Diversity, Equity & Inclusive

1. Diversity, Equality and
Inclusion (DEI): the arrival of
a new policy
Arshad Habib

2. DEI: the arrival of a new policy
AIMS:
DEI: the need of a distinct policy
DEI Policy: key features

3. DEI: the need of a distinct policy
Awfaz Global School’s (AGS) desire of commitment:
promoting diversity, equality and inclusion (DEI) as an
essential part of its workplace policy
Eliminating all potential barriers and their sources to
such commitment.
DEI policy, a reflection of AGS’s vision and mission
where differences in backgrounds are perceived as
strengths

4. DEI: the need of a distinct policy
To ensure the presence of a very diverse
workforce, representing our diverse society
Create a favourable work environment where
teachers’ respective well-being is
safeguarded.

5. DEI: the arrival of a
new policy

6. DEI: the arrival of a new policy
All members of staff, working in different
campuses, are to abide by the DEI policy in its
full spirit.
Applicable to every person working in AGS,
regardless of gender, level, function, seniority,
status or other protected characteristics. We
are all obliged to comply with this policy.

7. DEI: the arrival of a new policy
Provide equality, fairness and respect to all, who
come from a variety of backgrounds and bring a
range of rich experiences and practices to the
workplace.

8. DEI: the arrival of a new policy
Discouraging all forms of discriminations or biases
against someone based on any characteristics of:
 age
 disability
 gender
 race (including colour, nationality, and ethnic/tribal)
 religion or belief

9. DEI: the arrival of a new policy
Generating a highly inclusive work
environment free of bullying, harassment,
victimisation, different forms of biases, and
discrimination
Promoting dignity and respect for all, where
individual differences and the contributions
of all staff are recognised and valued.

10. DEI: the arrival of a new policy
AGS expects all members of staff to
discourage and prevent any form of
bullying, harassment, victimisation,
different forms of biases, and
discrimination and contribute towards
the promotion of diversity, equality
and inclusion.

11. DEI: the arrival of a new policy
A case study
Ms Maryum has recently joined AGS.
One of her team members passed a
comment on her background, (may be
unintentionally and unconsciously).
She did not like it. What are her
options?

12. A case study
Ms Somaya has recently joined a team of
four members. The other three members
of staff share a similar background
(cultural, linguistic, nationality, time spent
in AGS, gender etc). Ms Somaya feels she
is always left out from the team’s
conversation and the bonding is simply not
developing. Ms Somaya feels very low and
disappointed. What are her options?

13. A case study
Mr Richard works in a small team of 6
members, including his line manager. He
has experienced discrimination on multiple
occasions but fears “if I report it,
everyone will know who has reported the
incident”.
What are his options?

14. DEI: the arrival of a new policy
AGS will monitor the make-up of the
workforce
Monitoring will also include assessing
how the equality, diversity and inclusion
policy, and any supporting action plan, are
working in practice (through
surveys/interviews).

15. DEI: the arrival of a new policy
Sources
Staff survey
Staff interviews
Researching local business
organizations such as British Council
Qatar
AGS policy handbook

16. DEI Policy: Key Procedural
outline

17. DEI Policy: Key Procedural outline
Our disciplinary and grievance procedures
The office of DEI at AGS will take
seriously any complaints of bullying,
harassment, victimisation, different forms
of biases, and discrimination by fellow
employees in the course of the
organisation’s work activities and take
necessary actions.

18. DEI Policy: Key Procedural outline
Such acts will be dealt with as
misconduct under the organisation’s
grievance and/or disciplinary
procedures, and appropriate action
will be taken.

19. DEI Policy: Key Procedural outline
Any member of staff could report a grievance either
directly or via email. As a grievance is registered in the
office of DEI, the DEI Liaison Officer will be
responsible for:
 Documenting all the details of the incident
 All the details will be kept strictly confidential
 The incident will be investigated by the DEI Liaison
Officer
 The incident and its findings will be reported to the
representative of a campus/HR

20. DEI Policy: Key Procedural
outline
DEI will treat all allegations in this
regard very seriously and impartially.
The consequences for breaching this
policy will depend on the seriousness
of the case.

21. Students-focused DEI Policy

22. Students-focused DEI Policy
Making sure every pupil in our school,
regardless of his/her background or
personal attributes, is treated with
equality, respect and dignity.

23. Students-focused DEI
Providing a safe, inclusive and supportive
school environment where all students
nourish physically, emotionally and
intellectually
Actively removing all potential barriers to
students’ achievement, progress,
development and participation in all
curricular and extracurricular activities.

24. Creating a culture of protection and
respect….embedding this approach in
every thing we do at AGS
THANK YOU
DEI Policy: A final word