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Ashesi University is a private, non-profit, non-sectarian institution. Ashesi admits students of any race, colour, gender, national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students of the university. Neither Ashesi University nor the Ashesi University Foundation have any political affiliations in Ghana or abroad. Ashesi will work with all interested parties in achieving its educational mission.

Below are some key university-wide policies. If a policy on a given topic is not listed here, or you have any questions, please either check with the individual Offices or contact the Office of the Provost.

  • Outreach Service and Access Open or Close

    Responsible Office: Academic Affairs; Office of Student & Community Affairs 
    Purpose: To openly share some of the benefits of Ashesi University with the general public

    Outreach service and access at Ashesi University supports our academic mission by bridging scholarly research of faculty and students, their entrepreneurship, and service of students with communities to create better informed and more effective decisions for both parties. This provides opportunities for the less fortunate to have access to the Ashesi experience through hosted events and programs. It increases students and faculty empathy, their ethical behavior, and desire to care for others. These activities are accessible to all, regardless of ethnicity, religion, disability or gender.

    As a University we carry out a number of community engagement activities throughout the academic year under the auspices of our different departments. In the context of community engagement, the term “service” is often used interchangeably with “outreach” to refer to the delivery of programs, expertise, resources and services beyond the Ashesi community.

    Our vision of university access consists of a thriving partnership between faculty, staff, and students, on the one hand, and neighboring people and communities of Berekuso and beyond.  The communities are also inclusive of those associated with members of Ashesi University, faculty, students, and staff.  In the Ashesi vision, our people and their communities routinely make effective use of the resources of Ashesi University to serve their needs and help them solve their problems and improve the quality of their lives.

    The providers of those resources within the University, the faculty and students, routinely and confidently commit portions of their time and expertise to outreach, secure in the knowledge that their work will be reliably assessed and rewarded within the institution and the broader academy. The University acts not only to maintain effective and efficient connections with established constituencies, but also to discover emerging constituencies to cultivate appropriate connections to them.

    The university's engagement is enhanced by its central presence in the community and accessibility to its facilities and services. Local area residents enjoy facilities, labs, events and many other world class resources which would otherwise not be found in communities this size. In these ways, Ashesi University enhances the overall quality of life for the surrounding community. 

    Ashesi is also committed to the United Nation’s Sustainable Development Goals. 

     

  • Gender Integration Policy Open or Close

    Responsible Offices: Admissions and Financial Aid; University Administration Office; Academic Affairs Office; Office of Student and Community Affairs
    Purpose: To ensure equity for eligible women (students, staff, and faculty) to participate and succeed in a university of high international standing.

    Students are recruited with gender parity as one of the foci, particularly for the STEM programs offered at Ashesi University. Mentoring, associations, and clubs are specifically provided to support success of the female students at Ashesi University. The percentage of women employed or being hired as Faculty by type of appointment, and by rank, is intentionally defined and reviewed annually. Ashesi ensures that when appointments are to be made at senior levels of the Faculty, every effort is made to find qualified women and to encourage them to apply. Ashesi is also committed to the United Nation’s Sustainable Development Goals. 

     

  • Equity Policy Open or Close

    Responsible Offices: Academic Affairs Office; Office of Student and Community Affairs.
    Purpose: To achieve equity outcomes for members of the Ashesi community

    Ashesi University strives to provide a safe, inclusive and equitable study and work environment. Ashesi fosters fairness and respect for diverse groups of people. All members of Ashesi are to support equitable access, participation, engagement and success for all faculty, staff and students, of various backgrounds. Ashesi opposes discrimination and insists on equity, including discrimination on the basis of gender, marital status, religious belief, ethical belief, colour, race, ethnic or national origins, disability, age, political opinion, employment status, and family status. 

    Ashesi provides faculty, staff and students annual training in diversity and inclusion. And the university provides resources as part of its plan to monitor fairness and report progress towards equity goals. As a place of work, the university has in place a system of identified key performance indicators which are equitable and robust with measurable outcomes, to ensure fairness in merit-based decisions. The University will comply with all Tertiary Education equity reporting requirements and will comply with all applicable legislation in its pursuit of equity outcomes. 

    Ashesi is also committed to the United Nation’s Sustainable Development Goals. 

     

     

  • Maternity and Paternity Leave Open or Close

    Responsible Offices: University Administration Office; Academic Affairs Office
    Purpose: To enable eligible staff and faculty to participate in family obligations of orientating the arrival of a new child (by birth or adoption) in the family.

    Ashesi encourages family/work balance and allows the flexibility for employees to meet family obligations. To the maximum extent possible, the University will seek to support full-time faculty members who become parents as they welcome new children into their families, by providing them with time off or flexible time as the case may be, continuity of entitled benefits, and opportunities for temporary relief from their teaching or other duties.

    The University recognizes that the maternity and paternity policy is only one step towards protecting the careers of faculty members who have family obligations. Any approved time off or flexible time is not meant to be used to advance a faculty member’s professional, academic or research activities. This benefit is available to all full‐time faculty appointments with a contract of two or more years duration and with at least one academic year of contiguous employment at the university before the delivery date and must be taken at the time of delivery or adoption of a new baby.

    For the University to effectively plan, a faculty member who is pregnant or whose wife is pregnant must inform her/his Head of Department/Provost/Director of Human Resources by the end of the third month of the pregnancy for the necessary discussions and arrangements on either a reduction in teaching load, temporary absence, or replacement with another full time or temporary/adjunct lecturer, etc. to be made.

    A female faculty member, on presentation of a medical certificate issued by a medical practitioner indicating the expected date of her confinement, shall be entitled to maternity leave of twelve (12) weeks from the date of delivery.  The period of maternity leave may be extended for two additional weeks when recommended by a medical officer or approved by the Executive Committee as extenuating circumstances.  Any period of absence from work due to the pregnancy which is duly certified by a medical practitioner shall not be treated as part of her maternity leave.

    A male faculty member, on presentation of a medical certificate issued by a medical practitioner indicating the expected date of his wife’s delivery, shall be entitled to paternity leave of four (4) weeks from the date of delivery. 

    For a female faculty member, if the 12 weeks of maternity leave ends before the third week of the upcoming semester, or begins with a week or less left in a semester, then the instructor is expected to maintain a full work schedule, but may work with colleagues to cover classes as needed. If the 12 weeks of maternity leave ends in the third or up to the end of the fourth week of the upcoming semester, or begins with two to three weeks left in a semester, then the instructor will resume or maintain work on a partial schedule, with a reasonable workload reduction (e.g. a course release) for the semester to be negotiated with the Head of Department and Provost; in addition, the instructor must help the Head of Department find a suitable replacement for any classes she will miss, and will be expected to maintain full administrative and grading responsibilities for the course(s) in her remaining teaching workload.

    Otherwise (if the 12 weeks of maternity leave ends after the first four weeks of the start of the semester or commences 5 or more weeks before the end of a semester), then the instructor, with the permission of her Head of Department and the Provost, shall be eligible for leave with pay for the semester, to resume full teaching duties the following semester. However, in such a situation, the instructor shall perform other duties, outside the 12 weeks maternity leave, such as capstone supervision, student advising, or administrative or other duty as assigned by the University. 

    For a male faculty member, the instructor will maintain a full teaching load, but with a flexible teaching schedule during the four weeks of paternity leave, with an alternate lecturer for anticipated missed classes if at all possible; the instructor must help the Head of Department find a suitable alternate for any missed classes, and will be expected to maintain full administrative and grading responsibilities for his course(s). The instructor will be excused from faculty, administrative and student advising meetings during paternity leave, but should be available via email or phone if needed. 

    In all cases, a faculty member expecting to take a maternity or paternity leave may work with the Head of Department in advance to balance the teaching load and schedule for the academic year in ways that will make their work and family life manageable. For example, it may be possible to arrange a slight teaching underload one year compensated by a slight teaching overload in an adjacent year, or to schedule a semester with a single preparation but multiple sections of a course, or to add administrative work to a reduced teaching schedule to balance the teaching load.

    On resumption of duty, a nursing mother (a breast-feeding mother) is entitled to interrupt her work during her working hours to nurse her baby or express milk for her baby. Nursing mothers who are teaching may request a teaching schedule conducive for this, at least four weeks before the start of the semester.

    Ashesi is also committed to the United Nation’s Sustainable Development Goals.

  • Nondiscrimination & Anti-Harassment Open or Close

    Responsible Office(s): Academic Affairs; Student and Community Affairs; Admissions and Financial Aid; Human Resources
    Purpose: To ensure that all members of the Ashesi community, on and off campus, are valued and treated equitably and fairly.

     Ashesi University employs and admits qualified faculty/staff and students, respectively, of any race, color, national or ethnic origin, sex, age, disability, religion, or marital status to all the rights, privileges, programs, and activities generally accorded or made available to members of the University. Consistent with its obligations under the law, in the administration of the University's programs and activities, Ashesi prohibits unlawful discrimination on the basis of race, color, national or ethnic origin, sex, age, disability, religion, gender identity or expression, marital status or any other characteristic protected by applicable law; Ashesi also prohibits unlawful harassment including sexual harassment and sexual violence.  This policy applies to Ashesi programs and activities both on and off-campus, including overseas programs.

    Prevention through education is a fundamental aspect of the University’s commitment to addressing Discrimination and Harassment. The Office of Diversity and International Programs, with the support of the Senior Administration, is responsible for coordinating the University's preventive, educational and training initiatives and programs, which include: prevention, education and training initiatives for the University Community, that will be attuned to the broader social context in which Discrimination and Harassment occurs.

    Individuals may inquire or file complaints regarding this nondiscrimination policy directly with Ashesi’s Human Resources or Student & Community Affairs Offices.

    (Adapted from Stanford University)

  • Record Retention and Disposal Open or Close

    Responsible Office(s): Academic Affairs; University Administration; Student and Community Affairs; Admissions and Financial Aid; Human Resources
    Purpose: This Policy addresses the retention and disposal of Ashesi University’s Records. The University requires that Records be retained for specific periods of time (up to 7 years) taking into account legal or other institutional requirements.

    The Provost and the Chief Operating Officer of the University, have the general responsibility for ensuring that appropriate policies and procedures are in place to ensure compliance with best practices in record keeping standards and legislative requirements. In addition, duplicate or multiple copies of these records, retained in locations other than official repositories, must also be properly disposed of when they are outdated and no longer useful. This policy is intended to ensure that the university: meets legal and regulatory standards; reduces risk by prioritizing the disposal of confidential data contained in inactive records; optimizes the use of electronic and physical storage space; minimizes the cost of record retention; preserves the history of the university; and destroys inactive records. 

    Managing Official University Records
    Users throughout the community share in the task of adhering to the retention and disposal policy. Units that maintain university records are called “official repositories.” They are responsible for establishing appropriate record retention management practices based on this policy and other department specific needs. Official records should be stored consistently within the unit in a manner that provides protection against misuse, misplacement, damage, destruction, unauthorized exposure, or theft. Each official repository’s administrative manager or a designee must: implement the unit’s record management practices; ensure these management practices are consistent with the policy; educate the staff within the unit in understanding sound record management practices; ensure that records are retained in a readable format regardless of changes in technology or equipment obsolescence by 1) printing out archival or permanent documents and saving to a file system, 2) maintaining the old equipment and software applications, or 3) migrating the records to a new technology; preserve records of historic value, consult with the Provost or COO and transfer those records to the university archives if necessary; preserve permanent records within unit; destroy inactive records that have no archival value upon passage of the applicable retention period; ensure access to confidential files is restricted to authorized users only; and ensure that outside vendors used for record storage follow the university’s record retention policy.

    Preserving Official University Records
    When University records, regardless of format, become inactive, consult with the COO or Provost Office to determine if Permanent (Archival) Records should be transferred to the University Archives, or permanently maintained in the unit where it originated or was received. Most University records which contain employment, personnel or legal information should be treated as confidential, non-archival records. Please contact the Director of Human Resources immediately if you have a question about the characterization of a record with this type of information

    Disposing of Official University Records
    If you have determined that it is appropriate to dispose of the records, destroy them in one of the following ways:

    1. Paper Records: Non-confidential paper records may be recycled.
    2. Confidential Records: Shred or otherwise render unreadable records with confidential information, including social security numbers, credit card information, driver’s license information, or other information designated confidential. Appropriate measures need to be taken when disposing of records containing personal identifying information, such as a name, address, phone number, personal mark, or other identifier that can be used to identify a person, when coupled with one or more data elements including social security number, driver’s license number, mother’s maiden name, financial services or bank account number, etc., by 1) shredding the record, 2) destroying the personal identifying information contained in the record, 3) modifying the record to make the personal identifying information unreadable, or 4) taking reasonable actions consistent with commonly accepted industry practice.
    3. Electronic Records other than Email: The IT Department, in consultation with the COO, arrange for the proper disposal of all electronic devices or media in a manner that prevents inadvertent loss or disclosure. Other Ashesi University policies and applicable law also govern proper disposal of Ashesi University related information and licensed software on electronic devices and media. In addition, proprietary information may also be subject to the terms of sponsored research agreements, non-disclosure agreements, or license agreements. Unit administrators are responsible for contacting the Ashesi Support Centre, who will assist in ensuring that these stated guidelines are followed. The information on any computer hard drive, smart phone, or other electronic device must be erased and not recoverable before the equipment is reassigned within a unit. · Outdated or broken computer equipment or other electronic devices will be picked up by emailing supportcentre@ashesi.edu.gh. A contracted disposal vendor will properly erase any information contained within the equipment that cannot be erased in-house. 

    This policy was developed after reviewing various record retention policies and schedules from leading universities and other authorities. They were then customized to reflect best practices at Ashesi University. While the policy identifies many of the records generated and retained throughout the university, it cannot cover every situation or anticipate future additions and modifications. Therefore, these are to be considered “living documents” that will be revised as needed. All such records are confidential to the University, and such records will be considered privileged and confidential. The stated record retention period of seven (7) years may be increased by government regulation, judicial or administrative consent order, private or governmental contract, pending litigation, or audit requirements. Such modifications supersede the requirements listed in this policy. Suspension of record destruction required for any of these reasons will be accomplished by a notice sent out to affected units. You are encouraged to submit your suggestions for improvements and additions or modifications to the retention schedule to the COO or the Provost.

    (Policy adapted from: University of Ghana and American University in Washington D.C.)

  • Library Planning & Requisition Open or Close

    Responsible Office(s): Academic Affairs; University Administration
    Purpose: To ensure timely purchase and delivery of textbooks each semester, and equity in the selection of bidding vendors  with the corresponding transactional payments to ensuring best value for money

    The purchase of textbooks for each academic year at Ashesi University will involve faculty, Heads of Academic Departments, the academic registry, the librarian, and the Procurement Committee. This process will take time, from initial decisions by faculty to actual receipt of textbooks, which can be from 10 to 20 weeks (2½ - 5 months), depending on availability. For the purposes of this policy, a textbook may be described as a book, online licenses, subscriptions and/or media bundle designed to be used in a course for instruction of a subject. To increase the possibility of ordered textbooks arriving on time, or early, for each semester, the following schedule will guide the textbook purchasing process:

    Dates/Timing What happens
    Nov/Dec Courses and approximate enrolment for courses in next academic year available
    Feb faculty meeting, March wks. 1 & 2 Faculty indicate chosen texts for courses to be taught for the academic year (fall and spring)
    Faculty indicate whether texts are existing or new;  HoDs informed. HoDs send lists to Provost
    March:  wk. 4 Provost reviews with HoDs. Final lists sent to Library by Provost. 
    April: wk. 1-3 Library staff check details for new books, indicate which titles are available & actual stock. Actual numbers to be ordered are recommended
    April:  beg wk. 4 Logistics Manager sends out fall semester lists to vendors for quotes; vendors given approx. 10 working days or 2 weeks to submit quotes
    May:  beg wk. 3 Logistics Manager & Head Librarian compile competitive advantage spreadsheet
    May:  wk. 4 – June: wk. 1 Logistics Manager sends out fall semester orders to chosen vendors, finalizes LPOS and arranges payments for texts needed in the fall semester.
    July & August:  Delivery 4-8 weeks
    end July – mid August Library checks deliveries vs LPOs
    Mid-August When orders are complete documentation sent to Logistics Manager for final payments
    July - August Library staff process books, and add to Koha
    Aug:  beg wk. 4 - Sept Continuing students (Y2-Y4) & Freshman students (Y1) collect textbooks
    Sept: wk. 2-3 Logistics Manager sends out spring semester lists to vendors for quotes; vendors given approx. 10 working days or 2 weeks to submit quotes
    Sept: wk. 4 – Oct wk. 1 Logistics Manager sends out spring semester orders to chosen vendors, finalizes LPOS and arranges payments for texts needed in the spring semester. 
    Oct. and Nov. Delivery 4-8 weeks
    End of Oct – Mid Nov Library checks deliveries vs LPOs
    Mid Nov When orders are complete documentation sent to Logistics Manager for final payments
    Oct and Nov Library staff process books, and add to Koha
    Jan Continuing students (Y2-Y4) & Freshman students (Y1) collect textbooks 

    It is anticipated that the bulk of textbook orders will follow this timing, though there will be exceptions in the form of new courses, visiting faculty and so on. Should an order be too large, it is possible that the order may be split to two or three sub-orders purchased over a few months (once fees have been paid).

    Generally, it is expected that textbooks will be in use and last for 4-5 academic years.  During this period, it is expected that there may be orders for replacement copies due to damage and loss on the part of users [Note: students are billed for both damage and loss]. In some fields, such as Computer Science and Management Information Systems, developments may require new titles earlier. Faculty should be aware that for popular titles, replacements may come in the form of new editions of an existing title. 

    After a textbook has been in use for 3-4 years, faculty may be asked to review their choices – either to continue with an existing title, perhaps in a new edition, or to order a totally new title.  The Provost’s office and the Library can support the process of selection through access to single electronic or physical copies for inspection.  This is to ensure that choices are made after a process of assessing the various options available. 

    Disposal of no longer used/out-of-date textbooks will be done by the Library together with the Provost, Heads of Departments and the Finance Office.  The processes and procedures are basically as follows, once books have been identified, stamped “withdrawn”, removed from the Library Management System, and approval given for disposal: 

    Phase 1 -
    1 week    		 Email sent to students with description of items + timeframe for collection
    Phase 2 –
    1 week    		 Email is sent to faculty to collect any leftover items
    Phase 3 –
    week. 4    		 Email is sent to CARLIGH heads of libraries offering them materials; deadline for collection is set at 3 weeks after Phase 2.
    Phase 4 –
    wee. 7    		 Remaining books offered to other institutions/NGOs
    Phase 5 –
    week 9    		 Remaining items disposed per Ashesi’s record retention and disposal policy

    Procurement of textbooks and other materials will follow Ashesi’s procurement policy and procedures, to ensure transparency and best value for money. 

    With a variety of stakeholders in the process of procuring textbooks - faculty, Heads of Department, the registry, the librarian, and the Procurement Committee, it is imperative that each one work expeditiously, to ensure that faculty and students have the textbooks in a timely manner.  Any concerns or challenges with the process should be reviewed with the Offices of Academic Affairs and University Administration.

  • Academic Probation Open or Close

    Responsible Office(s): Academic Affairs; Students and Community Affairs; Admissions and Financial Aid; Registry
    Purpose: To ensure that students on probation and their families are informed, supported, treated fairly and with respect, during the probation period and beyond.

    Ashesi University expects all its students to excel; consequently, if for any reason a student fails to meet minimum requirements academically (cumulative GPA falls below 2.0, less than a C average), the student is placed on probation. The student is formally informed of their changed academic standing and assigned to work closely with the academic advisor to systematically improve their academic performance. Faculty and faculty Interns are informed so the student may, understandably, have more access to them.

    Students will be subject to dismissal from Ashesi University if (1) they fail to make normal degree progress, or (2) after one or more consecutive regular semesters on academic probation they have not achieved either a semester or cumulative GPA of 2.0. Exiting probation (i.e., achieving a cumulative GPA of 2.0 or greater) is required for graduation.

    The gravity of not exiting probation after one (or more) consecutive, i.e., dismissal, makes it important for Ashesi to inform the family of the changed academic status of their ward. Consistent with Ashesi’s obligations to concern for others, and critical approaches, the family of the student who trusts Ashesi to provide a premium education, Ashesi’s Academic Advisor, Counselor, Dean of Students and Community Affairs and the Provost will:

    1. Ask to meet the family in person to explain the changed academic status and its implications
    2. At the meeting, provide the family tools to cope and to support the child or ward during the regular, yet crucial, subsequent semester.  
    3. Parents will be provided an update at the mid-semester point of the consecutive regular, yet crucial semester and another update at the end of the semester. This will allow us to show care towards both student and family, as our mission propounds. The family and the student will have a safe and regulated space to cope with the changed academic status, and will have a better opportunity to succeed in reverting to a good academic standing.
    4. As part of the process, privacy steps in the Ashesi Community will be implemented to prevent any stigmatization, where the student or family is concerned

    Ashesi is also committed to the United Nation’s Sustainable Development Goals. 

    . 

  • Information & Network Security Open or Close

    Responsible Office: Information Technology
    Purpose: To ensure that all members of the Ashesi community with access to the institution’s internet and other local servers or networks abide by institutional standards of monitoring, security and appropriate usage.

    Scope: This policy applies to all Ashesi University faculty, staff, students, vendors/contractors, guest account holders, and any other agents who may connect to Ashesi University network computing resources.  This policy also applies to all devices which are used by those individuals for network access, whether personally owned, university issued or otherwise obtained.  These devices include but are not limited to workstations, laptops, tablets, smartphones, servers, consoles, controllers, and any other computing device which is capable of communicating on Ashesi’s networks.

    This policy is intended to protect the integrity of the campus network, to mitigate the risks and losses associated with security threats to computing resources and to ensure secure and reliable network access and performance for the University community.  This policy is necessary to provide a reliable campus network to conduct the University's business and prevent unauthorized access to institutional, research or personal data.  In addition, the University has a legal responsibility to secure its computers and networks from misuse.

    1. Ashesi University faculty, staff or students may not connect, nor contract with an outside vendor to connect, any device or system to the University's networks without the prior review and approval from the Director of IT or the COO. Where possible Ashesi has automated tools to help monitor and ensure that network and computer resources provided are properly used and taken care of.
    2. Departments that wish to provide Internet or other network access to individuals or networks not directly affiliated with the University must obtain prior approval from the Support Centre. In order to maintain reliable network connectivity, no other department may deploy switches, bridges, and/or DHCP (Dynamic Host Configuration Protocol) services on campus without prior review and approval from the Support Centre.
    3. Users are not permitted to share passwords, leave devices (personal or institution owned) unattended to; reply to spam email; copy software or data belonging to Ashesi University; and/or unplug network, VGA, power cables or any other cable in any of the labs or in any office.
    4. Users are permitted to attach devices to the network provided that they:
      - are for use with normal University business or student operations
      - do not interfere with other devices on the network
      - are in compliance with all other Ashesi University policies.
    5. Unauthorized access to University networking equipment (firewalls, routers, switches, etc.) is prohibited.  This includes port scanning or connection attempts using applications such as SSH/SNMP, or otherwise attempting to interact with University network equipment.
    6. Unauthorized access to University equipment/cabling rooms is also prohibited

    Enforcement

    1. Any device found to be in violation of this policy or found to be causing problems that may impair or disable the network or systems connected to it, is subject to immediate disconnection from the University's network. Ashesi University’s IT team may subsequently require specific security improvements where potential security problems are identified before the device may be reconnected.
    2. Attempting to circumvent security or administrative access controls for information resources is a violation of this policy.
    3. Assisting someone else or requesting someone else to circumvent security or administrative access controls is a violation of this policy.
    4. The University reserves the right to test and monitor security, and to copy or examine files and information resident on university systems related to any alleged security incident or policy violation.

    (With Adaptations from Villanova University)

  • Environment & Social Management Open or Close

    Responsible Office(s): University Administration
    Purpose: To ensure that Ashesi University integrates environmental and social considerations into its decision making and operations to effectively manage environmental and social risks & impacts and improve outcomes.

    Ashesi University complies fully, and where possible exceeds, standards set in relevant local and international regulatory requirements and agreements. The University has adopted and abides by the World Bank’s Environmental and Social Framework (see here). Ashesi also leads a consortium that forms the Ghana Climate Innovation Centre, which supports Small to Medium Enterprises (SMEs) and technologies building solutions to climate change and adaptation.

  • Renewable Energy & Efficiency Open or Close

    Ashesi University commits to staff, employee and student involvement, and community engagement in realising sustainable development goals for energy efficiency, renewable energy and energy security in its development and operation. To this end, Ashesi promotes and implements renewable energy and energy efficiency programs addressing climate action, resource use efficiency and sustainable lifestyle.

    POLICY ELEMENTS AND STRATEGIES
    1. Administration and Promotion of environmental sustainability
    Ashesi has a designated sustainability administrator (SA). The role and its responsibilities, among others, is the implementation of a sustainability attainment program. 

    These include:

    • Sensitisation and awareness communication;
    • Review of the performance of the environmental and social action plan and recommending corrective actions for continual environmental improvement;
    • Publish its environmental and social policy in a manner easily accessible to Staff and Students to promote the sustainability principles among all staff, students, the community and contractors;
    • Communicates and encourage staff, students, and contractors to apply the sustainability principles to all aspects of the University’s operation and its delivery of the curriculum and associated services;
    • Ensure compliance with regulatory requirements concerning the environment, including "treated domestic wastewater effluent discharge quality" guidelines, and WHO standards for potable water and IFC –EHS guidelines.

    2. Implementation strategies and actions
    Consistent with the UNSE4All goals and SDG 7 and SGD 13, Ashesi has committed to key policies, action programs ad projects towards realising energy security and sustainability.

    2.1. On-Site Energy Generation Efficiency:
    Regularly servicing diesel-fired generators that use fossil fuels to optimise and maintain generation efficiency, that also minimises black emissions and reduces greenhouse gas emissions.

    2.2.Promoting End-Use Energy Efficiency:

    • Integrating green building concepts in the architecture design upfront (.eg natural solar lit in green building design).
    • Use of Efficient Lighting and Appliances: natural solar lit in green building design, replacement of all CFLs with LEDs and Use of LEDs in new buildings.
    • Energy Efficiency review program: installation of US-based energy efficiency analyser, with weekly monitoring, measurement and reporting system.
    • Reduce energy requirement of pumping water from borehole sources at 500m head through efficient pumps.

    2.3. Renewable energy penetration

    • 50% of total electricity consumption from renewable energy (Solar PV) by 2030; presently installed 200 kW solar PVe generating more than 10% of the current total electricity consumption; thus, achieving the UNSE4ALL target of 10% minimum RE penetration.
    • Renewable energy production from campus anaerobic digestion sewage treatment plant for use in the campus restaurants


    2.4. Climate Action and GHG emission reduction
    Carbon emissions management reducing GHG emissions and carbon footprint of the University operation:

    • reduce equivalent fossil diesel consumption for the production of on-site electricity and GHG emissions by energy efficiency improvement achieved
    • Avoid GHG emission by substitution of grid power with the grid-tied renewable energy system
    • Capture and use biogas (methane) from anaerobic digester plant for cooking at campus restaurants; converts methane to carbon dioxide and replaces methane emissions with carbon dioxide with less global warming potential.
    • Sensitising and promoting patronage of environmentally acceptable practices in the transport sector, including the use of mass transport, such as share of lifts, public transport, and school bus system to reduce transport/vehicular emissions per capita.
    • Conserving bird sanctuary and biodiversity of afforested areas as sinks and reservoirs of greenhouse gases;


    2.5. Staff, Employee and Students engagement for sustained actions
    Ashesi encourages active staff, employees and student participation in the sustainability initiatives, supported by the sustainability administrator (SA). The actions include:

    • Internal email communication of sustainability programs by the SA.
    • Sustainability initiatives Integrated into orientation programs for new staff, employees and students;
    • Student and staff representation on the Campus Sustainability Committee and the Community Relations Committee;
    • Sustainability competitions and awards such as green dormitory to develop eco-minded students; and sustain energy efficiency best practices.


    2.6. Energy Use and Monitoring
    i. Annual reporting of the trend of electricity consumption from

    • national grid,
    • on-site owned diesel generators and
    • renewable energy production,
    • Grid power substituted with grid-tied Solar PVe.

    ii. Energy saved by the reuse of treated wastewater for landscape irrigation that avoids energy use for pumping from the boreholes.
    iii. Energy saved by the amount of rainwater harvested ( presently 39-41%) that replaces the equivalent from boreholes and reduces energy use from generators used to power borehole pumps. 

  • Intellectual Property Policy Open or Close

    The present Intellectual Property Policy relates to the ownership, protection and commercial exploitation and enforcement of Intellectual Property created by Faculty, Staff, Students, Visiting Researchers and all other stakeholders of the University in the course of their duties and activities at the University. The document sets out the rules of the University for cooperation with industrial and business organisations and provides guidelines on the sharing of the economic benefits arising from the commercialisation of Intellectual Property. 

    Download Policy Document