8.2.6 Does your university as a body have a policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps?
Al Maarefa University, as a body, has policies in place to ensure pay scale equity, including a commitment to addressing gender pay gaps. These policies are aligned with Saudi Arabia’s labor laws and international best practices on gender equality in the workplace.
The university’s internal policies are designed to guarantee fair compensation for all employees based on their roles, experience, qualifications, and performance. The pay scale structure is set up to avoid gender discrimination, and the university periodically evaluates its compensation system to ensure that no gender-based disparities exist.
In addition to the university’s own measures, Saudi labor law enforces equality in pay. According to the Saudi Labor Law, specifically under Article 2, employers are prohibited from discriminating on the basis of gender, including in pay. Furthermore, the Saudi government’s Vision 2030 initiative promotes gender equality, including efforts to address gaps in employment and pay.
The university also actively monitors and evaluates pay data to ensure compliance with these laws and identifies any gender pay gaps. If discrepancies are found, measures are taken to correct them, reinforcing the university’s commitment to ensuring that all employees, regardless of gender, receive equal pay for equal work.
Thus, both Al Maarefa University’s internal policies and Saudi labor laws work together to ensure that gender pay gaps are addressed and rectified where necessary, supporting the university’s commitment to pay scale equity.
Human resources
Vision:
To be a role model in providing high quality services to the faculty and employees of Almaarefa University in order to achieve high human capital performance.
Message
To meet the expectations of the faculty and employees by providing high quality services that attract, motivate, and retain university human resources in a supportive work environment.
Values:
· Accuracy at Work: we focus on the accuracy of data related to HR work and activities as well as the accuracy in the application of the approved laws & regulations and the validity of the documents.
· Achievement at Work: accomplishing services that are provided to the beneficiaries while interacting with events and emergencies swiftly.
· Continuous Development: We work on developing Human Resources systems and on developing the level of the services provided as well as employees motivation policies.
· Privacy and Confidentiality: All employee and university data is restricted and confidential.
· Flexibility: Developing and implementing Human Resources policies & procedures, especially when amendments and changes occur on internal or external laws and also when dealing with special cases.
· Coordination and Integration: Working together with teamwork spirit, whether within the administration or with other organizational units at the university.
Tasks
• Align Human Resources policies and administrative procedures with the university’s needs and goals.
• Establish and develop an impartial structure and adequate system of incentives and benefits to increase the employees’ sense of loyalty and belonging.
• Utilize the best means to conserve the distinguished competencies.
• Oversee the implementation of administrative work plans and of programs for development, improvement and motivation in order to increase the effectiveness of Human Resources and achieve better performance.
• Participate in the follow up of the automation of the administration work, the application of the HRMS program, and the supervision of its implementation.
• Participate in the preparation of the training and development plan for university staff.
• Prepare job analysis and evaluation for all job positions at the university.
• Ensure that processes & procedures of the performance and compensation management are designed and implemented to align employees performance with the university’s goals.
• Prepare a job performance evaluation of the department’s employees and supervise its implementation.
• Evaluate the medical insurance service provided by insurance companies along with a regular follow up to ensure that it achieves the required level of quality.
• Supervise Personnel Affairs issues and their services.
• Continuous follow up of occupational safety requirements & prevention measures,and the application of relevant rules & regulations of the Ministry of Human Resources.
• Follow up on the statutory procedures, directives, and decisions issued by the authorized figure in relation to financial and administrative issues.
• Work on resolving disputes between employees, the company and the designated labor workforce.
• Propose to reform Human Resources policies in accordance with the labor regulations and internal regulations of the university, and follow up on their implementation after approval.
• Handle government relations services to ensure that the services provided by the Passports Department, the Ministry of Human Resources and Foreign Affairs, and the Chamber of Commerce are all provided to university staff.
• Register and update university staff’ social information in the system of The General Organization for Social Insurance.
• Register new Saudi employees in the Human Resources Fund system
• Follow up on the university’s dues with the Human Resources Fund until resolved and collected while coordinating with the relevant authorities in charge.
• Prepare periodic reports on the levels of accomplishments & achievement and provide recommendations to improve work quality.
• Participate in preparing the university’s annual achievement report.
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, religion or belief, sexual orientation, or 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 trade unions.
• 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 recognised campus trade unions, prior to University Court approval.
Almaarefa University Salary Structure
Almaarefa University ensures equal pay for all employees by calculating salaries based on the policies of the Kingdom of Saudi Arabia and the Equal Pay Policy. Almaarefa University ensures salary equity for all employees by calculating salaries based on the policies of the Kingdom of Saudi Arabia and with the purpose of ensuring transparency in the respective salaries. The salary scale is based on merits and time that the employee has in the university with total honesty without any type of discrimination either by gender, race, ethnicity or disability.
Salary Structure of the Faculty Members 2021-2022
For faculty members, UM established salaries with accommodation in the case of teachers who come from other countries and for teachers who are from Saudi Arabia, it supports them with 15% more for accommodation if necessary.
Almaarefa University Salary Structure of Administrative Staff 2021-2022
For members of the administrative staff, the university has a salary scale where it increases annually, in turn support is given in transportation and accommodation if necessary and depending on the degree of work of the employee, the salary is calculated, based on the merits achieved and years of work.
Unified Fair System for the Pay Scale
The university applies a unified fair system for the pay scale for all university employees divided according to qualification, degree and ranks.
UM issued a recruitment policy that illustrate all the terms, conditions and the procedures which apply in employees
