Almaarefa University Equal Pay Policy

Almaarefa University is committed and fully supports the principles of equality and diversity in employment. We believe as part of that principle that all staff, regardless of age, disability, gender, race, ror any other irrelevant distinction should receive equal pay for the same or broadly similar work, for work rated as equivalent and work of equal value. The University understands that equal pay between men and women is a legal right under both the Kingdom of Saudi Arabia. The University recognizes that in order to achieve equal pay for employees doing work of equal value it should operate a pay system which is fair, equitable, transparent, based on objective criteria and free from unlawful bias.

Each UM member will ensure that the principle of equal pay for university workers for work of equal value is applied. The university assures its staff members:

  • Analytical scheme of job evaluation: With the purpose of making equitable salaries between men and women
  • Work that is proved to be of equal value.

The Staff member will not be required to provide the same pay and benefits if it can prove that the difference in pay or benefits is genuinely due to a material factor that is not tainted by sex discrimination reason.

Action to Implement Equal Pay Policy

In order to put our commitment into practice UM will:

  • Implement the current work being undertaken on the Framework Agreement which provides an opportunity to the University to update and reform the existing pay and grading structures, in partnership with the campus Workers Committee.
  • Undertake a comprehensive Equal Pay Review in line with EOC Code of Practice for all current staff and starting pay for new staff (including those on maternity leave, career breaks, or non-standard contracts).
  • Carry out regular Equal Pay reviews using published guidance to determine what further objectives are required to deal with continuing gender pay gaps.
  • Carry out regular monitoring of the impact of our pay practices and report progress at least every three years.
  • Inform employees of how these practices work and how their own pay is determined.
  • Provide training and guidance to managers and supervisory staff directly involved in decisions about pay and benefits.
  • Discuss and agree the equal pay policy with recognized campus Workers Committee , prior to University Court approval.

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