The policy prohibits discrimination based on religion, sex, sexual orientation, gender identity or expression, age, civil status, disability, ethnicity, nationality or refugee status. These protections apply to recruitment, employment, promotion, compensation, training and other conditions of employment.
Policy objectives
- promote a work environment free from discrimination, harassment, and bias;
- ensure equal opportunity in employment and career advancement;
- foster respect and inclusion among all members of the university community; and
- comply with applicable laws and standards such as the Philippine Labor Code, the Magna Carta for Women (RA 9710), the Anti-Age Discrimination in Employment Act (RA 10911), and other relevant statutes.
Prohibited Acts
The following acts are strictly prohibited:
- refusing employment or promotion based on religion, sex, gender, age, or other protected status;
- denying benefits, opportunities, or training on discriminatory grounds;
- using discriminatory language, behavior, or conduct creates a hostile work environment;
- retaliating against individuals who report or oppose discriminatory practices.
Fair treatment across employment
The policy covers faculty members, non-teaching personnel, job applicants, interns and contractual workers, regardless of employment status or position. It supports merit-based access to employment and career advancement and prohibits discriminatory hiring or promotion decisions, denial of benefits or training, and conduct that creates a hostile work environment.
Reporting concerns and protecting employees
Employees and applicants who experience or witness discrimination may submit a confidential report to the Human Resource Department. The policy requires prompt, impartial and confidential investigation, with disciplinary action subject to University policies and due process.
Retaliation against individuals who report or oppose discriminatory practices is prohibited.
Responsibility and accountability
The Human Resource Department oversees policy implementation, monitors compliance, conducts training and ensures corrective action when needed. Supervisors and department heads are responsible for preventing discriminatory behavior within their units, while employees are expected to uphold the policy and report observed incidents.