CITI University is committed to achieving Sustainable Development Goal 5 (SDG 5): Gender Equality by implementing comprehensive and inclusive policies that promote equal opportunities in education, leadership, and employment. The university prioritizes the advancement of women, the prevention of gender-based discrimination. Of particular significance is the introduction of the “Motherhood Policy” and the “Fatherhood Policy”.
Promoting Women's Participation and Success
To improve women’s participation in higher education and increase their graduation rates, CITI University has introduced a variety of targeted support programs. These initiatives contribute meaningfully to social sustainability.
To assess the engagement of female students, the university applies the following strategies:
- Collection and analysis of application data;
- Systematic measurement of female enrollment rates using enrollment metrics and tracking systems.
Institutional Support for Women
In accordance with CITI University’s Internal Labor Regulations, four main types of support are provided to female faculty and students:
- Scholarships and financial assistance
- Women's leadership development programs
- Student Support Center services
- Support for female students in teacher training programs
These supportive measures have significantly improved women’s academic success and work-life balance within the university community.
Encouraging Gender Diversity in Underrepresented Fields
CITI University actively encourages female enrollment in academic programs where women have been historically underrepresented, such as Vocal Performance, Architecture, Civil Engineering, Software Engineering, Graphic Design, and Interior Design.
Support provided to female applicants includes:
- Special preparatory courses for entrance exams (e.g., the General Entrance Examination),
- Guidance for practical skill assessments,
- Exemptions from enrollment fees.
In addition, the university promotes these programs through outreach campaigns, professional career events, and public information efforts via television and social media platforms.
In collaboration with the “Mongoljingoo” Women’s Association NGO, two female participants in a cultural event were admitted to the Vocal Performance program with partial tuition scholarships. As a result, female enrollment in these programs increased by 15%.
Anti-Discrimination and Anti-Bullying Policy
The School of Law has developed and manages the university’s Policy on the Prevention of Discrimination and Bullying, which includes the following provisions:
In accordance with Article 1.3 of our school's Regulation on Combating Preventing Discrimination and Bullying, we uphold a strict policy against discrimination toward women. In such cases, we promptly take appropriate measures and make necessary decisions as outlined in Article 2.2 of the same regulation.
- Clause 1.3: Discrimination is defined as unfair or biased treatment based on race, gender, age, religion, social origin, nationality, physical or mental ability, financial status, appearance, physical condition, or sexual orientation.
- Clause 2.2: The Ethics Committee is required to respond to complaints within ten (10) working days. If a complaint is deemed valid, a decision regarding the appropriate measures will be communicated to the relevant schools and departments. A written copy of the decision will also be provided to the complainant. An amendment has been made to Article 2.6 of the Regulation on Combating and Preventing Discrimination and Bullying.
- Clause 2.6: Any personal or sensitive information related to gender identity, sexual orientation, or other private matters must be kept strictly confidential. Disclosure is only permitted with the express consent of the complainant and must be anonymized.
- Clause 2.7: A specific provision has been added to protect transgender and LGBTQ+ individuals from discrimination. The School of Law annually monitors the university’s efforts in this area.
Parental Support and Work-Life Balance Policies
The Motherhood Policy, detailed in Clause 5.3 of the Internal Labor Regulations, includes the following:
- 5.3.1: Flexible working hours and remote work options for parents of young children
- 5.3.2: Training programs on childcare and parenting for young parents
- 5.3.3: In accordance with Government Resolution No. 340 (2017), titled “Regulation on Providing Allowances to Mothers and Single Parents with Multiple Children”, mothers on childcare leave receive a monthly allowance of 50,000 MNT until their child reaches the age of three.
The “Motherhood Policy”, which supports women's participation, is clearly outlined in Article 5.3 of the school’s Internal Labor Regulations (Presidential Decree No. A/59 of 2021).
To support students with young children, the university operates the “Mogjookhon Jaaluud” (Cute Kids) nursery, offering services at a 30–40% discount for the children of faculty and staff, as stated in Clause 5.5.1 of the regulations.
Professional Development for Women
CITI University’s Faculty Development Center runs the Women’s Club and implements the “RISE” Women’s Mentorship Program. Approximately 20% of female students are actively participating in this program.
Monitoring and Addressing Gender Disparities in Graduation
Since 2021, the university has conducted ongoing analyses of graduation outcomes to monitor and reduce disparities between male and female students. Based on this data, a targeted intervention scheme has been implemented, resulting in a steady increase in female graduation rates over the past three years.
To ensure a safe and equitable environment, Clause 2.4 of the anti-discrimination policy allows the university to take temporary protective measures for individuals who file complaints, and safeguards their personal information as described in the relevant clauses.
Implementation of the Fatherhood Policy
The Fatherhood Policy, introduced on February 20, 2024, under University Board Resolution No. A/02, is outlined in Clause 5.3 of the Internal Labor Regulations. The policy is designed to ensure that fathers are equally supported in their parenting responsibilities. Key components include:
- Paternity leave
- Paternity leave allowance
- Flexible working hours for childcare
- Training programs promoting active and responsible fatherhood
By supporting shared parental duties, the Fatherhood Policy complements the university’s broader commitment to gender equality both at home and in the workplace.
