Policy Commitment

Universiti Malaysia Sabah (UMS) promotes a university culture founded on mutual respect, equity and inclusion. Its Equality, Diversity, Inclusion and Anti-Discrimination Policy addresses discrimination, harassment and exclusion across university activities.

The published policy identifies race, ethnicity, religion, gender, age, disability, socioeconomic status and nationality among the characteristics protected by its commitment.

Objectives

1. Develop a university culture that welcomes and values diversity.
2. Prevent unlawful discrimination, harassment and victimisation.
3. Strengthen understanding of equality, diversity and inclusion throughout the university community.
4. Support adherence to applicable national legislation and relevant standards.

Scope

Inclusive Access to Lifelong Learning

UMS shall ensure that its public educational resources, lifelong learning opportunities and educational outreach activities are accessible to all, regardless of ethnicity, religion, disability, immigration status or gender. This commitment extends to people who are neither enrolled at nor employed by the University.

a) Activities Covered

b) Non-Discriminatory Participation

Organising faculties, centres, departments and units shall provide fair and transparent access. Publicity, registration, selection and participation arrangements shall not exclude individuals solely on the grounds of ethnicity, religion, disability, immigration status or gender. Any activity-specific prerequisites, capacity limits or fees shall be clearly communicated and applied consistently and fairly.

c) Accessibility and Reasonable Adjustments

Organisers shall identify and address physical, communication and digital barriers. Measures shall include accessible venues, inclusive learning materials and reasonable adjustments for persons with disabilities. Suitable alternative participation arrangements shall be considered where a barrier prevents access in the standard format.

d) Public Information and Support

Activity information shall state registration procedures, participation requirements, applicable fees, accessibility arrangements and a contact point for assistance. Prospective participants shall be able to request accessibility support before or during participation.

e) Responsibility and Monitoring

Heads of organising units shall implement these provisions. Organisers shall review access arrangements and participant feedback to identify barriers, address exclusion and improve future activities.

f) Reporting and Redress

Participants and prospective participants, including members of the public, may report discrimination or exclusion through the University’s reporting and redress mechanism. Concerns shall be handled fairly and confidentially, with protection against retaliation and appropriate corrective action.

Guiding Principles

Characteristics Recognised in the Published Policy

• Age.
• Gender or gender reassignment.
• Disability, including physical, sensory, intellectual and mental health disabilities.
• Race, ethnicity and national origin.
• Religion or belief.
• Sexual orientation.
• Marital or civil partnership status.
• Pregnancy and maternity.

EDI Governance Structure

The published UMS governance framework links legal advice, implementation support and disciplinary referral. The responsibilities below describe functions; they do not imply a separate EDI committee or a new reporting hierarchy.

Legal Advisor’s Office: Core Responsibilities

1. Advice: Advise the University Executive and Senate on equity, non-discrimination and human rights.
2. Implementation: Coordinate and support inclusive policies, programmes and training across faculties and departments.
3. Compliance: Monitor relevant national requirements, including equality, employment, disability and human rights legislation.
4. Review: Examine campus climate and disaggregated information, and report inclusion trends and interventions.
5. Collaboration: Work with Human Resources and Student Affairs on institutional responses and continuing improvement.

Links to Disciplinary Committees

The Legal Advisor’s Office maintains a consultative and referral relationship with the Staff Disciplinary Committee and Student Disciplinary Committees.

View the published UMS EDI governance structure

Implementation Measures

1. Institutional monitoring: Incorporate inclusion indicators into audits, planning and performance monitoring.
2. Training: Develop understanding of discrimination, unconscious bias, inclusive teaching and accessible services.
3. Facilities and communication: Promote infrastructure and information that respond to gender and disability needs.
4. Grievance arrangements: Maintain clear channels to report exclusion or discrimination without retaliation.

Reporting & Redress

The published policy assigns confidential complaints handling to the Legal Advisor’s Office, protects good-faith reporting and provides for corrective or disciplinary action.

Legal and Policy Framework

UMS situates its institutional equality, diversity, inclusion and anti-discrimination commitments within Malaysia’s national legal framework and the Ministry of Higher Education’s policy direction for equitable access, student well-being and inclusive higher education. The references below provide national policy context; they do not replace UMS’s own approved institutional policy or grievance procedures.

Equal opportunity. Accessible learning. A community where everyone belongs.