Sustainable Development Goals Initiatives 2023–2024

5.6.5 Child Care Facilities For Staff and Faculty

The University of Bahrain demonstrates a strong institutional commitment to gender equality and family-friendly working environments through its comprehensive Parental Policy (Family Support). This policy establishes clear and inclusive measures that promote work–life balance, protect the rights of parents and caregivers, and ensure equitable access to family-related support for all academic staff, administrative staff, and students. The policy is fully aligned with national civil service legislation and reflects the University’s efforts to advance SDG 5 by removing structural barriers that affect women’s participation, retention, and career progression in higher education.

The policy provides an extensive framework of parental and family-support leave, including maternity leave, childcare leave, nursing hours, emergent leave, disability care leave, bereavement leave, and other forms of paid and unpaid family-related leave. These measures ensure that employees and students can meet caregiving responsibilities without compromising their academic or professional pathways. The University also maintains strict confidentiality, respect for personal circumstances, and procedural fairness in processing all family-support requests—reinforcing an inclusive culture in line with UN principles of nondiscrimination and gender-responsive support.

To further enhance gender equity and employee well-being, the University has already established lactation rooms and provides flexible work mechanisms such as adjusted workloads, temporary remote work options, academic accommodations for students, and reintegration support following maternity or childcare leave. These provisions enable women to return to work or study smoothly and uphold equal opportunities for advancement.

In alignment with SDG 5’s emphasis on accessible childcare and institutional support systems, the University of Bahrain confirms that it already operates a formal family-support policy and is moving toward establishing an on-campus childcare facility dedicated to staff and faculty. This planned facility will strengthen institutional capacity to support working parents, create safe and inclusive environments for young children, and reduce the caregiving burden that disproportionately affects women in the workforce. The initiative reflects the University’s strategic direction to expand its family support measures from policy-based provisions to physical infrastructure that will provide direct childcare access on campus.

The Sustainability Committee and Human Resources Department jointly monitor and evaluate family-support measures as part of the University’s commitment to transparent reporting, SDG alignment, and advancing gender equality in higher education. Through these mechanisms, the University ensures ongoing progress toward creating an inclusive, supportive, and gender-responsive campus environment that meets the standards of SDG 5.6.5 and strengthens women’s full and equal participation in academic and professional life.

Parental Policy (Family Support)

1. General Definitions

2. Policy Objective

This policy aims to create a family-friendly environment that supports work-life balance, promotes the well-being of academic and administrative staff and students, and facilitates women’s participation and continuity in study or work at the University by providing institutional support and procedural facilities, in accordance with civil service legislation.

3. Policy Scope

This policy applies to academic and administrative staff and students who require family-related support or facilities during their period of study or employment.

4. Policy Content

4.1 Commitment to Family Support: The University recognizes that family and caregiving responsibilities are an integral part of community life. Therefore, it is committed to providing structured leave benefits, flexible work options, and family support measures.

4.2 Core Principles:

• • Compliance: All family support leave for academic and administrative staff is applied in accordance with the Civil Service Law and its Executive Regulations, while also implementing the additional facilities approved by the University in this policy.
  • Inclusivity: Family support is available to all eligible academic and administrative staff and students, regardless of gender or social status.
  • Flexibility: The relevant/competent authority in the University may adjust workload or study schedules to accommodate parenting or caregiving needs.
  • Confidentiality and Respect: All leave requests and documents are processed with strict confidentiality and in accordance with the Personal Data Protection Law No. 30 of 2018.

5. Roles and Responsibilities

• University Council: Approves the policy.
• General Manager of Administrative Services: Ensures the integration of family support initiatives for academic and administrative staff across various organizational units of the University.
• Human Resources Manager: Manages all leave and family support provisions in accordance with the Civil Service Law, its Executive Regulations, and this policy.
• Dean of Student Affairs: Provides academic facilities and advisory support to students.
• Sustainability Committee: Monitors the impact of family support initiatives on the University’s achievement of Sustainable Development Goals (SDG 5 and SDG 3).

6. Policy Procedures

6.1 Leave Request Process: Staff submit a formal leave request to their direct supervisor using the standardized form along with supporting documentation. The supervisor then forwards the request to the Human Resources Department. Students submit their requests to the Deanship of Student Affairs to obtain family support accommodations and measures.

6.2 Return to Work and Study: Following an employee’s return to work or a student’s return to study, the following shall be considered:

• • Alleviation of Academic and Administrative Loads: For academic staff returning from extended maternity or childcare leave, the academic department, in coordination with the college dean, may grant a temporary reduction in teaching load, administrative duties, or both for one semester following their return. This is to ensure effective reintegration into the academic environment without a negative impact on professional development.
  • The relevant authorities may adjust the administrative workloads for administrative employees returning from maternity leave or family support leave.
  • Nursing mothers (female employees) are entitled to nursing leave (care hours) upon submission of supporting medical certificates.
  • Students benefit from the facilities granted to them in accordance with the Study and Examinations Regulations concerning emergent excuses related to family support.

6.3 Support Measures: The University allocates private and secure lactation rooms within the campus for nursing female employees and students. The University grants flexible work mechanisms or temporary remote work options, wherever feasible, to accommodate parenting or caregiving responsibilities, in alignment with Civil Service Regulations. The Deanship of Student Affairs provides advisory services to students concerning family support.

6.4 Monitoring and Reporting: The Human Resources Department maintains records of all family support leave requests and approvals for internal review and evaluation. The Sustainability Committee is responsible for collecting data related to leave rates and publishes a summary of the findings as part of the University’s Impact Report (SDG 5 and SDG 3).

7. Contact and Information

For further assistance regarding the implementation of this procedure, related inquiries may be directed to the (General Manager of Administrative Services):

Email: dgas@uob.edu.bh