SDG 8: Decent Work and Economic Growth
SDG 8 is aimed at promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all with emphasis on gender equality in the implementation of all related activities. LAU is actively contributing to SDG 8 through its commitment to gender equality and inclusivity, by adhering not only to the Lebanese labor law, but also to Title IX, an American education amendment designed to eliminate gender-based discrimination. LAU’s Gender Equality Plan, launched in line with Title IX, reflects its dedication to creating an educational environment where all individuals, regardless of gender, can access quality education and equitable employment opportunities. Additionally, LAU’s efforts to achieve equity in pay scales across genders further underscore its commitment to SDG 8’s principles of promoting economic growth, equality, and decent work, ensuring that no one is left behind in the pursuit of decent work and economic advancement.
LAU also accommodates The Arab Institute for Women (AiW; https://aiw.lau.edu.lb/), previously known as the Institute for Women’s Studies in the Arab World (IWSAW). It was established in 1973, building upon the Lebanese American University’s rich history as a school for women. At that time, it was the first such institute in the Arab world and it remains the only one of its kind in Lebanon. It is also among the first globally. The Institute advances women’s empowerment and gender equality nationally, regionally and globally through research, education, development programs, and outreach. AiW works at the intersection of academia and activism.
SDG 8 targets are achieved by undertaking the following:
Living Wage
The university adheres to the legal framework established by Lebanese labor law, which mandates that wages meet or exceed the official minimum wage. Additionally, the Personnel Policy Staff Section (2022) explicitly states that wages paid to staff members must be in Lebanese currency and align with the government-defined minimum wage. This ensures that compensation not only meets legal requirements but also addresses essential needs, promoting economic sustainability and social responsibility.
During Lebanon’s financial crisis, the university demonstrated resilience by continuing to support its faculty and staff through various measures, including salary adjustments, partial reinstatement of benefits, and improvements in healthcare packages. These efforts were complemented by a structured approach to compensation, designed to uphold dignity, fairness, and operational efficiency.
In summary, the university actively fulfills its obligation to pay a living wage, taking into account legal requirements, economic conditions, and its commitment to the well-being of its workforce.
Employment Practices, Unions and Labor Rights
Employment Practice, Unions
The institution adheres to the provisions of Lebanese labor law, ensuring that all staff and faculty, regardless of gender or nationality, have the right to join unions, syndicates, and professional orders relevant to their fields. Examples include the Order of Engineers and Architects, the Order of Nurses, and the Lebanese Order of Psychologists.
Additionally, the university’s Rights and Responsibilities Policy, approved by its Board of Trustees, reinforces these principles by recognizing the fundamental rights of its members, including freedom of peaceful assembly, association, and equitable treatment. The policy also emphasizes the institution’s dedication to maintaining a fair and inclusive environment, where all members have equal opportunities to participate in decision-making processes and to organize around shared professional and social interests.
Employment practice and labour rights
The University abides by the Lebanese Labor Law and upholds its provisions. LAU indeed follows Lebanese labor law closely and goes beyond rights for employees in some instances. For instance, according to Lebanese labor law, a married male employee is granted schooling and health insurance for their family. LAU does this for both married male and married female employees.
(https://www.lau.edu.lb/about/policies/personnel_policy_benefits_section.pdf).
LAU also developed a gender equality plan to which the Arab Institute for Women (AiW) contributed. This plan plays an important role in reviewing existing policies and procedures in light of the support or lack thereof of gender equality within the university.
The University recognizes freedom of association and labour rights: Regarding faculty members, it has a Faculty Senate whereby all issues and concerns are independently raised while for the university staff, all issues are addressed through the Staff Advisory Council (details on faculty Senate, Staff Advisory Council could be find below and Rights & Responsibilities Policy is detailed in above section related to Employment Practice and Unions).
Faculty Senate
https://facultysenate.lau.edu.lb/
The LAU Faculty Senate is the main advisory body engaging faculty in LAU’s governance on issues such as academics, faculty status, operating budget, and more. It consists of 34 senators with 17 senators representing the Beirut Campus and 17 senators representing the Byblos Campus. The number of senators per school is determined based on the number of faculty in the school.
Word from the Chair of the Faculty Senate
Whether we are academics or non-academics, administrators or non-administrators, we all have the same motivation, which is to do right by our students and the institution with which we have been entrusted. We might have different interpretations and different visions to reach that goal, and this is where the Faculty Senate plays a role in ironing out the differences and unifying points of views. We do so with no regard for individual gains or legacies and no tolerance for shortsighted solutions for we are all mere building blocks in LAU’s legacy. It is our firm belief that the Faculty body constitutes the heart and soul of this institution and that it is only by providing opportunities to the faculty to succeed and develop, that our students and institution would thrive.
Mirvat El-Sibai, PhD
Associate Professor/Chair of Faculty Senate
Natural Sciences Department, Beirut Campus
Staff Advisory Council
https://www.lau.edu.lb/about/governance/councils-committees/sac/
The LAU Staff Advisory Council exists to…
- foster and enhance communication between the staff and the university community;
- promote LAU’s mission;
- review and suggest amendments to personnel policies and procedures;
- encourage staff to express their opinions on various issues;
- foster a spirit of respect, dignity, unity and cooperation among staff;
- provide advice on staff development needs;
- and spread awareness of its work.
Ending Discrimination in the Workplace
LAU policies forbid discrimination based on religion, sexuality, gender, age, disability, ethnicity, or any other protected characteristics that may see individuals subjected to harassment or biased treatment.
This commitment includes, but is not limited to, fair employment practices, equal opportunities, and use of university resources free from bias. Equally significant, the university charges forward with policies ensuring complete accessibility and inclusion, reasonable accommodation provided to qualified individuals with disabilities, and actively taking steps toward removal of barriers to participation.
The institution strives for a welcoming and inclusive environment, implementing policies of inclusion, which, as a matter of course, are under continual review and development in order to foster an active and respectful community for all its members.
Below are details regarding the Discrimination, Harassment and Sexual Misconduct Prevention Policy along with Title IX at LAU role and the reporting system for Harassment, Assault, and/or Discrimination
Discrimination, Harassment and Sexual Misconduct Prevention Policy
https://www.lau.edu.lb/about/policies/harassment_policy.pdf
The Lebanese American University and all its affiliates (collectively “LAU”) is committed to pursuing excellence in its academic and professional endeavors, as well as believing in the intrinsic value of all individuals. LAU fosters an atmosphere of mutual respect among all members of its community, where each individual is judged solely on criteria related to academic or job performance. LAU is committed to the elimination of all forms of discrimination, harassment and sexual misconduct on its campuses or on any other University controlled area or event.
Fundamental to LAU’s mission is the preservation and encouragement of academic freedom. Promulgating this Policy should by no means be construed as inhibiting free speech, freedom of association, or the free communication of ideas.
Commitment against Forced Labor, Modern Slavery, and Child Labor
Since its inception, the University has adopted a strict and unwavering policy in terms of protecting human rights and applying ethical labor. The institutional policy binds us, under any circumstance, that forced labor, modern slavery, human trafficking, and child labor will not be tolerated. We conduct business activities in compliance with the Lebanese labor laws and apply the most stringent standards possible to avoid violation of human rights in any form, direct or indirect, via partnerships or supply chains.
In fact, in addition to the Lebanese Labor Law, our existing Discrimination, Harassment, and Sexual Misconduct Prevention Policy, together with its thorough reporting system, plays an active role in effective prevention of forced labor, modern slavery, human trafficking, and child labor.
Outsourcing Activities to Third Parties
LAU ensures complete protection of the rights of all workers from the companies and businesses being engaged as third parties with the institution. As within the mission and values of the university, the commitment offers “respect human dignity, promote gender equality, and be inclusive” representing the tradition of the liberal arts. We believe in cultivating a campus community where everyone, regardless of background, has an equal opportunity to study and work at the highest level. https://www.lau.edu.lb/about/mission.php
More over the LAU Purchasing Policy emphasizes on “Consider first the interest of the University in all transactions, and to carry out its established policies” and “subscribe to and work for honesty and truth in conducting the purchasing function within the highest moral, legal, and ethical standards”.
On the other hand, the Procurements, Subawards, and Subrecipient Monitoring Policy (https://www.lau.edu.lb/about/policies/procurement-subawards-subrecipients.pdf) stipulates under article 7 that awardee shall be “qualified and eligible to receive an award under applicable laws, regulations, and LAU policies (e.g., LAU’s anti-terrorist financing provisions”
Gender Pay Gaps
Lebanese American University (LAU) recognizes the critical importance of pay scale equity and gender equality as essential components of a fair and inclusive academic and professional environment. As part of its commitment to fostering equity, LAU ensures that all decisions regarding salaries, promotions, hiring, and professional advancement are conducted in a gender-neutral manner. This commitment is reinforced by data-driven insights, such as the 2023 internal survey, which revealed a modest staff pay gap of 3.6% in favor of women. Women represent 50.2% of LAU’s workforce, with a significant 40% presence in leadership roles, reflecting progress in gender representation at various institutional levels.
Building on these efforts, the university’s strategic initiatives, such as the Gender and Pay Analysis study (AY 2022–2023) and the Gender Equality Plan spearheaded by the Title IX Office, aim to assess, refine, and implement policies that eliminate structural inequalities. The Gender Equality Plan emphasizes measurable progress, innovative strategies, and accountability in achieving equitable practices across all dimensions of university operations.
LAU’s proactive stance is further supported by its adherence to Title IX regulations, which underscore its zero-tolerance policy toward discrimination and harassment. By integrating equity into its foundational mission and values, LAU is not only meeting international standards but also positioning itself as a regional leader in gender equality. Through continuous self-assessment, policy refinement, and community engagement, LAU demonstrates its unwavering dedication to ensuring an inclusive and equitable environment for all stakeholders.
The Full Time Staff Gender and Pay Analysis study (AY 2022-2023):
At LAU, all decisions concerning salaries, raises, promotions, and hiring practices are carried out in a gender-neutral manner. Such is further supported by an internal survey conducted in the year 2023 which showed the presence of a staff pay gap of 3.6% in favor of women, women accounting to 50.2% of the staff while men were 49.8% of the staff, and a female leadership presence of about 40%.
Unadjusted Gender Pay Gap:
Adjusted Gender Pay Gap:
Pay Scale Gender Equity
Full-Time Staff Gender & Pay Analysis
LAU measure and track pay scale gender equity. This was inaugurated with LAU’s first Gender Equity Plan.
In fact, LAU has had seven female presidents – including acting presidents – long before other leading educational institutions in Europe and North America. In 1973, when the institution started accepting men, The Institute for Women’s Studies in the Arab World (IWSAW) – now The Arab Institute for Women (AiW) – was founded to honor the college’s unique heritage as the first educational institution for women in the Arab region. At the time, it was one of the world’s first university-affiliated institutes to work exclusively on women’s rights and gender equality.
AiW collaborates with all LAU entities and departments to mainstream gender and keep the LAU community informed about developments in gender equality and women’s rights across the Arab region. To support LAU’s pursuit of regional gender excellence, AiW have recently implemented the LAU Gender Equality Plan and continue to uphold our commitment to Title IX compliance.
The FTS Gender and Pay Analysis study (AY 2022-2023)
https://www.lau.edu.lb/sustainability/files/FTS-gender-pay-analysis-2023-04-11.pdf
Just over half of LAU’s workforce is female, compared to 31.8 percent nation-wide.
Percentage of Women in the Workplace:
Percentage of Women Leadership Positions:
*Includes the leadership layer below President, Provost and VPs; at the level of the Assistants / Assistant to and/or Higher
[General Counsel (1F), Assistant to the President (3F, 2M), Assistant Provost (2F), DOS (2M), AVPs (9M), and IA (2M)]
Appeal Process
Faculty and staff members at the university have the right to appeal on their rights and/or pay by submitting grievances against the institution or its employees. This also includes experience concerns related to issues such as unlawful discrimination, salary disputes, work assignments, or other employment matters.
To ensure fair and transparent resolution of grievances, the university has established a structured procedure. Faculty and staff members may choose to submit their grievances either in writing or through a personal meeting, depending on their preference.
Grievance policy is detailed below. In addition, procedures are available for employees if they believe they have experienced discrimination; they can submit a complaint through the provided channels (https://www.lau.edu.lb/about/policies/harassment_policy.pdf ).