Al-Ayen Iraqi University – SDG 5 Progress Report (2024)

Al-Ayen Iraqi University has various policies to regulate the affairs of female students, female employees, and female members of the academic staff.

These policies are characterized by being non-discriminatory; rather, they are fair and are designed to protect their rights. They do not distinguish between male and female or between religions, ethnicities, or minority groups within society. Al-Ayen University of Iraq seeks to establish the principle of justice and non-discrimination in its policies, which is consistent with the general directives of the Ministry of Higher Education and Scientific Research in Iraq.

• Al-Ayen Iraqi University is committed to implementing its maternity and paternity policies primarily based on the Amended Civil Service Law No. (24) of 1960 and the University Service Law, both of which cover permanent staff (male and female employees and faculty members).

These policies are focused almost entirely on maternal rights (for the working woman). The rights of the working mother (employee or faculty member) at the university are divided into two main types of fully or partially paid leave:

1. Pregnancy and Childbirth Leave (Maternity Leave)

This is the essential leave granted to the mother around the time of childbirth.

• Duration: The employee is entitled to 72 days (seventy-two days) of fully paid pregnancy and childbirth leave.
• Distribution: The employee must take at least 21 days of this leave before the expected date of birth. She may distribute the remaining period according to her health circumstances and needs.
• Repetition: This leave may be taken every time pregnancy and childbirth occur.
• University Service Law: The University Service Law stipulates the continued disbursement of University Service Allowances during maternity leave, in addition to the regular salary.

2. Childcare Leave (Parenthood Leave)

This is an additional leave intended to enable the mother to care for her child after the expiration of maternity leave.

• Duration: The employee is entitled to six months of childcare leave during the first four years of the child's life.
• Salary: This leave is granted at half salary and half allowances.
• Entitlement: The employee has the right to take this leave either once or in installments during those four years, but she is not entitled to take it after the child reaches the age of four.

- Student Mother

The student discipline instructions allow the student to be absent for specific periods (usually not exceeding 10% to 15% of the total scheduled hours) with a legitimate excuse approved by the Department Council.

• The College may grant the student mother absence with a legitimate excuse (based on medical reports) not exceeding 21 days or the period preceding the exhaustion of the allowed absence percentage.

Conclusion 

The status of the student mother is addressed according to academic regulations through:

•  The student mother is granted 21 days of sick leave for recovery after childbirth (as an administrative measure to ensure justified absence).
• The primary academic option remains academic postponement for a full semester or academic year with a legitimate excuse, to ensure the student can care for her child and successfully resume her studies without the absence being counted as unauthorized or failure.

For the working woman: 

• The employee is entitled to 72 days (seventy-two days) of fully paid pregnancy and childbirth leave.
• The employee must take at least 21 days of this leave before the expected date of birth. She may distribute the remaining period according to her health circumstances and needs.

Al-Ayen Iraqi University’s contributions to Sustainable Development Goal 5 (Gender Equality) in 2024 are reflected through two impactful publications that address women’s empowerment and health awareness as follows:

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The Sustainable Development Goals: Al-Ayen Iraqi University's Evolving Strategy Towards 2027

https://en.alayen.edu.iq/public/en/save_file/files/88168e6e6c98e106163890bee72924b8_.pdf