USM Gender Equality Policy

“The Gender Equality Policy is formulated as a commitment of Universiti Sains Malaysia (USM) to create a study, research and employment environment that is fair, inclusive and free from gender discrimination.”

Dasar Kesaksamaan Gender USM, Section 2, p. 5 (English translation)

The policy applies to all academic and administrative staff, undergraduate and postgraduate students, local and international, and to researchers, academic visitors and anyone who interacts with USM (Section 2.3, p. 5). Its objectives include eliminating gender discrimination and narrowing gender gaps in higher education, balancing the representation of men and women at all levels, and creating a family-friendly place to study and work (Section 2.4, p. 6).

USM has a policy of non-discrimination against women. Section 1 (p. 4) states that the policy is aligned with Article 8(2) of the Federal Constitution, which prohibits discrimination on the basis of gender, including in employment and education, and with the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). The policy aims to eliminate gender discrimination and to empower women students and employees where equality has not yet been reached.

The second principle (Section 2.5, p. 6) commits USM to fair practice in staff recruitment, promotion, research supervision and professional development. Section 3.6 (p. 12) provides that all academic and administrative staff are given equal opportunities for training, scholarships and promotion, with emphasis on reducing gender bias that affects women’s career opportunities. Section 3.3 (p. 9) sets a target of 30% women in leadership. Action 2.1.4 of the Action Plan (Appendix A, PDF pp. 14–15) requires existing university policies to be reviewed and strengthened so that no practice discriminates on gender, and Action 2.1.6 provides for a complaints and enquiry system for gender equality issues with confidentiality and follow-up.

Section 3.7 (pp. 12–13) addresses gender balance in admission to academic programmes. It requires USM to keep consistent sex-disaggregated data for every programme, to identify programmes dominated by one gender, to plan awareness campaigns, career promotion and academic support for the under-represented gender, and to monitor each semester or year. It also provides that a quota may be used to guarantee equal opportunity: for example, where a programme has only 10% female students, at least 30% of places may be offered to them, provided basic entry requirements are met. The policy states that this is not meant to deny merit but to open more inclusive access.

Action 7.1.1 to 7.1.3 of the Action Plan (Appendix A, PDF p. 24) assigns the Registrar’s Office and the Division of Student Development Affairs and Alumni to collect and monitor gender-disaggregated data for each academic programme, to build or improve the system for collecting it, and to set minimum quotas for both genders in admission to each programme.

USM has a maternity policy that supports women’s participation. Section 3.4(c) (p. 11) states that mothers and fathers are given equal rights to maternity and childcare leave, and that the existing maternity leave policy shows commitment to supporting both parents. Section 3.5 (p. 11) provides gender-responsive facilities such as lactation rooms and changing rooms.

Action 4.2.1 to 4.2.8 of the Action Plan (Appendix A, PDF p. 20) commit to special parking for pregnant staff, adjusting duties to reduce health risks in pregnancy, not assigning work during maternity leave, excluding maternity and paternity leave from performance appraisal, adding lactation rooms at strategic locations, reasonable lactation breaks, and deferral of studies without penalty for students on maternity grounds.

The leave entitlement follows the Public Service Department (JPA) circular on leave benefits (Kemudahan Cuti, Version 1.0, 2024). Ceraian SR.5.4.1 (pp. 80–81) gives a maximum of 90 days of maternity leave for each birth, with the officer free to choose between 60 and 90 days, and full-pay entitlement of 360 days over the period of service, for female officers appointed on a permanent, temporary or contract basis. Ceraian SR.5.2.2 (pp. 54–55) adds childcare leave: after maternity leave a female officer may be considered for up to five years over her period of service, taken in one period or in parts. For comparison, the national framework in the Employment Act 1955 (Act 265) provides in Section 37 for maternity leave of not less than 98 consecutive days for employees under its coverage. USM’s own entitlement is the JPA circular above.

USM has a paternity policy that supports women’s participation by enabling fathers to share childcare. Section 3.4(c) (p. 11) provides that a new father should be given leave to support his wife after childbirth, and that both parents are to have equal rights to childcare leave. Action 4.2.4 and 4.2.7 (Appendix A, PDF p. 20) provide that performance appraisal excludes the paternity leave period and that male staff are given flexibility to care for the child after the wife gives birth, for example to take the wife and baby to check-ups.

Under the JPA circular on leave benefits (Lampiran SR.5.7.1(A), p. 147), “Isteri Bersalin” leave is given to male officers to assist when the wife gives birth, for between 1 and 20 days in a calendar year, limited to five times over the period of service, supported by a copy of the wife’s confinement certificate. Childcare leave under Ceraian SR.5.2.2 (pp. 54–55) is open to both female and male officers, for up to one year over the period of service or until the child reaches five years of age, whichever is earlier. For comparison, Section 60FA of the Employment Act 1955 provides seven consecutive days of paternity leave for married male employees under its coverage.