SLSU Diversity, Equity, and Inclusion Policy

ARTICLE I

TITLE
This Policy shall be known as the Diversity, Equity, and Inclusion (DEI) Policy of Southern Leyte State University (SLSU). For brevity, it shall be referred to as the SLSU-DEI Policy.

ARTICLE II

SCOPE
This Policy applies to all students, faculty, administrative and support staff of Southern Leyte State University. It extends to the University’s academic practices, research, human resources, student development, facilities, programs, operations, and strategic goals and directions. This Policy likewise covers external stakeholders and partners engaged in collaborative initiatives with SLSU.

ARTICLE III

PURPOSE
By institutionalizing SLSU-DEI Policy, SLSU seeks to:

1.1       Provide a safe, respectful, and empowering environment for all members of the University community;
1.2       Promote equal access to opportunities in education, research, employment, leadership, and professional growth;
1.3       Celebrate cultural and individual diversity as a driver of innovation and collaboration; and
1.4       Align with global standards of excellence in higher education, including QS Stars criteria, to strengthen the University’s reputation as an inclusive academic institution.

Through this SLSU-DEI Policy, SLSU reaffirms its role as a champion of inclusivity in higher education—where both students and employees are empowered to thrive, contribute, and lead in building a just and equitable society.

ARTICLE IV

DECLARATION OF PRINCIPLES
Southern Leyte State University (SLSU), grounded in its mandate as a public higher education institution and strengthened by its Gender and Development (GAD) advocacy, is resolute in its commitment to nurture a diverse, equitable, and inclusive academic and work environment. The University affirms that cultivating DEI is not only a moral imperative but also a driver of academic distinction, human development, and global competitiveness.

Section 1. Commitment to Equal Opportunity
SLSU guarantees fair and just opportunities for all members of the University community, ensuring that gender, culture, socioeconomic background, ability, religion, age, or nationality shall not hinder one’s academic or professional growth. This is reinforced through the University’s gender-responsive curricular, research, and extension programs.

Section 2. Culture of Respect and Well-being
SLSU fosters a community where mutual respect, dignity, and compassion prevail. Discrimination, harassment, bullying, and all forms of prejudice are strictly rejected. The University recognizes that well-being and belongingness are essential to effective learning, teaching, and service.

Section 3. Inclusive Access to Education and Services
SLSU is committed to widening participation by ensuring that its academic programs, support services, facilities, and digital systems are inclusive and responsive to the needs of all, especially women, men, persons with disabilities, and marginalized groups. Accessibility is treated as a continuing responsibility of the University.

Section 4. Representation and Shared Participation
SLSU values representation as a cornerstone of inclusive governance. The University strives to strengthen gender balance, cultural diversity, and stakeholder engagement in its leadership structures, student organizations, and institutional processes, affirming that diverse voices enhance collective decision-making.

Section 5. Education for Inclusivity and Global Citizenship
SLSU believes that education is a transformative force for building inclusive communities. The University integrates gender and diversity perspectives into curricula, research, extension, and training programs to deepen awareness, understanding, and appreciation of different cultures, identities, and perspectives.

Section 6. Institutional Responsibility and Progress Monitoring
SLSU holds itself accountable for realizing its DEI commitments. The University shall track its progress, evaluate gaps, and implement evidence-based measures aligned with GAD mandates and QS Stars standards, ensuring continuous improvement in creating an equitable and inclusive learning environment.

ARTICLE V

SLSU DEI IN HUMAN DEVELOPMENT SERVICES
As part of its Human Development Services, Southern Leyte State University (SLSU), through its Gender and Development (GAD) and Diversity, Equity, and Inclusion (DEI) initiatives, conducts seminars and workshops for all University constituents to cultivate awareness, empathy, and inclusive perspectives. These activities encourage participants to reflect on their beliefs, challenge biases, and practice equitable behavior while promoting gender sensitivity and equality in line with the SLSU–GAD Framework, which upholds the rights of women and men to enjoy equal opportunities and conditions for realizing their full human potential as active contributors to societal growth. At the same time, these initiatives extend to the broader DEI commitment by fostering respect across differences in culture, socioeconomic background, age, ability, religion, nationality, and identity, equipping both employees and students with the knowledge and tools to build a supportive, safe, and inclusive environment. By aligning with national GAD mandates and Diversity and Inclusivity advocacies, SLSU reaffirms its advocacy to mainstream gender and strengthen diversity, equity, and inclusion to ensure that all members of the University community have equitable access to opportunities for learning, growth, and leadership.

ARTICLE VI

WORKPLACE FLEXIBILITY AND INCLUSIVITY
Southern Leyte State University (SLSU) upholds inclusivity and the promotion of women’s rights, family responsibilities, and employee well-being by adopting Section 6 of the Omnibus Rules Implementing Book V of Executive Order 292 and CSC Resolution No. 89-256 dated April 21, 1989, which authorize the adoption of flexible working hours for officials and employees in the government service. In accordance with these provisions, SLSU shall implement gliding or flexible work schedules subject to the discretion of the head of office, provided that the total weekly work hours are not diminished and organizational requirements are met.

This policy recognizes that employees may have personal or family obligations that require attention during traditional office hours. By providing flexible work arrangements, SLSU affirms its commitment to supporting staff in balancing work and personal responsibilities, while ensuring efficiency, productivity, and the continuous delivery of quality service to its stakeholders. This initiative reflects the University’s adherence to principles of diversity, equity, and inclusion, ensuring that workplace practices are responsive to the diverse needs of its workforce.

ARTICLE VII

INCLUSIVE AND GENDER-RESPONSIVE EXTENSION PROGRAM (GREP)
SLSU-DEI in relation to SLSU-GAD performs Gender-Responsive Extension Program, following CMO #1 s.2015, through these methods:

1. Technical Assistance – the provision of professional expertise like consultancy services, mentoring, counseling and advisorship by trainers/professionals and GAD experts; and 
2. Linkages – the establishment of partnerships or networking with line agencies, Government and Non-Government Organizations (GOs/NGOs), and civil society organizations at the local and international levels for projects related to gender and development.

In determining partnerships and linkages with recognized GAD-related local and international entities, SLSU-GAD shall ensure that such partnerships are aimed at strengthening national development strategies and promoting gender equality, women’s empowerment, and fostering diversity, equity, and inclusion by creating collaborative initiatives that value cultural differences, ensure fair opportunities, and build inclusive spaces for all sectors of society.

ARTICLE VIII

INCLUSIVE AND GENDER-RESPONSIVE RESEARCH PROGRAM (GRRP)
SLSU-GAD integrates Gender and Development in the University’s research and Innovation agenda, by considering the following, while ensuring alignment with the University’s broader commitment to diversity, equity, and inclusion (DEI):

1. Priority research areas as defines in the National Higher Education Research Agenda (NHERA), specifically Women’s Studies in all academic disciplines, Social Issues raised by the Magna Carta of Women (MCW), Indigenous Women and Girls, and other marginalized sectors in education, Women and the Environment, and Gender-Responsive Governance;
2. Institutionalization of GAD-database with sex-disaggregated data and gender statistics in all research activities;
3. GAD Policy and program assessment and evaluation;
4. Establishment of an Ethics Board that will review gender sensitivity in research activities;
5. GAD guidelines on ethical standards in research following the Convention on the Elimination of Discrimination Against Women (CEDAW) and Magna Carta of Women (MCW); and
6. Incentives and other support structures for the conduct of GAD-related research.

ARTICLE IX

INCLUSIVE AND GENDER-RESPONSIVE CURRICULAR PROGRAM (GRCP)
SLSU-GAD implements the Gender-Responsive Curricular Program in accordance with CMO #1 s.2015, ensuring that all university constituents uphold the following obligations, aligned with the institution's broader commitment to diversity, equity, and inclusion (DEI):

1. Respect the rights of women as human rights and uphold the fundamental rights of all individuals;\
2. Refrain from discriminating against women and violating their rights;
3. Protect individuals from discrimination and rights violations by private corporations, entities, and individuals;
4. Promote and fulfill the rights of women and all genders in all aspects, including their rights to substantive equality and non-discrimination.

SLSU-GAD shall ensure that gender stereotypes and biased images in educational materials and curricula are adequately and appropriately revised, reflecting the University’s commitment to diversity, equity, and inclusion (DEI). Gender-fair and inclusive language shall be used at all times. Capacity-building initiatives on gender and development (GAD), peace and human rights, inclusive education for teachers, and all those involved in the education sector shall be pursued toward this end.

ARTICLE X

EMPOWERING STUDENTS THROUGH GENDER, DIVERSITY, EQUITY, AND INCLUSION
At Southern Leyte State University, we recognize that gender, diversity, and individual differences play a crucial role in shaping experiences and opportunities in education and society. Our commitment to gender equality and inclusive practices is fundamental to our mission of fostering an academic environment where all students can thrive.

We strive to empower every student—regardless of gender, background, identity, or ability—by promoting equitable access to resources, support, and leadership opportunities. We encourage you to engage critically with issues of gender, diversity, equity, and inclusion (DEI), emphasizing respect, inclusivity, and social responsibility in both academic discourse and campus life.

As part of our dedication to social responsibility, we urge students to actively participate in initiatives that advance gender equity, diversity, inclusivity, and DEI principles both on campus and in the wider community.

ARTICLE XI

INCLUSIVE FACILITIES MAP
This map highlights Southern Leyte State University’s commitment to accessibility and inclusion by identifying key facilities for students, staff, and visitors with disabilities. It clearly marks the locations of:

1. Wheelchair Ramps for safe and convenient access to all campus buildings
2. Disabled Toilets designed to accommodate mobility needs
3. Accessible Parking Spaces for easy entry and exit across the campus

MAP 1: Wheelchair Ramps for safe and convenient access to all campus buildings

MAP 2: Disabled & LGBT Toilets designed to accommodate mobility and gender needs

MAP 3: Accessible Parking Spaces for easy entry and exit across the campus

The Inclusive Facilities Map serves as a guide to ensure that everyone can navigate the campus safely and comfortably, reflecting SLSU’s dedication to diversity, equity, and inclusion (DEI).

ARTICLE XII

POLICY DISSEMINATION, REVIEW, AND UPDATES
Section 1. Southern Leyte State University (SLSU) shall ensure that this DEI Policy is widely disseminated across the University. It shall be made available on the official University website and included in orientation materials for new students, faculty, and staff to promote awareness and understanding of the University’s commitment to diversity, equity, and inclusion (DEI).

Section 2. SLSU shall continually evaluate the relevance and effectiveness of the DEI Policy. The policy shall be reviewed by the DEI Committee every five (5) years or sooner if initiated by the Committee or the Office of the University President, to ensure compliance with legislation, alignment with best practices, and the ongoing promotion of an inclusive and equitable academic environment. Feedback from students, faculty, staff, and other stakeholders shall be actively considered during these reviews to strengthen DEI initiatives and outcomes.

 

 

Section 3: Monitoring and Review

The DEI Committee, in collaboration with the Quality Assurance Office and the Office of the University President, shall oversee the implementation of this Action Plan. Progress shall be monitored annually through performance indicators and formally reviewed every five (5) years, alongside the DEI Policy review under Article XII.

 

Section 4: Updating the Action Plan

The Action Plan shall remain a living document. Updates may be initiated by the DEI Committee or the Office of the University President to ensure responsiveness to emerging challenges, national and international mandates, and continuous improvement in line with global best practices.