Process Owner

Vice Chancellor for Academic Affairs

Prepared by

QAIE Department

Reviewed by

Vice Chancellor for QAIE

First Issue Date

03/11/2025

Last Review Date

-

Modification History

- 

Relevant to

All students, facullty and staff

Purpose and Scope

Dubai Medical University (DMU) is dedicated to maintaining a culture of ethical excellence, integrity, respect, and social responsibility.

This policy sets out detailed ethical standards that guide the behavior of all individuals associated with DMU to ensure:

• Full compliance with the UAE’s labor, academic, and anti-discrimination laws.

• Respect for human rights and diversity, both on campus and in affiliated sites.

• Prevention of unethical conduct, such as discrimination, harassment, corruption, etc.

• Equitable treatment for outsourced, contracted, and academic staff alike.

• Commitment to transparency, fairness, and accountability in all academic and administrative operations.

This policy applies to all individuals and entities connected to DMU, including:

• Employees: Academic, administrative, clinical, research, and support staff.

• Students and trainees: Including residents, interns, volunteers, and visiting scholars.

• External parties: Contractors, vendors, service providers, consultants, and outsourced personnel.

• Affiliates and partners: Hospitals, clinics, and educational institutions collaborating with DMU.

Policy

Ethical Principles

DMU is guided by the following foundational ethical principles:

• Integrity: Upholding honesty, academic rigor, and transparency in all institutional activities.

• Respect for Human Dignity: Treating every person with fairness, compassion, and cultural sensitivity.

• Equality and Non-Discrimination: Ensuring fairness regardless of gender, nationality, ethnicity, or belief.

• Accountability: Taking personal and institutional responsibility for actions, decisions, and outcomes.

• Social and Environmental Responsibility: Promoting sustainable and ethical engagement with society and the environment.

Anti-Discrimination and Equal Opportunity

Policy Statement

DMU enforces a strict non-discrimination policy across recruitment, education, promotion, and daily operations.

Implementation Details

• Recruitment and Employment:

  • Hiring decisions must be based solely on qualifications, merit, and professional competency.

  • Job advertisements, interview processes, and selection panels must be inclusive and bias-free.

  • No preference shall be given based on race, nationality, or personal affiliations.

• Compensation and Benefits:

  • Equal pay for equal work regardless of gender or nationality, in compliance with Article 4 of Federal Decree-Law No. 33 of 2021.

  • Benefits and allowances shall be transparent and equitably administered.

• Academic Equity:

  • Admission, grading, and progression criteria shall be transparent and merit-based.

  • Students with disabilities shall receive reasonable accommodations (assistive technology, extended exam time, physical access, etc.).

• Disability Inclusion:

  • DMU shall provide accessible facilities and programs to comply with Federal Law No. 29 of 2006.

  • Faculty and staff must undergo disability-awareness and inclusion training.

• Cultural and Religious Respect:

  • Freedom of belief and practice shall be respected within UAE legal and cultural frameworks.

Anti-Harassment and Workplace Conduct

Policy Statement

DMU is committed to a safe, dignified, and harassment-free environment for all.

Definitions and Prohibited Behaviors

Harassment includes, but is not limited to:

• Verbal Harassment: Offensive remarks or jokes about gender, race, religion, or appearance.

• Physical Harassment: Unwanted physical contact, gestures, or blocking movement.

• Sexual Harassment: Unwanted advances, requests for favors, or inappropriate communication (verbal, written, or electronic).

• Psychological Harassment: Bullying, intimidation, exclusion, or spreading harmful rumors.

• Digital Harassment: Offensive emails, social media abuse, or dissemination of harmful material.

Prevention of Forced Labor and Child Labor

Forced Labor Prevention

• No employee or worker shall be compelled to work through threats, coercion, or debt bondage.

• Retention of employee passports, identification, or personal documents by any party is strictly prohibited.

• All employees must be free to terminate employment with notice, as per UAE law.

• All workers must receive employment contracts in Arabic and English, clearly defining rights and duties.

Child Labor Prohibition

• Employment of persons under 18 years of age is prohibited, in line with Wadeema’s Law and UAE Labor Law Article 5.

Equity with Outsourced Labor

DMU ensures that outsourced personnel (cleaning, maintenance, transport, security, etc.) are treated with dignity and fairness.

Implementation Measures

• Equal access to university facilities, restrooms, cafeterias, and medical clinics.

• Inclusion in health and safety briefings, emergency drills, and welfare programs.

• Prompt payment through verified payroll systems.

• Annual review of contractors to ensure compliance with DMU’s labor and ethical standards.

• Reporting mechanism for outsourced workers to raise concerns directly to the Office of HR.

Academic and Research Ethics

Academic Integrity

• Plagiarism, cheating, ghostwriting, or data falsification are strictly prohibited.

• Faculty must ensure transparent grading and unbiased evaluation.

• All course materials must acknowledge sources accurately.

Research Conduct

• All research involving human or animal subjects requires approval from the Institutional Review Board (IRB).

• Participants must provide informed consent, and confidentiality must be protected.

• Researchers must disclose conflicts of interest (e.g., funding sources).

• Faculty and students must comply with DHA, MOHAP, and UNESCO ethics codes.

Professional Conduct in Clinical Education

• Patient care must prioritize safety, confidentiality, and informed consent.

• Students must maintain professionalism and avoid exploitation of patients or vulnerable populations.

• Faculty must serve as ethical role models in all training environments.

Administrative Integrity and Governance Ethics

Transparency and Accountability

• Administrative decisions (hiring, procurement, evaluation) must follow documented procedures.

• Financial approvals must adhere to dual-authorization and audit verification standards.

Conflict of Interest

• Employees must declare any personal, family, or financial interest in contracts or decisions.

Data Protection and Confidentiality

• All staff must comply with Federal Decree-Law No. 45 of 2021 (Personal Data Protection Law).

• Sensitive academic or patient data must be encrypted, stored securely, and accessed only on a need-to-know basis.

Ethical Procurement

• Procurement processes must be competitive, transparent, and corruption-free.

• Favoritism, kickbacks, or collusion are prohibited.

Reporting, Whistleblowing, and Enforcement

Reporting Channels

• HR Complaints for employment-related matters.

• Student Affairs Office for academic and harassment-related issues.

Protection and Confidentiality

• Whistleblowers are protected against retaliation, demotion, or harassment.

• Reports will be handled discreetly, with confidentiality guaranteed.

Investigation and Disciplinary Actions

• Investigations shall be conducted promptly by the University Disciplinary Committee.

• Penalties may include warnings, suspension, termination, or referral to legal authorities.

• Annual reporting on disciplinary actions will be presented to the Deans’ Council for review.

Training, Communication, and Continuous Improvement

• All new employees and students must undergo mandatory orientation on ethics and conduct.

• Policy updates will be circulated to all stakeholders and published on the DMU QAIE Portal.

• Lessons from violations or case studies will be integrated into training programs to strengthen the ethical culture.