SDG 8: Decent Work and Economic Growth
policy on discrimination in the workplace
Kuwaiti women have long been recognized as pioneers with a voice in social, political, intellectual, and cultural fields, throughout the country's history. The first Arab woman president of a university was from Kuwait at the Kuwait University, and women who have served as editors-in-chief of major newspapers, magazines, and multi-media outlets. Due to recent efforts and success in appointing female judges for the first time in Kuwait’s history, more women are pursuing careers as public prosecutors and more women lawyers are emerging. All these steps that Kuwait has taken to support and empower women in a variety of fields as part of its implementation of the UN’s Sustainable Development Goal 5.
Economic growth in Kuwait cannot be achieved without the full economic empowerment of women. This is one reason why the World Bank Kuwait Country Engagement Framework (CEF), which was recently approved by the Kuwaiti government in August 2021, includes a stand-alone Gender Engagement Framework, which mandates that all advisory services provided by the World Bank in Kuwait be viewed through a gender lens. The CEF will support a cross-cutting approach to increasing women's economic opportunities and will work to create an environment that is conducive to their employment, entrepreneurship, and leadership as well as their advancement in the workplace. The World Bank- Kuwait Gender Engagement Framework, is the first of its kind in the Gulf Cooperation Council (GCC) region.
In addition, Kuwait has been prioritizing women's economic empowerment in other key policy instruments, such as the new national plan for Kuwait called Vision 2035/New Kuwait. Kuwait's "New Kuwait" development strategy aims to transform the country into a regional financial, cultural, and institutional pioneer by 2035. It is built on five strategic axes and seven pillars: public administration, economy, infrastructure, living environment, healthcare, human capital, and global position. The Government of Kuwait aims to boost women’s engagement in the labor market under the Creative Human Capital pillar, in alignment with Goal 5 of the Sustainable Development Goals on gender equality. Vision 2035 aspires to transform the country into a knowledge-based economy by empowering the private sector to serve as the primary engine of growth. To achieve this goal, equal opportunity for men and women must be provided in order for both to be effective contributors to the vision.
Furthermore, as part of the SDG 5 program of the General Secretariat of the Supreme Council for Planning and Development, and in collaboration with the Kuwait University Women's Research and Studies Center, UN Women, and the United Nations Development Program (UNDP), the Women's Empowerment Program (WEP) initiative in Kuwait was launched. The Women's Empowerment Principles (WEPs) are a set of guidelines for businesses on how to advance gender equality and women's empowerment in the workplace, marketplace, and community. They were developed by the United Nations Global Compact and UN Women. This initiative is geared toward the private sector and includes several companies. Its mission is to accelerate the implementation of Kuwait's new Vision 2035 by increasing the representation of women in leadership positions. In 2021, 14 new private sector companies committed to the WEPs to better diversify their workplace and promote women’s employment, bringing the total number of companies who adhere to these principles to 44.
And to further support these gender reform efforts, the General Secretariat of the Supreme Council of Planning and Development formed the Women's Affairs and Business Committee in May 2021 with the mandate of boosting women’s economic empowerment. Since its inception, the Committee has focused on increasing women’s participation in the workplace. It played a pivotal role in pushing through reforms in October 2021 to mandate non-discrimination based on gender in employment and to prohibit and criminalize sexual harassment at the workplace, in collaboration with the World Bank’s Business Regulations for Gender Equity Advisory team under the National Jobs Strategy Project.
While obstacles such as occupational segregation, a low female labor force participation rate, and social norms that restrict women's access to economic opportunity do still exist, there are also many opportunities to open the door for greater economic inclusion of Kuwaiti women. The above-mentioned significant steps already taken by Kuwait are a sign that the country means business, and other countries in the region can take note of these different multi-layered approaches in their plans to empowering women.
The new labour law prohibits employment of minors, or an individual below 15 years of age.
A woman should be paid equal remuneration for performing same work as a man. The standard working hours for women are the same as that for men. However, women may not work at night 8pm to 7am, except in clinics, hotels, pharmacies, nursery schools, homes for handicapped, airline and tourist offices, theatres and Entertainment City. They can work up to midnight in co-operative societies and public utilities, restaurants, beauty salons, banks, tailoring shops and offices. Employers are obliged to arrange transportation for women working at night.
Kuwait has not ratified ILO Convention No. 100 (1951) on Equal Remuneration but ratified ILO Convention No. 111 (1958) on Discrimination (Employment and Occupation) in 1966. The law stipulates that women’s remuneration should be equal to that of a man for “same work”. The stipulation falls short of the international standard for ‘equal remuneration between men and women for work of equal value’. Article 29 of the Constitution guarantees equality without discrimination on grounds of gender, language, religion and other grounds. However, the absence of comprehensive legal provisions defining and prohibiting discrimination against women renders the constitutional principle unenforceable. The UN Committee on the Elimination of Discrimination against Women (CEDAW) has found many discriminatory provisions in the Personal Status Act, the Civil Code, the Nationality Act, the Education Act and the Private Sector Labour Act. Several of these provisions concern women’s employment. For instance, the Private Sector Labour Law of 2010 prohibits employment of women at night, employment of women in dangerous, hard or harmful to health trades and “such jobs which are violating their morals and based on the utilization of their femininity in a manner which is not in line with the public morals”.
The government has established mechanisms on women’s equality, including the Coordination Committee on Women’s Affairs, which advises the government and the parliament’s Committee on Women’s Affairs. However, the impact and effectiveness of the Coordination Committee is not clear.
In practice, only 47 per cent of Kuwaiti native women are part of the workforce. Women face a gender pay gap of 34 per cent and they are underrepresented in senior and management jobs, although women account for 53 per cent of public workers. Only 14 per cent of highly skilled jobs are occupied by women.
Many women working as domestic workers are left unprotected as the law’s scope does not cover them. The difficulty of access of labour inspectors and other law enforcement officials to homes makes domestic workers particularly vulnerable to various forms of exploitation as well as sexual harassment.
In a case that could result in a landmark decision and create new legal grounds with regard to the employment rights of women, the Supreme Judicial Council rejected the application of a female law graduate to become a public prosecutor in April 2010. The Council based their decision on grounds of gender and explicit legal requirements laid out in the Constitution that ban women from serving in prosecutorial positions. On the other hand, in July 2010, the authorities allowed women police officers, previously restricted to deskwork, to work in public, for instance on patrols.
There is no law prohibiting sexual harassment at the workplace. Recently, the authorities established a women police task force, which intervenes in cases of sexual harassment in public venues.
The American University of Kuwait (AUM) upholds a strict policy against discrimination in the workplace. The university is committed to providing an environment where all employees are treated with dignity and respect, regardless of their background, race, ethnicity, gender, religion, disability, or any other protected characteristic. AUM's anti-discrimination policy extends to all aspects of employment, including recruitment, hiring, promotion, compensation, and termination. The university is dedicated to fostering a workplace culture that values diversity and inclusion, recognizing that the collective strength of its workforce lies in the richness of different perspectives and experiences. This policy underscores AUM's unwavering commitment to creating a fair, equitable, and harmonious work environment for all its employees.
Kuwait Labor Law
The service of the worker shall not be terminated without any justification or as a result of his activity in the syndicate or a claim or his legal rights in accordance with the provisions of the law. The service of the worker may not be terminated for reason of gender, race or religion.
The Ministry arid the competent authority shall not engage in any discriminatory or preferential treatment in dealing with employers with regard to the granting of work or transfer permits by granting such permits to some employers and denying them to others for any pretext or justification. The Ministry may, for organization reasons suspend the issue of work and transfer permits for a period not exceeding two weeks in any one year, and no employers may be excluded from such suspension during such period. Any act made in violation of this Article shall be absolutely null and void.
At AUM, we have a steadfast commitment to promoting and upholding equality, diversity, and inclusion.
1. Equality
We firmly believe in the principle of equality, where all members of our community are treated fairly and without discrimination. We are dedicated to ensuring that every individual, regardless of their background, race, ethnicity, nationality, gender, religion, age, or disability, has equal opportunities to thrive academically, professionally, and personally.
Diversity
AUM celebrates diversity as a source of strength and enrichment. We recognize that diverse perspectives, experiences, and ideas contribute to a vibrant and innovative academic environment. Embracing diversity enhances learning, research, and problem-solving, as well as prepares our students to succeed in a globalized world.
Inclusion
We actively promote a culture where all individuals feel valued, respected, and included. Through inclusive practices, we aim to break down barriers, create a sense of belonging, and ensure that each person can fully participate and contribute to our academic community.
Institutional Commitment
AUM's commitment to EDI is evident in our policies, programs, and initiatives. We strive to embed EDI principles throughout our institution, from recruitment and admissions to curriculum development, faculty training, and campus life.
Campus Climate
We work diligently to maintain a campus climate that is free from discrimination, harassment, and prejudice. AUM actively addresses any issues that may hinder the pursuit of an inclusive environment and takes prompt action to resolve conflicts or challenges that arise.
Affinity and Support Groups
AUM supports affinity and support groups that allow individuals from specific backgrounds or identities to come together, share experiences, and foster a sense of community. These groups provide a platform for dialogue and understanding the needs and concerns of their members.
Education and Training
We provide ongoing education and training programs for our students, faculty, and staff to raise awareness and promote understanding of diversity-related issues. These initiatives aim to enhance cultural competence, sensitivity, and appreciation for different perspectives.
Recruitment and Retention
AUM is dedicated to attracting diverse talent among faculty, staff, and students. We strive to build a community that reflects the diversity of the world in which we live, recognizing that diversity in our community enhances the quality of education and research.
Continuous Improvement
By embracing Equality, Diversity, and Inclusion at the American University of the Middle East, we strive to create a vibrant and harmonious academic community that prepares our students to become global citizens and leaders, capable of making a positive impact on society.
Celebrating diversity at various occasions
Celebrating Diversity Photo Contest
AUM has a strong social commitment, especially to what gender equity entails. AUM is committed to gender equity and empowering its female students so they can achieve personal and intellectual enrichment and growth. AUM promotes actions aimed at raising awareness of the university community and society regarding gender, equal opportunities between men and women.
