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Our Future. Reimagined.
The University of Johannesburg (UJ) is firmly committed to fostering an inclusive and equitable workplace, actively implementing policies to eliminate discrimination based on religion, sexuality, gender, age, refugee status, and other protected characteristics.
UJ’s commitment to non-discrimination is clearly outlined in its UJ Conditions of Service and UJ Resourcing Policy. Both documents explicitly prohibit unfair discrimination, whether direct or indirect, on grounds including race, sex, marital status, religion or creed, age, pregnancy, culture, language, sexual orientation, and HIV status. These policies ensure that all employment practices, from recruitment to career progression, are conducted fairly and equitably.
To address specific forms of discrimination, UJ has implemented several targeted policies:
UJ Gender Equity Framework: This framework outlines the university’s strategy to promote gender equality, ensuring greater representation of women across all occupational categories and levels.
UJ Anti-Xenophobia Policy: UJ actively combats xenophobia, ensuring that individuals, including refugees and international staff, are protected from discrimination and harassment.
UJ Bullying, Harassment, Sexual Harassment, and Rape Policy: This policy provides clear mechanisms to prevent and address various forms of harassment, fostering a safe and respectful working environment.
UJ People with Disabilities Policy: UJ is committed to creating an accessible workplace, ensuring that employees with disabilities are not discriminated against and have equal opportunities for employment and career progression.
UJ’s Employment Equity Plan (2022-2024) reinforces its dedication to promoting equal opportunities and fair treatment by eliminating workplace discrimination. The plan includes affirmative action measures to redress disadvantages experienced by designated groups, ensuring equitable representation across all occupational levels.
Through these comprehensive policies and frameworks, the University of Johannesburg demonstrates its unwavering commitment to eradicating discrimination in all its forms, fostering a diverse and inclusive workplace for all employees.
Refer to page 2 (point 6.2) of the UJ Conditions of Service: Non-Discrimination for the University’s statement on non-discrimination in the conditions of service:
“The University rejects unfair discrimination, whether direct or indirect, on all listed grounds, including but not limited to, race, sex, marital status, religion or creed, age, pregnancy, culture, language, sexual orientation and HIV status.”
Refer to page 2 (point 30.1) of the UJ Resourcing Policy: Non-Discrimination for the University’s statement on non-discrimination in the resourcing policy:
“Unfair discrimination, whether direct or indirect, on all listed grounds, including but not limited to race, sex, marital status, religion or creed, age, pregnancy, culture, language, sexual orientation and HIV status, is expressly prohibited.”
Refer to pages 2, 4, 7 and 8 of the UJ People with Disabilities Policy:
Page 2 (point 1.3):
“The University further subscribes to a workplace where its employees with disabilities have equal and equitable access to opportunities and where diversity is valued.”
Page 2 (point 1.4):
“Differences and diverse needs will be reasonably accommodated within the University’s physical environment, structure, available resources and institutional processes.”
Page 2 (point 2):
“In an effort to support persons with disabilities, and to direct the University of Johannesburg’s commitment to limiting discriminatory practices with regards to disability, this policy promotes compliance with relevant constitutional and applicable legislation.”
Page 4 (point 5.4):
“The University strives, in a non-discriminatory manner, to entrench inclusivity, create equal opportunities for employees and students with disabilities, and create a culture of acceptance of disability as part of the broader diversity experience.”
Page 7 (point 7.1):
“People with disabilities will not be discriminated against in job selection, dismissed, removed from normal duty or isolated solely on grounds of disability.”
“The University will endeavour to ensure that any prejudice against victimisation of a person with a disability or unfair discrimination on grounds of disability will be managed through the appropriate procedure.”
Page 8 (point 8.1):
“As far as visitors, including parents, community members, other lecturing staff, and service providers are concerned, the University strives to create a disability friendly, accessible and non-discriminatory environment where people with disabilities have freedom of movement, they are treated with respect and internal role players are sensitive to their accommodation needs.”
