreatment and provides detailed guidance on recognizing such conduct. Employees are encouraged to report incidents confidentially to their supervisor or the Talent Empowerment and Growth (TEG) department. The TEG Director is empowered to investigate all reported cases. Malicious or false complaints are treated as a disciplinary matter. The policy ensures all employees are treated with dignity and respect, consistent with ADU’s Code of Ethics.

Whistleblowing & Ethical Reporting Policy

This policy provides all employees and stakeholders with a confidential, structured process to raise concerns about unethical, improper, or unlawful conduct. Concerns may be escalated progressively — from a direct supervisor to senior management, and ultimately to the Directors of Internal Audit and TEG. Where senior management is implicated, direct escalation to the Chancellor is available. ADU prohibits retaliation against good-faith reporters and protects their identity through a Whistle-blower Confidentiality Agreement. Investigations are concluded within 30 working days, with written feedback to complainants within 10 working days of closure.

Fraud Policy

ADU treats all forms of fraud and corrupt conduct as extremely serious offenses. The Fraud Policy defines fraud broadly encompassing misrepresentation, falsification, identity theft, misappropriation of assets, and conflicts of interest and mandates immediate reporting. A Fact-Finding Committee (FFC) is established within five working days of a complaint or grievance and is required to complete its inquiry within 20 working days. Disciplinary outcomes may include termination and legal prosecution. Employees discharged for fraud may not be re-employed by ADU or its associated entities. The TEG Director issues annual fraud reports to the Chancellor and Chairman.

Faculty & Staff Disciplinary Policy

This policy establishes a fair, progressive disciplinary framework aligned with UAE Federal Labour Law. It sets clear behavioral expectations for all ADU employees and provides a structured response when those standards are not met. The three-level progression moves from coaching and verbal warning (Level 1), to written warning and a performance improvement plan (Level 2), to discharge following investigation and a formal hearing (Level 3). Appeals against discharge are directed to the Chancellor, who may appoint a review committee. The policy also addresses academic integrity violations and employees who are concurrently enrolled as students.

All policies are subject to periodic review to ensure continued relevance, alignment with UAE law, and ADU’s evolving strategic priorities.

Ethics Committee Meeting: Formation & Membership

ADU maintains a formal ethics governance framework through which ethical matters are addressed with rigor, consistency and confidentiality. In practice, cases are reviewed by a purpose‑constituted committee that is convened as required once a matter is formally reported and validated. This approach ensures fairness, impartiality, and due process, while allowing the committee’s expertise and composition to be tailored to the specific nature and seriousness of each case under review.

Committee Composition Principles

Every committee formed under ADU’s ethical governance framework is guided by the following principles:

• Diversity of membership: committees are deliberately composed to reflect a range of seniority levels, disciplines, and perspectives, ensuring that no single viewpoint dominates the deliberative process.
• Impartiality: no member with a direct interest in, or personal relationship to, the parties involved may serve on the committee. Conflicts of interest must be declared and result in recusal.
• Fairness and due process: all parties, complainant and respondent are afforded equal opportunity to present their perspective, and all proceedings are conducted confidentially and in compliance with UAE law.
• Proportionality: the seniority and expertise of committee members are calibrated to the nature of the case.

Membership by Case Type

Ethics and conduct cases are reviewed by a committee with a core set of standing members, ensuring consistency, independence, and due process. These typically include the TEG Director, along with appropriate senior academic and/or senior staff representatives drawn from unrelated departments or disciplines. Depending on the nature of the case, the committee composition is supplemented to ensure subject‑matter relevance and neutrality, such as the inclusion of a Dean, Provost (or delegate), Student Affairs representation, or Board‑appointed representatives. Cases involving senior management receive enhanced oversight, with direct involvement of the Chancellor and potential escalation to the Audit Committee, reinforcing accountability at the highest levels of the University.

In all instances, the TEG Director coordinates the administrative process and ensures committee diversity. The Director of Internal Audit provides oversight of procedural compliance. Legal Counsel may be engaged in any case where legal implications are identified.

Annual Case Reporting & Governance Oversight

ADU is committed to transparency in the administration of its ethical governance policies. All cases reported and investigated under the Anti-Bullying, Whistleblowing & Ethical Reporting, and Fraud policies are tracked, reviewed, and reported in aggregate to the University’s governance bodies on an annual basis.

Specifically, the TEG Department compiles and presents an Annual Ethics & Compliance Report to the University Strategy and Governance Committee (USGC) and the Finance, Risk and Audit Committee (FRAC) ensuring institutional‑level oversight, transparency, and continuous monitoring at the highest level. This report covers the total number of cases received, a breakdown by policy category, investigation timelines and outcomes, and lessons learned with recommendations for continuous improvement.

The information below highlights activities of the ethics committees as a form of annual reporting for 2024-2025.

Ethics & Culture Training Initiatives (2024–2025)

The TEG Department has led a number of significant training and development programmes over the past two years, designed to strengthen ADU’s culture of ethics, professionalism, and inclusion. Key programmes include:

These initiatives reflect ADU’s proactive investment in building ethical awareness at all levels, moving beyond policy compliance toward genuine cultural embedding.

Summary of Case Types Handled

In the past two years, ADU has managed nine cases spanning ethical, academic, student-related, and workplace conduct. All cases have been handled with strict confidentiality, impartiality, and in full compliance with UAE labour law. 

Anti-bribery and Corruption Policy

Abu Dhabi University (ADU) holds a steadfast commitment to upholding the highest ethical standards and promoting a culture of integrity, transparency, and accountability in all its operations. Central to this commitment is ADU's robust anti-bribery and corruption policy, which serves as a cornerstone of the university's governance framework and guides the behavior of faculty, staff, students, and stakeholders.

Abu Dhabi University (ADU) maintains a robust stance against bribery and corruption, adhering to stringent policies and procedures designed to prevent, detect, and address any instances of unethical behavior within its operations. As an institution committed to upholding the highest standards of integrity and transparency, ADU recognizes the detrimental impact that bribery and corruption can have on academic integrity, institutional reputation, and societal trust.

At the core of ADU's approach to combating bribery and corruption is the implementation of comprehensive policies and guidelines that outline clear expectations and responsibilities for faculty, staff, students, and external stakeholders. These policies are regularly reviewed and updated to align with international best practices and legal requirements, ensuring that ADU remains vigilant in its efforts to mitigate the risk of corruption across all areas of its activities.

Policy

Anti-bribery and Corruption Policy at Abu Dhabi University, we fervently support and uphold the values of honesty, openness, and accountability in all of our operations. Our institutional culture and operational behavior are guided by these fundamental values. These ideals are demonstrated through our Anti-bribery and Corruption Policy, which is a cornerstone policy at Abu Dhabi University.

Objective of the Anti-bribery and Corruption Policy

This policy's main goal is to unequivocally proclaim our opposition to bribery and corruption in all of its manifestations, in accordance with national laws, international anticorruption treaties, and best practices in higher education institutions. The goal of the policy is to establish an ethically and legally sound working and learning environment.

Scope of the Policy

Within our academic community, the Anti-bribery and Corruption Policy is applicable to everyone. This indicates that it covers all employees, students, contract workers, consultants, vendors, and other people or organizations working for Abu Dhabi University.

The policy is thorough and covers a number of critical topics linked to combating bribery and corruption:

1. Definition and Understanding of Bribery and Corruption:
   To help members of our community understand and recognize these behaviors, the policy clearly defines what constitutes bribery and corruption and offers examples from real-world situations.
2. Prohibition of Bribery and Corruption Acts:
   The law forbids any acts that can be construed as bribery or corruption. Included in this are dishonest gifts and favors, facilitation fees, theft, fraud, and money laundering.
3. Reporting Mechanism:
   To encourage a culture of vigilance among our community members, this section describes the processes in place for reporting suspected cases of bribery or corruption. It guarantees complete confidentiality and protection from reprisals for anyone who report such instances.
4. Investigation Procedures:
   This section describes how to undertake exhaustive, unbiased inquiries into the claims after a report has been filed.
5. Consequences of Violation of the Policy:
   The policy clearly explains possible legal and disciplinary repercussions for people or organizations found responsible for bribery or corruption.
6. Training and Awareness:
   The emphasis of this part is on our dedication to holding frequent training and awareness events to inform our community about the policy and the moral principles it promotes.
7. Policy Review:
   To ensure that our anti-bribery and corruption policy is effective, current, and compliant with both domestic law and international best practices, it is constantly reviewed and revised. This policy has been reviewed and revised most recently, in 2022, thus it satisfies the criterion of having been reviewed within the last three years.

Diversity and Inclusion Policy

ADU is committed in following the principle of diversity and inclusion. The Policy will ensure that diversity is respected during the recruitment of faculty and staff members, and diversity remains at the specified ratio. The Policy seeks to ensure that all employees feel included at all times. ADU recognizes that there are many dimensions to diversity

Diversity is a positive and highly valued attribute of the ADU culture.  Faculty, students, and staff all benefit from working and interacting every day with individuals from backgrounds very different from their own.  We define diversity as variety within our community by ethnicity, gender, socio-economic status, age, physical abilities, religious beliefs, historical family, national backgrounds, political persuasions, and ideologies while respecting the UAE national traditions and cultural norms.  Diversity at ADU requires that we cultivate an inclusive, collaborative, and respectful environment of all groups and individuals.  It requires us to foster the sense in every member of our community that they belong here, that they add value to our enterprise, and that they themselves are valued as contributing members of our collective enterprise.

Below is a **narrative conversion of each numbered section**, with each clause rewritten as a clear, policy‑appropriate paragraph while preserving the original intent, terminology, and institutional positioning of Abu Dhabi University (ADU).

• Interests and Affiliations

  Abu Dhabi University is a private institution of higher education operating in the United Arab Emirates. The University is not affiliated with, nor does it support, any political, religious, social, or ethnic organizations, movements, or causes. ADU’s mission is solely academic in nature, with a focus on delivering high-quality teaching, learning, research, and knowledge exchange in disciplines that are of primary relevance to the UAE and the wider Gulf region.

  To safeguard its academic mission and institutional reputation, ADU gives preference to faculty and administrative staff who regard their service to the University community as their primary professional commitment. Employees are expected to work actively to enhance the standing of the University and to refrain from engaging in external professional or other activities that may distract from their responsibilities or pose a risk to ADU’s reputation as a private, secular, and non-political institution.
  

• Diversity

  ADU recognizes that achieving meaningful and optimal diversity requires the deliberate recruitment of faculty and staff from a broad range of backgrounds. The University seeks to attract a diverse pool of candidates by embedding inclusive and forward-looking selection criteria within job descriptions, with the aim of introducing cultural perspectives and experiences that complement and expand the existing diversity of the University community.

  All colleges and departments are expected to actively reflect diversity in the composition of their workforce. As a guiding principle, no more than 30 percent of employees within any single college or department should originate from the same ethnic group, thereby ensuring balanced representation and a plurality of perspectives.

  For the purposes of this Policy, diversity at ADU is assessed using a combination of defined factors. These include passport nationality, based on approved national groupings; the country and institution from which the terminal degree was obtained, with preference, where appropriate, for faculty educated at top‑200 ranked universities, subject to reporting through the Provost’s Office to the Board; and self‑reported ethnicity as documented through the official Ministry of Education form submitted to Talent Empowerment and Growth.

  In addition to individual diversity indicators, ADU classifies diversity by geographic region. This classification is determined by the passport on which the employee’s UAE residence visa is issued, enabling the University to monitor representation across global regions in a structured and transparent manner. To reinforce the national priority of Emiratization, UAE nationals are not included within these regional classifications.

  Oversight of the application of this diversity policy rests with the Vice Chancellor  of Artificial Intelligence and Operational Excellence, acting through the Director of Talent Empowerment and Growth. All appointments are screened in alignment with the Policy, with exceptions considered on a case-by-case basis. Where exceptions relate to academic appointments, determinations are made jointly by the Provost and the Vice Chancellor.

• Origin of Terminal Degree

  ADU ordinarily gives preference to faculty and administrative candidates who hold terminal degrees from internationally accredited universities of recognized standing, where English is the primary language of instruction. This requirement provides assurance of both the quality of the candidate’s education and their proficiency in English, the principal language used for teaching, research, and administration at the University.

  For senior administrative appointments at the level of Department Chair and above, ADU places particular emphasis on candidates who have obtained both their master’s and doctoral degrees from internationally accredited institutions with global standing. Preference is also given to individuals with substantial professional experience at internationally accredited, English‑language institutions, particularly those based in countries where English is the first language.
  

•  5. English Literacy

  As a predominantly English‑medium institution, ADU requires all faculty and administrators to demonstrate a scholarly command of English, alongside strong interpersonal communication skills. While Arabic plays an important role in selected academic programs, English remains the primary language for instruction, research, and administrative engagement across the University.

  The specific level of English competency required for faculty and administrative roles is determined through formal assessment tools administered by the Talent Empowerment and Growth Department. These tools are applied during the screening process for shortlisted candidates to ensure consistent and objective evaluation.
  

•  6. Inclusion

  ADU defines inclusion as a sustained commitment to welcoming, engaging, and supporting faculty, staff, and students from all backgrounds, including individuals from marginalized groups such as people of determination. All candidates and employees are expected, through their conduct and interactions, to demonstrate respect, understanding, and active support for inclusive values as a standard professional practice.

  Faculty and staff are expected to demonstrate leadership in diversity and inclusion, including promoting the benefits of inclusive practices within their teams, classrooms, and professional roles.

  The University actively supports initiatives that advance equality of opportunity at all levels, including within senior management and leadership positions.

  ADU aspires to be an employer of choice by fostering high levels of staff satisfaction, engagement, and performance across all roles and functions.

  The University is committed to providing a working environment in which all employees feel empowered, supported, and able to realize their full professional potential.  ADU recruits and supports employees from the broadest possible talent pool through open and transparent recruitment processes that allow candidates to demonstrate their job‑related skills, qualifications, and experience fairly.
  

•  7. Responsibilities

  All members of the University community share individual and collective responsibility for upholding the principles of this Policy. Members of the University are expected to actively promote equality, diversity, and inclusion by fostering an environment characterized by mutual respect and understanding.

  All interactions within the University community must uphold the rights of individuals to dignity, privacy, confidentiality, and equitable treatment. Employees and affiliates are required to act in full accordance with the University’s Code of Conduct. Members of the University community are encouraged to challenge and address any actions or behaviors that are inconsistent with the values and principles of this Policy or the Code of Conduct. Appropriate training must be undertaken to ensure awareness, understanding, and effective implementation of the principles and responsibilities outlined in this Policy.

  ADU maintains an effective framework for managing actual or potential breaches of this Policy, enabling concerns to be reported without fear of retaliation and ensuring that complaints are addressed fairly, thoroughly, promptly, and confidentially.

  ADU expects everyone who works for and with the University to act in alignment with its commitment to diversity and inclusion and to actively contribute to strengthening these principles across the institution.

•  Benefits

  This Policy reflects ADU’s commitment to fostering a culturally and socially inclusive environment in which all individuals feel welcomed, respected, and treated equitably, regardless of disability, origin, race or ethnicity, gender, or religion.

• Implementation

  In partnership with the Talent Empowerment and Growth Department, ADU will implement this Policy by recruiting a diverse range of faculty and staff using structured selection criteria embedded in job descriptions, informed by the current demographic profile of employees and the defined parameters outlined in this Policy.

Modern Slavery Policy

Abu Dhabi University (ADU) is deeply committed to preventing and eradicating modern slavery and human trafficking in all its forms within our operations and supply chains. This Modern Slavery and Human Trafficking Policy ("Policy") establishes a zero-tolerance approach to slavery, forced labour, human trafficking, child labour, and labour exploitation across all aspects of the University's activities.

Modern slavery remains a pervasive global human rights concern affecting millions of people. As a leading private research university in the United Arab Emirates and a significant institutional purchaser, ADU recognizes its responsibility to act ethically and with integrity in all business relationships and to take reasonable steps to ensure that slavery and human trafficking do not occur in our supply chains or operations.

This Policy is informed by and aligned with leading international, national, and institutional frameworks, including the UK Modern Slavery Act 2015, the UN Guiding Principles on Business and Human Rights, relevant International Labour Organization (ILO) Conventions, UAE labour laws and human rights commitments, the UN Sustainable Development Goals, particularly SDGs 8 and 16, ADU’s institutional values and strategic commitments, and all relevant treaties and conventions ratified by the UAE.

This Policy applies comprehensively across Abu Dhabi University’s operations. It covers all employees, contractors, volunteers, interns, and any individuals engaged by or acting on behalf of ADU. The Policy extends to all university activities and facilities, procurement and supply chains, investments and financial relationships, research partnerships and collaborations, and all subsidiary entities, joint ventures, and affiliated operations. ADU expects equivalent standards of conduct and compliance throughout all these areas.

• Definitions

  For the purposes of this Policy, modern slavery refers to a range of practices involving the exploitation of individuals for personal or commercial gain, including forced labour, human trafficking, bonded labour, child labour, servitude, debt bondage, and labour trafficking. These practices may involve coercion, deception, abuse of power, or threats that restrict a person’s freedom to leave employment or withhold their labour voluntarily.

  Forced labour includes any work or service extracted under threat, coercion, or deception. Human trafficking involves the recruitment, movement, or harbouring of persons for the purpose of exploitation, including labour or sexual exploitation. Bonded labour and debt bondage occur when individuals are compelled to work to repay debts that are unfair or impossible to clear. Child labour refers to the employment of children below legally permitted ages or in work that is hazardous or interferes with education. Servitude involves situations where individuals are forced to live and work on another’s property under coercive conditions. Labour trafficking refers specifically to trafficking for work-related exploitation. The term “supply chain” includes all third parties that provide goods, services, or labour to ADU.

• Policy Statement and Commitment

  Abu Dhabi University maintains a zero-tolerance approach to all forms of modern slavery, human trafficking, forced and bonded labour, child labour, and labour exploitation. ADU is committed to upholding human dignity, protecting fundamental human rights, and ensuring ethical conduct in all business relationships. The University promotes transparency and accountability in addressing modern slavery risks and recognizes the importance of collaboration with stakeholders, peers, and suppliers.

  ADU is committed to continuous improvement through regular review of its policies and practices and to implementing appropriate due diligence measures to identify, prevent, and mitigate modern slavery risks across its operations and value chain.

• Policy Framework and Governance

  Effective governance and accountability are central to the implementation of this Policy. The Board of Trustees provides strategic oversight and ensures that ADU’s institutional direction remains aligned with anti‑slavery and human rights principles. The Chancellor oversees the University’s commitment to lawful and ethical conduct and supports the implementation of this Policy.

  The Vice Chancellor for AI and Operational Excellence is responsible for overseeing the implementation of the Policy, ensuring departmental compliance, coordinating reporting efforts, and maintaining institutional alignment. The Procurement Department plays a critical role in ensuring that all vendors, suppliers, contractors, and service providers engaged by ADU implement and maintain modern slavery and human trafficking policies, comply with all applicable UAE labour laws and binding international regulations, and provide safe working conditions, fair treatment, and lawful wage and welfare practices. Anti‑slavery requirements are embedded within procurement documentation and supplier due diligence processes.

  The Talent, Empowerment and Growth (TEG) function ensures ethical recruitment and employment practices, provides accessible reporting channels, offers legal and compliance guidance, and supports institutional oversight.

  Across the institution, ADU is committed to promoting ethical practices internally and externally, requiring supplier compliance with labour and human rights laws, encouraging transparency and accountability, maintaining confidential reporting channels, providing awareness and guidance to relevant stakeholders, and ensuring that investment-related entities adhere to equivalent modern slavery and labour standards.

• Reporting

  ADU encourages the reporting of any suspected instances of modern slavery or human trafficking. Concerns may be raised confidentially through Talent, Empowerment and Growth, through line managers or authorized officers, or via other official reporting channels designated by the University. ADU is committed to ensuring that all reports are handled sensitively, confidentially, and without fear of retaliation.

• Non‑Compliance

  Failure to comply with this Policy may result in appropriate corrective action. This may include the review, suspension, or termination of supplier or contractual relationships, the implementation of remedial actions, or internal disciplinary measures in accordance with applicable ADU policies and procedures.

• 10. References

  This Policy is supported by and should be read in conjunction with UAE Labour Law, UAE Anti‑Human Trafficking legislation, applicable International Labour Organization (ILO) Conventions, the ADU Code of Conduct and Ethics, and relevant international treaties and conventions ratified by the United Arab Emirates.