Under the University's Policy on Recruitment, Selection and Admissions, Senate, through its Teaching and Research Committee, reviews recruitment, selection and admission practices. The Registrar, through the Admissions and Student Records Office (ASRO), is responsible for monitoring applications and for making sure selection policies are applied fairly and consistently.

All applicants apply through the University's official online application form, which records each applicant's gender. ASRO compiles the number of applications, offers and registrations by gender for each programme and Faculty every academic year. No applicant receives less favourable treatment on grounds of gender, as set out in the admissions policy and the UoM Equal Opportunity Policy.

UoM reports student output by gender and programme level each year in its Report on Activities. In 2024/2025, 2,239 students completed their programmes. Women were 67.5% of them (1,511), including 70.6% of Bachelor's graduates and 61.8% of higher-degree graduates.

Women are the majority of UoM students overall, but they remain under-represented in engineering and ICT. UoM therefore runs targeted schemes:

• Empowering Women and Girls in STEM (EWGS), funded under the SADC WISETO Programme, launched on 9 June 2025. It offers secondary school girls hands-on workshops, laboratory sessions, mentoring and outreach on STEM pathways.

• Breaking Boundaries: Women Innovators in Science & Engineering, led by the Centre for Biomedical and Biomaterials Research, also under SADC WISETO.

• Support Women Academics at UoM – Moving from STEM to STEAM and SHAPE, funded by an ACU Gender Grant, which builds research capacity for women academics who mentor women students.

• Events that raise the visibility of women in science, including the Global Women's Breakfast on 12 February 2025 and the International Workshop on the Role of Women in Science, Technology and Innovation in the Global South on 17 April 2025.

• UoM co-hosted, with the UN Country Team and the Ministry of Information Technology, Communication and Innovation, a round table for International Women's Day 2025 on gender equality in science, technology and innovation. It led to a national policy brief.

In 2025, the University of Mauritius undertook projects aimed at promoting women's access to education, research and professional development opportunities, particularly in Science, Technology, Engineering and Mathematics (STEM).  

In May 2025, the University initiated two projects with support from the Ministry of Tertiary Education, Science and Research through the SADC WISETO Programme:

• “Empowering Women and Girls in STEM (EWGS) Initiative”, which focuses on encouraging women and girls to pursue STEM education and careers, addressing gender disparities and creating opportunities for guidance, mentoring and greater participation in scientific fields.

• “Breaking Boundaries: Women Innovators in Science & Engineering”, which aims to strengthen women's participation in science, engineering, research and innovation by promoting professional development, knowledge exchange and opportunities for networking and collaboration.

The University also initiated the project “Women Empowerment through Fintech: A Case Study of Female Business Owners” on 01 September 2025, with funding from the Higher Education Commission (HEC). This research addresses women's economic empowerment and the role of financial technology in supporting female entrepreneurs. It contributes to the University's broader efforts to understand barriers affecting women's participation and access to economic opportunities.

Together, these initiatives demonstrate the University's commitment to promoting women's access to STEM education, research, innovation and professional opportunities, particularly through the development of supportive measures and the identification of barriers to participation. They contribute to wider objectives of gender equality, women's empowerment and inclusive development.

As a higher education institution, the University of Mauritius recognises its role in advancing gender equity and equality and supporting women academics in research and promote gender equality in academia through University outreach and collaborations in line with the Times Higher Education (THE)'s SDG 5.

More Iniformation

Section 6 of the University of Mauritius Act 1971 expressly prohibits discrimination on account of sex as follows:

“6. No discrimination

No discrimination on account of nationality, race, caste, religion, place of origin, political opinions, colour, creed or sex shall be shown against any person in determining whether he or she is to –

(a) be appointed to the academic or other staff of the University;

(b) be registered as a student of the University; or

(c) raduate from, or hold any advantage or privilege of, the university.

The University of Mauritius is committed to the principle of equality of opportunity for all staff and students. The University's Equal Opportunity Policy, ensures that all employees are treated fairly, with respect, and can achieve their full potential regardless of gender.

The policy states that the University:

• Ensures equity, fairness and transparency in all its policies and practices and that the employees are treated with respect and work in an environment free from discrimination in any form;

• Provides everyone with the same opportunities for employment, training and promotion;

• Does not discriminate on the basis of sex, marital status, pregnancy, or any other ground.

In accordance with the policy, the University of Mauritius ensures that all employees are treated in a fair manner, feel respected and can achieve their full potential regardless of their nationality, age, caste, colour, creed, ethnic origin, religion or belief, pregnancy, impairment, marital status, place of origin, political opinion, race, sex and sexual orientation.”

The University of Mauritius follows the guidelines of the Equal Opportunities Commission as set out in the Guidelines for Employers for the promotion of an Equal Opportunity Policy at Work in all its employment policies, procedures and practices.

This institutional commitment is reinforced by national legislation. Section 5 of the Workers' Rights Act 2019 explicitly prohibits discrimination in employment and occupation on the basis of sex, marital status, pregnancy, and family responsibilities. Furthermore, Section 26 of the Workers' Rights Act 2019 mandates equal remuneration for work of equal value, ensuring that rates and types of remuneration are based on objective job evaluations rather than the worker's sex.

The University of Mauritius collaborated with the Equal Opportunities Commission to conduct the second and third session of EOC’s sensitization campaign on Equal Opportunity on 04 April 2025 and on 29 August 2025 at the University of Mauritius.  The objective was to prevent discrimination from occurring by informing people about their rights and responsibilities under the Equal Opportunities Act through sensitization campaigns as well as through preparation of appropriate codes and guidelines.

The University's core values of Good Governance, Social Responsibility and Intellectual Freedom reinforce its commitment to gender equality at all levels.

The University Act 1971 and the Equal Opportunity Policy are available on the UoM website:

https://www.uom.ac.mu/images/FILES/AboutUs/UoMAct1971.pdf

https://www.uom.ac.mu/images/FILES/policies/UoMEqualOpportunityPolicy.pdf

The University of Mauritius is committed to providing an inclusive environment where all staff and students are treated with dignity and respect. The University of Mauritius Act 1971 (Section 6) prohibits discrimination on grounds of nationality, race, caste, religion, place of origin, political opinions, colour, creed or sex.

The University's Equal Opportunity Policy prohibits discrimination on the grounds of sex, sexual orientation, and any other status. The policy states that the University is committed to ensuring that all employees are treated fairly regardless of their "sex and sexual orientation."

“The objectives of this policy are to ensure that:

• there is equity, fairness and transparency in all the Policies and Practices of the University of Mauritius and that the employees at UoM are treated with respect and work in an environment free from discrimination in any form; and

• everyone is offered the same opportunities for employment, training and promotion and is not favored in any way because of his/her nationality, age, caste, colour, creed, ethnic origin, religion or belief, pregnancy, impairment, marital status, place of origin, political opinion, race, sex and sexual orientation”

Additionally, the University strictly adheres to the Workers' Rights Act 2019. Section 5(5) of the Act defines discrimination to include different treatment based on a person's gender or sexual orientation. The University interprets this national legal framework to fully protect transgender and gender non-conforming individuals from any form of discrimination in employment, access to vocational training, and terms and conditions of employment.

For more details:

https://www.uom.ac.mu/images/FILES/AboutUs/UoMAct1971.pdf

https://www.uom.ac.mu/images/FILES/policies/UoMEqualOpportunityPolicy.pdf

Maternity leave is a universal right and Mauritius is a signatory of the ILO Maternity Protection Convention. The University of Mauritius is committed to supporting women’s participation in the workplace and ensures that maternity provisions are applied fairly and consistently. To guarantee the protection of the rights of the working mothers, the University of Mauritius strictly adheres to the Pay Research Bureau (PRB) recommendations and the University's General Conditions of Service.

Entitlement

In 2025, a female employee, holding a substantive appointment or employed on contract, at the University of Mauritius was eligible to the following provisions of the PRB Report:

Extract PRB Report

Recommendation 12

16.4.63 We recommend that:

(i)   any female officer should, irrespective of the number of confinements, be entitled to 14 weeks’ maternity leave on full pay;

(ii)  in case an officer gives birth to a stillborn child, on production of medical certificate, the officer should be eligible for 14 weeks’ leave on full pay;

(iii) for pre-natal treatment, an officer may take either earned sick/casual/annual or vacation leave;

(iv) prior to childbirth, an officer may take up to a maximum of four weeks of maternity leave.

16.4.64 We further recommend that the above provisions should also apply to female officers who are employed on contract.

Provision for Birth of Twins or more

Recommendation 13

16.4.66 We recommend that a female officer who gives birth to twins or more in one confinement should be granted six weeks’ special leave in addition to her normal maternity leave entitlement.

Leave after Confinement

Recommendation 14

16.4.68 We recommend that, subject to the exigencies of service, female public officers may, after their maternity leave, be granted vacation leave. Subsequently, they may, within a period of 12 months following the expiry of the maternity leave, be granted either:

(a) a maximum of nine months’ leave without pay; or

(b) six months’ leave without pay followed by six months’ leave on half pay computed on the basis of half the working time per day on half pay.

Permission to Nurse Unweaned Child

Recommendation 15 

16.4.70 We recommend that:

(v)  A female officer who is nursing her unweaned child should be entitled to two permissions of half-hour or one permission of one hour every day at a time convenient to her with regard to the needs of the child; and

(ii)  the permission should be for a period of six months from the date of confinement and should not be deducted from the number of hours of work of the officer. A further period of six months may be granted on production of a medical testimony from a Government Medical Practitioner.

Adoption Leave

Recommendation 17

16.4.76 We recommend that:

(i)  both male and female officers should, upon production of documentary evidence, be eligible to paid adoption leave which starts as from the date mentioned in the document for adoption;

(ii) the quantum of adoption leave to be granted, should be as per the table below:

(iii) adoptive parents in the public sector may jointly take adoption leave in which case, the aggregate amount of leave granted should not exceed the amount prescribed as per the above table; and

(iv)  even if more than one child is being adopted at the same time, only one period of adoption leave should be granted.

The University of Mauritius (UoM) keeps track how many women and men complete their programmes each year, at every level of study. It uses student performance data to find and support students at risk of not completing.

UoM reports student output by gender and programme level every year in its Report on Activities. In 2024/2025, 2,239 students completed their programmes. Women were 1,511 of them (67.5%) and men 728 (32.5%). Women outnumbered men among higher-degree, degree and diploma graduates. Certificates were the only level where men were the majority (52.9%).

 Each programme is reviewed using student performance data and examination board outcomes. Programmes with high failure rates go through a formal failure-rate analysis. Reviews pass through Faculty Boards, the Quality Assurance Office, the Teaching and Research Committee and Senate.

Women make up about 58% of UoM students but two-thirds of its graduates. Women are therefore at least as likely as men to complete their studies. The groups that need attention are men at certificate level and women in engineering and ICT, where they are fewer.

Schemes to close gaps

• Financial help. The UoM Students Financial Assistance Fund and sponsored scholarships support needy full-time undergraduates, including students facing unexpected personal difficulties, so they can stay in their studies.

• Counselling. The Student Counselling Unit supports students whose studies are affected by academic difficulties, personal problems or conflict.

• Flexible study. Part-time programmes and a mature-student entry route help women and men who combine study with work or family.

• Women in STEM. Empowering Women and Girls in STEM (EWGS), launched on 9 June 2025, and Breaking Boundaries: Women Innovators in Science & Engineering encourage women into the fields where they are under-represented.

The University of Mauritius recognises mentoring as an important means of supporting female students in their academic development, building their confidence and encouraging their progression into research and professional careers, particularly in fields where women remain underrepresented.

In this context, two projects initiated in May 2025, with support from the Ministry of Tertiary Education, Science and Research through the SADC WISETO Programme, provide opportunities to strengthen mentoring and guidance for women in Science, Technology, Engineering and Mathematics (STEM).

The “Empowering Women and Girls in STEM (EWGS) Initiative” seeks to address barriers affecting female participation in STEM by promoting opportunities for academic guidance, interaction with experienced researchers and exposure to scientific career pathways.

Similarly, “Breaking Boundaries: Women Innovators in Science & Engineering” focuses on women's advancement in research and innovation. The project provides a basis for fostering mentoring relationships, facilitating exchanges with women scientists and engineers, and encouraging female students to pursue further studies and careers in these disciplines.

These initiatives provide a foundation for developing structured mentoring opportunities that connect female students with academic staff, researchers and professionals, thereby supporting their academic progression, professional aspirations and continued participation in STEM.

The University aims to strengthen such mentoring opportunities as part of its broader commitment to gender equality and the advancement of women in higher education.

The University of Mauritius is committed to ensuring that staff and students can report discrimination without fear of reprisal or disadvantage. The University will not tolerate any form of retaliation against individuals who report discrimination in good faith.

The University’s Grievance Procedures (Staff Handbook, Chapter 7) provides a formal mechanism for addressing complaints, with the right of appeal to the Staff Committee, and a robust framework to protect those reporting discriminations.

In accordance with section 7.1 of the University Staff Handbook, staff can lodge a formal written complaint and if the complaint is against their immediate supervisor, they can escalate it to the next reporting line. The procedure guarantees fairness, ensures the complainant is informed in writing of the outcome, and provides a right of appeal to the Staff Committee if they are dissatisfied.

Disciplinary Enforcement (Section 7.2): To protect reporters from employment disadvantage, the University's disciplinary rules explicitly classify "Acts of discrimination, bullying, harassment and/or victimisation of members of staff, students or visitors... which compromise a person's dignity" as Gross Misconduct. Anyone found guilty of retaliating against a reporter will face formal disciplinary action, which may include dismissal.

Under the Grievance Procedures, staff members have the right to be accompanied by a trade union representative during discussions with management.

The University's Equal Opportunity Policy states that staff members who feel they have been subject to discrimination, victimisation or harassment should report the matter to their Immediate Supervisor. If the issue is not settled at that level, or if the Immediate Supervisor is involved, the employee may address the issue to the Head of Section/Department. If the issue is not settled at that level, the matter should be reported directly to the Vice-Chancellor.

Legal Framework

The institutional commitment is legally enshrined in the Workers' Rights Act 2019. Specifically, Section 64(1)(e) states that an employment agreement shall not be terminated by an employer by reason of a worker, in good faith, filing a complaint, or participating in proceedings, against an employer, involving alleged breach of any terms and conditions of employment.

Definition of Retaliation:

To ensure a safe reporting environment, the University explicitly prohibits any act of victimisation or retaliation against a person who has made a disclosure or report in good faith. In alignment with robust national legal standards, this includes any act:

• Which causes injury, damage or loss;

• Of intimidation or harassment;

• Of discrimination, disadvantage or adverse treatment in relation to a person’s employment; or

• Amounting to threats or reprisals.

Any person found to have committed such an act will face disciplinary action. The University will not tolerate any allegations proven to have been made maliciously.

UoM Equal Opportunity Policy

Anti Corruption Policy

UoM Staff Handbook (Intranet Access Only)

The University of Mauritius provides paternity leave to support fathers in participating in childcare duties around the time of childbirth in accordance with the Pay Research Bureau (PRB) recommendations and the University's General Conditions of Service.

Entitlement

In 2025, a University male employee was entitled as per following PRB provision

Recommendation 16

16.4.74 We recommend that:

(i)   male officers should be given priority to take vacation leave after confinement of their wife;

(ii)  besides the normal casual leave entitlement, a male officer may, subject to exigencies of service, take up to 10 days from his accumulated vacation leave, which is inclusive of the normal five days accumulative leave taken at a stretch or on and off, around the time of child birth;

(iii) male officers should, on the demise of their working wife following the delivery of a non-still born child, be eligible to leave on full pay equivalent to the unused part of the maternity leave to which the deceased was entitled; and

(iv) male officers should, on the demise of their non-working wife following delivery of a non-still born child, be eligible to leave on full pay equivalent to the hypothetical unused part of the maternity leave computed as from the date of delivery.

Adoption Leave

Recommendation 17

16.4.76 We recommend that:

(i)  both male and female officers should, upon production of documentary evidence, be eligible to paid adoption leave which starts as from the date mentioned in the document for adoption;

(ii) the quantum of adoption leave to be granted, should be as per the table below:

(iii) adoptive parents in the public sector may jointly take adoption leave in which case, the aggregate amount of leave granted should not exceed the amount prescribed as per the above table; and

(iv) even if more than one child is being adopted at the same time, only one period of adoption leave should be granted.