Sustainable Development Goals Initiatives 2023–2024

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Operations and Institutional Arrangements

SDG 8: Focus Areas

  • 8.1: Research on Economic Growth & Performance

  • 8.3 Expenditure per Employee
    • 8.3.1 Expenditure per Employee

  • 8.4 Proportion of Students Taking Work Placements
    • 8.4.1 Proportion of Students with Work Placements

  • 8.5 Proportion of Employees on Secure Contracts
    • 8.5.1 Proportion of Employees on Secure Contracts

8.2.9 Employment Practice – Labour Rights

Does your university as a body recognise labour rights (freedom of association & collective bargaining) for all, including women & international staff?

The University of Bahrain formally recognizes labour rights, including freedom of association and collective participation in institutional decision-making, in alignment with national legislation and SDG 8. The University is fully committed to ensuring fair, safe, transparent, and equitable working conditions for all employees and faculty members, as mandated by the Civil Service Law and Regulations. All rights and protections apply equally to men and women and extend to non-Bahraini staff employed by the University in accordance with applicable national laws.

  1. Freedom of Association and Institutional Participation Mechanisms

Although formal trade unions are not established within public sector entities under national legislation, the University ensures that employees can meaningfully participate in collective decision-making through a robust governance framework that reflects the spirit of freedom of association guaranteed under Article (27) of the Constitution of the Kingdom of Bahrain.

1.1 Right to Join Unions

Public sector employees, including University staff, may lawfully join labour unions established under the Labour Law for the private sector or the Maritime Law, and retain the right not to be compelled to join or remain in any association or union.

1.2 Functional Equivalence to Collective Bargaining

While traditional trade-union collective bargaining is not applicable under public-sector regulations, the University provides functional equivalents to collective bargaining through structured academic and administrative councils. These bodies allow faculty and staff to collectively review, provide input into, and influence employment policies, workload standards, professional development frameworks, and resource allocation—ensuring group-based representation in key employment matters.

1.3 Academic and Administrative Governance Structures

Faculty and staff participate in institutional decision-making through established representative bodies, including:

    • Department Councils: Where faculty deliberate and anonymously vote on academic policies, workload distribution, curriculum changes, and operational decisions.
    • College Councils: Providing broader academic participation through collective review and approval of department-level proposals.
    • University Council: Comprising university leadership and faculty representatives, responsible for approving academic policies, employment-related frameworks, and institutional plans.

Together, these mechanisms provide continuous, democratic, and structured channels for collective employee voice.

1.4 Annual Institutional Self-Evaluation (QAAC)

The annual Institutional Self-Evaluation process, coordinated by QAAC, is led by faculty-based committees at the department and college levels. These committees collectively assess teaching conditions, workload adequacy, curriculum quality, research support, and professional development needs. Findings directly inform University-wide improvement plans, ensuring that academic staff shape institutional development and working conditions.

1.5 Additional Employee Voice and Representation Channels

    • Grievance Committees for transparent resolution of academic and administrative concerns.
    • Appeals Committee for impartial review of employment-related decisions.
    • Equal Opportunities Committee to safeguard gender equity and prevent discrimination.

These structures reinforce a participatory environment aligned with international labour standards.

  1. Applicability to Women and International Staff

All governance, participation, grievance, and representation mechanisms apply equally to women and international employees, ensuring inclusive, fair, and non-discriminatory labour rights across all University departments and campuses.

  1. Job Security and Fair Employment Conditions

Consistent with the Civil Service Law, the University ensures:

  • Protection from unfair dismissal and transparent contract renewal procedures.
  • Regulated working hours and adherence to statutory entitlements.
  • Paid annual, maternity, sick, and other legally mandated leaves.
  • Transparent, standardized salary scales and benefits applied equally to women and men.
  • General protections for non-Bahraini employees according to national legislation.

  1. Safe and Respectful Work Environment

The University upholds an Equality, Diversity, and Inclusion Policy that prohibits discrimination and harassment based on gender, nationality, disability, age, religion, or any personal characteristic. Occupational health and safety standards are implemented through:

  • Campus-wide risk management systems,
  • Laboratory Health and Safety Guidelines (2020),
  • Occupational Health and Safety Program (180/2019),
  • Emergency preparedness procedures and regular facility inspections.

All employees are entitled to a healthy, safe, and respectful working environment.

  1. Transparent Communication and Complaint Channels

The University is integrated with the national “Tawasul” Government Platform, enabling employees to confidentially submit inquiries or complaints and track the resolution process directly with University leadership.

  1. Supportive Work Conditions

The University provides:

  • On-campus housing for non-Bahraini faculty.
  • Access to medical services, wellness facilities, and work-life balance programs.
  • Opportunities to join national professional associations (engineering, legal, scientific) to strengthen professional representation and development.

Through its legally compliant labour-rights framework, functional collective bargaining mechanisms, inclusive governance councils, staff-led quality processes, and structured representation platforms, the University of Bahrain demonstrates strong alignment with SDG 8.2.9 – Labour Rights. The University ensures equitable, safe, and non-discriminatory working conditions for all employees, with full and equal protections for women and international staff in accordance with national legislation and international labour standards.

The University of Bahrain is fully committed to protecting and promoting labor rights for all employees and faculty members, in accordance with the Civil Service Law and Regulations. The University ensures fair, safe, transparent, and equitable working conditions through a comprehensive framework of policies, participatory governance structures, and institutional mechanisms that safeguard employee voice, representation, and professional well-being. All protections and rights apply equally to men and women. Protections and benefits also apply to non-Bahraini employees contracted by the University in accordance with applicable national legislation.

  1. Freedom of Association and Institutional Participation Mechanisms

Although labor unions are not established within public sector entities under national regulations, the University ensures that employees can meaningfully participate in collective decision-making and express their views through a robust system of academic and administrative governance structures. These mechanisms reflect the spirit of freedom of association, as guaranteed under Article (27) of the Constitution of the Kingdom of Bahrain.

1.1 Right to Join Unions

Public sector employees, including University staff, may join labor unions lawfully established by workers governed under the Labor Law for the private sector or under the Maritime Law, in accordance with national legislation. Individuals also retain the right not to be compelled to join or remain in any association or union.

1.2 Academic and Administrative Governance Structures

 Faculty and staff participate directly in institutional decision-making through structured councils and committees, including:

    • Department Councils: All faculty members in the department participate in discussion and anonymous voting on academic matters, workload distribution, course changes, and departmental decisions.
    • College Councils: Decisions approved at department level advance to college-level review, whereby all college faculty participate in discussing and deciding on relevant matters, ensuring broader academic participation.
    • University Council: Includes university leadership and academic representatives, responsible for reviewing curricular proposals, employment matters, and academic policies.

These structures ensure continuous, democratic faculty input at each stage of policy formation.

1.3 Annual Institutional Self-Evaluation (QAAC)

 The University implements an annual Institutional Self-Evaluation process, coordinated by the Quality Assurance and Accreditation Centre (QAAC) and Quality Directors in each college.

    • Self-evaluation reports are prepared by faculty-led quality assurance committees at the department and college levels.
    • Reports assess curriculum development, teaching conditions, adequacy of resources, research support, and faculty training and professional development opportunities.
    • Findings inform academic planning and campus-wide improvement strategies.

This system provides a formal, recurrent, and collective mechanism through which academic staff shape institutional development.

1.4 Additional Employee Voice Channels

    •  Grievance Committees for transparent resolution of academic and administrative concerns.
    • Appeals Committee for impartial review of employment-related decisions.
    • Equal Opportunities Committee to ensure gender equity, fairness, and non-discriminatory practices.

Together, these mechanisms reinforce a participatory environment aligned with international labor standards.

  1. Job Security and Fair Employment Conditions

 Consistent with the Civil Service Law, the University ensures:

    • Protection against unfair dismissal and clear contract renewal procedures.
    • Regulated working hours and compliance with all statutory entitlements.
    • Paid annual, maternity, sick, and other legally mandated leaves.
    • Transparent, standardized salary scales and benefits for all staff, with equal treatment for men and women and general protections for non-Bahraini employees as provided under national regulations.
  1. Safe and Respectful Work Environment

 The University enforces an Equality, Diversity, and Inclusion Policy that:

    • Prohibits discrimination and harassment based on gender, nationality, disability, religion, age, or any personal characteristic.
    • Promotes a respectful, inclusive, and accessible work culture.
    • Requires regular monitoring of compliance across colleges and departments.

Occupational health and safety standards are implemented across all campuses through risk mitigation plans, facility inspections, and emergency preparedness protocols. Employees are entitled to a safe and healthy work environment in accordance with applicable national occupational health and safety regulations, as well as University policies and procedures that protect staff from hazards, harassment, and other risks such as the Laboratory Health and Safety Guidelines(2020), the Risk Management Policy, and the Occupational Health and Safety Program (180/2019).

  1. Transparent Communication and Complaint Channels

The University is integrated with the official national Tawasul Government Platform, enabling employees to submit inquiries or complaints confidentially and track the status of their cases directly with management.

  1. Supportive Work Conditions

 The University provides:

    • On-campus housing for non-Bahraini faculty.
    • Access to medical services, wellness facilities, and work-life balance programs.
    • Opportunities to join recognized professional associations in Bahrain, such as legal, engineering, or scientific societies, enhancing professional growth and representation.

Through its participatory governance system, faculty-led quality processes, legally protected rights to join unions where applicable, and structured complaint and representation mechanisms, the University of Bahrain demonstrates strong alignment with SDG 8.2.9 – Labor Rights, ensuring safe, fair, equitable, and non-discriminatory working conditions for all employees, with equal treatment for men and women and applicable protections for non-Bahraini staff in accordance with national legislation.

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