Version: 3        Creation date: 2001       Last review date: 23 December 2025

1. Purpose

Near East University is committed to developing an accessible and inclusive environment for learning and work, promoting diversity, equality and inclusion, and firmly opposing discrimination, harassment, bullying, mobbing, vilification and victimisation.

2. Scope

University staff and students are responsible for fostering an environment that supports diversity, equality and inclusion within the University and prevents unlawful acts and unacceptable behaviours such as discrimination and harassment.

This policy applies to all Near East University staff and students, individuals using University-owned or leased equipment, participants in University events, functions or activities, and anyone engaged in an activity as a University representative or student. It also applies to communications or interactions relating to University business, including those initiated personally, by telephone, fax, email, SMS, social media, through an intermediary or representative, or by any other means.

The policy applies to academic and administrative staff, managers, students, visitors, contractors and service providers, regardless of their role, title or status. It also covers University-related internships, fieldwork, travel and off-campus events, as well as conduct in online classes, on digital platforms and in messaging groups.

3. Definitions

Discrimination: Discrimination may be direct or indirect, overt or covert, verbal, non-verbal or physical.

Direct discrimination: Treating, or proposing to treat, a person less favourably than another person or group because of their race, colour, national or ethnic origin; sex, gender identity, sexual orientation, relationship status, pregnancy or breastfeeding; disability as defined in the Turkish Republic of Northern Cyprus (TRNC) Protection, Rehabilitation and Employment of Persons with Disabilities Law No. 64/1993; caring or family responsibilities, age, religion or trade union involvement.

Indirect discrimination: This occurs when a workplace or educational institution’s policy, practice or conduct appears neutral but significantly reduces the opportunities of particular groups to benefit from it.

Harassment: Harassment, a form of discrimination, occurs when a person is subjected to intimidation, insult or humiliation because of their race, colour, national or ethnic origin, sex, gender identity, pregnancy, breastfeeding, relationship status, caring or family responsibilities, age, disability, religion, sexual orientation, trade union involvement or any other characteristic. Harassment includes any conduct, whether verbal, physical, face-to-face, through electronic communication or otherwise, that is intended to create, or results in, an intimidating, hostile or offensive educational or working environment.

Sexual harassment: Unwanted verbal, non-verbal, physical or digital conduct of a sexual nature. This includes unwelcome sexual comments, persistent advances, sending sexually explicit messages or images, unwanted touching, and making an academic or professional opportunity conditional on a sexual demand. A person’s silence or inability to object because of their position in a hierarchy does not constitute consent.

Harassment may include, but is not limited to:

• Statements or comments that belittle individuals or are verbally abusive;
• Offensive communications, such as telephone calls, emails, letters or SMS messages, intended to offend individuals on the basis of prejudice;
• Jokes intended to offend on the basis of prejudice;
• Direct or implied insults or derogatory comments directed at an individual because of a protected characteristic;
• Name-calling or bullying;
• Intrusive questions or comments about an individual’s personal life;
• Verbal or non-verbal attacks, including staring and leering, involving sexual, sexist, racist, homophobic, transphobic or other discriminatory conduct;
• Embarrassing, humiliating or intimidating a person because of a particular characteristic;
• Ridiculing traditions or cultures.

Bullying: Bullying is characterised by repeated verbal or non-verbal attacks, whether overt or covert, that may pose a risk to health and safety.

Bullying includes, but is not limited to, the following behaviours:

• Verbal abuse such as shouting, screaming, offensive language, personal insults, name-calling, sarcasm, inappropriate comments about appearance or private life, and slander;
• Teasing or persistent joking after objections have been raised;
• Unconstructive criticism of work or academic performance;
• Belittling, degrading or humiliating statements;
• Imposing unachievable deadlines, excessive workloads or demeaning tasks on particular employees, or departing from established work standards;
• Ignoring or belittling an individual’s contributions to team activities;
• Denying appropriate breaks or leave;
• Deliberately changing work schedules to inconvenience particular employees;
• Inappropriately using another person’s personal belongings or work equipment without justification;
• Sending abusive or inappropriate emails or making excessive telephone calls;
• Targeting individuals or groups on the basis of protected personal characteristics.

Mobbing: Systematic and persistent psychological pressure, intimidation, exclusion or humiliating conduct directed at a person by one or more individuals in a working or academic environment. It may occur downwards or upwards within a hierarchy, or between peers. Examples may include repeated humiliation, deliberately disregarding a person’s contributions, obstructing access to information, and using job-related or academic authority to intimidate. Respectful and reasoned academic feedback or managerial decisions based on objective criteria do not, in themselves, constitute mobbing; assessment takes account of the context, persistence and impact of the conduct.

Toxicity: Toxicity refers to behaviours, environments or situations that are harmful to individuals’ well-being, particularly psychologically or emotionally. In various contexts, toxicity may manifest as negative behaviours, attitudes or dynamics that create an unhealthy or hostile atmosphere. In interpersonal relationships, it may include manipulation, emotional abuse, constant criticism or a general lack of respect. In working environments, toxicity may arise from a culture that encourages bullying, harassment, excessive competition or high levels of stress, leading to burnout or anxiety among employees.

Vilification: Vilification refers to a public act that may incite others to hatred, serious contempt or severe ridicule of an individual or a particular group.

Victimisation: Victimisation means unfair or disadvantageous treatment of an individual or group because of their involvement in reporting, supporting or resolving a complaint relating to discrimination, harassment or defamation.

Discrimination, harassment, bullying, vilification and victimisation may be perpetrated by students and employees and may target students and employees on the basis of the protected characteristics listed below.

At Near East University, discrimination and harassment are strictly prohibited on grounds such as race, colour, national or ethnic origin, sex, gender identity, sexual orientation, marital or relationship status, disability or mental health condition, religion, age, political belief or activity, occupation, pregnancy or potential pregnancy, breastfeeding, physical characteristics or trade union membership.

4. Principles

Near East University commits to:

• Preventing discrimination, harassment, bullying, mobbing, toxicity, vilification and victimisation based on the protected characteristics listed above, and ensuring that employees and students are treated fairly and respectfully;
• Ensuring access to educational, research and employment opportunities and enabling individuals from diverse circumstances and backgrounds to participate in the University community;
• Embedding and evaluating the principles of diversity, equality and inclusion in all policies, procedures, decisions and operations;
• Protecting academic freedom and freedom of expression in accordance with the Academic Freedom and Freedom of Expression Policy;
• Providing equal opportunities for staff in all aspects of employment, including recruitment, promotion, remuneration, professional development and termination of employment;
• Providing equal opportunities for students in all aspects of student life, including access and admission, enrolment, learning and assessment, services and support, participation in the University community, and graduation.

Under no circumstances will discrimination, harassment, bullying, vilification or victimisation by an employee or student be tolerated. Everyone at the University has an obligation to refrain from conduct that constitutes discrimination, harassment, vilification or victimisation.

To prevent discrimination, harassment, bullying, mobbing, toxicity, vilification and victimisation, the University:

• Encourages the reporting of conduct that breaches this policy;
• Provides protection against any retaliation or victimisation relating to a complaint;
• Provides an effective complaints procedure;
• Handles all complaints sensitively, fairly, promptly and confidentially.

Protection from retaliation: Threats, exclusion, pressure, disadvantage through grading or supervision, and the punitive use of duties, work schedules or promotion processes against individuals who report in good faith, give evidence or participate in an investigation are prohibited. The inability to substantiate a report does not, in itself, indicate bad faith. Allegations of retaliation are reported separately and assessed under the relevant procedures. Necessary protective measures are considered in light of the circumstances of the case without restricting the reporting person’s educational or employment rights.

Information and support: Students, staff and managers are informed about the policy and reporting channels through accessible information in Turkish and English. Orientation and awareness activities explain digital conduct, sexual harassment, power relations, confidentiality and protection from retaliation. Individuals requiring support are given guidance on accessing existing psychological counselling and relevant University services.

5. Procedures

Individuals who witness or experience discrimination, harassment, bullying, mobbing, toxicity, vilification or victimisation at the University are encouraged to take action and make a complaint. Near East University is committed to creating an environment in which everyone feels safe to report any misconduct without fear of retaliation.

6. Reporting

• Initial report: Individuals who experience or witness such conduct may contact the Rector’s Office in writing or at [email protected]. Information and guidance on the process may be requested through the same channel before making a formal complaint. Reports should include, where known, the date, time, location, description of the conduct and individuals involved; existing messages, documents or other information may be attached. The absence of witnesses or documentation does not prevent a report from being made. Individuals are not required to approach the person they are reporting directly or to contact their own manager first.
• Formal complaint: Complaints are submitted to the Rector’s Office in writing or at [email protected]. The Rector’s Office refers the complaint to the competent authorities and ensures that the relevant assessment and disciplinary processes are followed. Allegations concerning students are handled under the Near East University Student Disciplinary Regulations; allegations concerning staff are handled under the relevant personnel and disciplinary regulations. The stages of the process and the contact point responsible for the complaint are explained to the complainant.
• Anonymous report: Reports containing no identifying information are assessed on the basis of the information provided. The absence of identity and contact details may limit the ability to obtain further information, investigate the allegation and provide feedback to the reporting person. A report made by an identified person requesting confidentiality differs from an anonymous report; such reports are handled in accordance with the Confidentiality section.

7. Investigation

Upon receiving a report of discrimination, the Rector’s Office takes the following actions:

• Acknowledgement of receipt: Where contact details are available, receipt of the report is acknowledged without delay; information about the stages to be followed, the contact point and progress is provided at appropriate intervals. If delays occur, the reasons and next steps are explained to the reporting person.
• Assessment: An initial assessment of the report is carried out to determine the appropriate course of action.
• Investigation: Where necessary, an impartial investigation is initiated in accordance with the relevant regulations and with due regard for confidentiality. Individuals with a conflict of interest do not participate in assessment or decision-making. An allegation concerning a manager or supervisor does not prevent the report from being examined. The parties concerned are given an opportunity to provide explanations and information.
• Findings: A decision is made on the basis of the evidence collected. The University communicates the findings and subsequent steps appropriately to the affected person or witness and to the person against whom the allegation has been made.
• Resolution: Training, support, appropriate protective measures, disciplinary action or other remedies are considered in accordance with the findings and relevant regulations. Mediation is considered only where appropriate to the nature of the incident and where the parties participate freely; it is not imposed as a prerequisite for a formal complaint or investigation.

8. Confidentiality

Near East University protects the confidentiality of all reports of discrimination, harassment, bullying, mobbing, toxicity, vilification and victimisation in accordance with applicable laws. The identities of affected persons, witnesses and persons against whom allegations are made are protected throughout the investigation. Information is disclosed only to those who have a legitimate need to know in order to conduct a thorough and fair investigation.

Confidentiality does not mean that information will never be shared under any circumstances. Disclosures necessary for an investigation, the right to respond to allegations or legal obligations are limited to their purpose and made only to authorised persons. Unauthorised access to complaint records and personal information, and unnecessary disclosure of such information, are prevented. Alleged breaches of confidentiality may also be reported through the same reporting channel.

9. Monitoring and Review

This policy is reviewed at least once a year. The review takes account of stakeholder feedback, anonymised information on complaints and outcomes, reports concerning confidentiality and retaliation, and difficulties encountered in implementation. Evaluation is conducted in a manner that does not allow individuals to be identified directly or indirectly. Necessary revisions to the text are submitted through the relevant approval processes.