8.2.7 Does your university as body measure/track pay scale gender equity?
Al Maarefa University measures and tracks gender equity in its pay scale. The university is committed to ensuring that male and female employees receive equal pay for equal work, as part of its broader efforts to promote gender equality in the workplace.
The university’s human resources department monitors compensation data regularly, focusing on gender-based disparities in pay. The objective is to detect and address any gender pay gaps that may arise, particularly in roles where women have historically been underrepresented. This approach aligns with Saudi Arabia’s Labor Law, which mandates non-discrimination in pay based on gender (as per Article 2 of the law).
Furthermore, Saudi Arabia’s Vision 2030 strategy encourages gender equality and addresses economic empowerment, which includes fair pay practices. As part of this, Al Maarefa University ensures compliance with national and international standards, regularly assessing its compensation policies to foster equal opportunities.
While the university is proactive in evaluating its pay equity, it also remains responsive to adjustments based on findings from internal reviews and any concerns raised by employees or regulatory bodies. By tracking and addressing pay scale gender equity, Al Maarefa University demonstrates its commitment to creating a fair and inclusive work environment.
Comprehensive Guide Policies of Human Resources Management
Fourth: Monthly wage and allowances for administrators:
The monthly wage and allowances for administrators consist of the following parts and according to the controls of each of them:
1. Basic wage:
● It is determined according to the wage scale approved for the university and paid monthly at the end of each Gregorian month.
● Equal salaries between males and females. The university adopts a unified standard for granting wages or financial allocations
● The candidate for the post is given additional grades (bonuses) according to the approved pay scale for his experience in the field of the contracted job and is calculated to five years of experience.
● The person with the authority may make an exception from the above paragraphs as required by the interest of the university.
2. Transportation allowance:
It is determined according to the wage scale approved for the university and paid monthly.
3. Housing allowance:
● It is determined according to the wage scale approved for the university.
● Housing allowance is paid monthly with the employee’s wage.
● The university may provide suitable housing for the employee if he agrees to do so, and in this case he is not entitled to a housing allowance, and he bears bills such as electricity, telephone, internet, water, and the like.
● The housing allowance may be paid for six months in advance when the employee starts working from outside the Kingdom and on a university visa for one time only, and then paid monthly, according to the following:
1- Apply for housing allowance in advance.
2- Obtaining the approval of the competent authorities to issue residence and prove that there are no obstacles.
1. 3. The housing allowance provided shall be paid according to the date of the employee’s appointment/commencement, i.e. for the first six months of commencement of work, regardless of the date of the application, unless it is paid monthly earlier, to be paid for the remaining period thereafter.
Third: Monthly wage and allowances for faculty members and the like:
The monthly wage and allowances for the faculty member and the like consist of the following parts and according to the controls of each of them:
Basic wage:
· It is determined according to the wage scale approved for the university and paid monthly at the end of each Gregorian month.
· Equal salaries between males and females. The university adopts a unified standard for granting wages or financial allocations.
Transportation allowance:
It is determined according to the wage scale approved for the university and paid monthly.
Housing allowance:
● It is determined according to the wage scale adopted for the university.
● Housing allowance is paid monthly with the employee’s wage.
● The university may provide housing for the employee if he agrees to do so and provides adequate housing, and in this case he is not entitled to housing allowance, and the employee bears bills such as electricity, telephone, internet, water, and the like.
● The housing allowance may be paid for six months in advance when the employee starts working from outside the Kingdom and on a university visa for one time only, and then paid monthly, according to the following :
1. Apply for housing allowance in advance.
2. Obtaining the approval of the competent authorities to issue residence and prove that there are no obstacles.
3. The housing allowance provided shall be paid according to the date of appointment/commencement of the employee, i.e. for the first six months of commencement of work, regardless of the date of the application, unless it is paid monthly before that, it shall be paid for the remaining period thereafter.
Fourth: Advantages and Benefits:
Medical Insurance:
● The university provides appropriate medical insurance for all faculty members, their equivalents and their families according to the type of contract and job grade in accordance with the Saudi Labor Law in Article 144 and the executive regulations of the Cooperative Health Insurance Law – in the Kingdom of Saudi Arabia – Article II “The number of family members tattooed and soft according to the contract and according to Table No. (1)
• Those who are supported by the Saudi employee or sponsored by him for non-Saudis, provided that they reside permanently and regularly within the Kingdom, and according to the categories stipulated and in accordance with the regulations of the Council of Health Insurance in the Kingdom of Saudi Arabia.
● The employee is entitled to the insurance category specified for him and his covered family members, and the insurance category for the employee, his wife and the covered children may be upgraded to the category that follows the category due.
Temporary housing:
● The university provides faculty members and the like coming from outside the Kingdom and the city of Riyadh temporary housing (family or single according to the contract) and transportation to and from the university for a maximum period of 10 days from the date of arrival.
Labor law Saudi Arabia
The standards defined by Almaarefa University for the evaluation and application of employee remuneration at the academic and administrative levels are done honestly and transparently in accordance with the labor laws of Saudi Arabia.
Saudi labor law, particularly under the Labor Law and Vision 2030 initiatives, emphasizes the importance of non-discrimination and equal opportunities for all workers, regardless of gender. Here are the main points relevant to pay equity:
- Non-discrimination in Compensation: The Saudi Labor Law (under Article 2) explicitly prohibits discrimination based on gender, ensuring that all employees, irrespective of their sex, should receive equal pay for equal work. This provision mandates that workers performing the same or similar duties should be compensated equally, reinforcing the principle of pay equity.
- Equal Rights for Men and Women: The law reinforces that both men and women are entitled to the same rights in terms of pay, job benefits, and opportunities for professional advancement (including promotions). This is part of Saudi Arabia’s broader commitment to gender equality, which is also reflected in the national strategies aligned with Vision 2030.
- Vision 2030 and Gender Equality: One of the main pillars of Saudi Vision 2030 is promoting economic empowerment and gender equality. This includes fair compensation practices, with a focus on reducing gender gaps in various sectors, including pay disparities. The Saudi government has taken steps to implement regulations that ensure women have equal access to opportunities in the workforce.
- Private Sector and Pay Equity Monitoring: The government requires private institutions, including universities, to comply with these principles. Employers are expected to monitor and report on pay equity, taking corrective actions when disparities are identified.
As part of this framework, Al Maarefa University aligns with both national labor laws and broader gender equity goals to ensure compliance with non-discrimination policies. Regular internal reviews of compensation structures help identify and address any potential gaps in pay based on gender.
Guidelines Work Ethics Rules
Speech of His Excellency the Minister of Labor and Social Development
We sum some major points:
· The Saudi labor system upholds the values of justice in its comprehensive concept, it pushes towards stability and job security, consolidates the principles of social peace, and safeguard human rights on the land of the Kingdom.
· As we began with justice to end this brief word, contemporary legislation to renounce racial discrimination and discrimination, and to support the principles of equality, and before those legislations was the true Assamese religion he has the virtue of taking the lead in establishing the values of justice and justice, so equality without justice it’s a clear injustice, so people differ among themselves in terms of their abilities and their potential, so it was necessary that fairness and justice be before equality, especially in the rights attached to it.
Objectives of the Guide
The Charter includes and focuses on several ethical principles and axes, which are:
· Justice, equality and non-discrimination.
· General noon.
· Honesty and honesty.
· Not to exploit the monument.
· Ergonomics.
· Public etiquette and behavior.
· Promote teamwork.
Public Behaviors and Etiquette
Justice, equality and non-discrimination
Many contemporary legislations have included the urge to renounce discrimination and urge on equality and perhaps one of the most important of these legislations is the International Convention on the Elimination of All Forms of Racial Discrimination against all forms of discrimination against women.
Equality, Diversity & Inclusion
AlMaarefa University Equality and Diversity Policy
AlMaarefa University is committed to promoting equality and providing an environment where all members of its community are treated with respect and dignity. We are committed to seeking to employ a workforce and educate a student body that reflects the diverse community we serve. The Equality Act (2010) helps by providing a legal framework to protect people from discrimination, harassment, and victimization in the workplace and wider society.
As a Higher Education Institution, we have specific equality duties that also require us to eliminate unlawful discrimination, advance equality of opportunity and foster good relations. It is also our responsibility to publish equality information (data) on an annual basis and review and publish specific and measurable equality objectives every four years.
UM are committed to providing equality of opportunity and will work to ensure that all of our staff, students, and visitors, as well as those that seek to apply to work or study with us are treated fairly and are not subjected to unlawful discrimination by the University on the basis of (their protected characteristic):
· Age
· Disability
· Gender Identity (a personal sense of one’s own gender. This can correspond to or differ from the sex we are assigned at birth)
· Marriage or civil partnership
· Pregnancy and maternity
· Race (includes: race, color, nationality (including citizenship), ethnic or national origins)
· Religion or belief including philosophical belief and a lack of belief.
· Sex
· Sexual orientation
Scope
The policy is applicable to all staff (which includes for the purposes of this policy and for ease of reference, consultants, contractors, volunteers, casual workers, and agency workers), students, and applicants to work or study at the University. The principles of non-discrimination and equality of opportunity also apply to the way in which staff and students should treat each other, visitors, contractors, service providers, suppliers, and any other persons associated with the functions of the University.
Aims of the Policy
The University’s aim is to promote equality of opportunity for all, through the following objectives:
· Assessing the impact on equality in our policies, procedures, and practices.
· Having an effective data monitoring and analysis process.
· Involving staff, students, and other stakeholders in the development and delivery of our equality objectives.
· Promoting equality, diversity, and inclusion through internal and external communications.
· Ensuring that managers and staff take part in equality training and those who have responsibility for recruitment and selection.
· Ensuring staff and university student support services are, as far as reasonably possible, accessible to all.
· Ensuring that both existing staff and students, as well as those who seek to apply to work and study with us, are treated fairly and are judged solely on merit and by reference to their skills and abilities.
· Ensuring that staff, students, and their representatives are provided with appropriate forums to discuss equality, diversity, and inclusion issues and raise any concerns.
· Ensuring that all contractors and service providers operating on behalf of the University are aware of this policy and are expected to adhere to it.
· Complying with its legal obligations.
Sanctions
A failure to comply with the principles set out in this policy may be considered to be a disciplinary offense and will be addressed through the relevant procedures.
Complaints
Any cases of discrimination, harassment, bullying, or victimization will be taken very seriously by the University. Any member of staff or student found guilty of unlawful discrimination or harassment will be subject to disciplinary action. Appropriate action will be taken where possible if any member of the public, visitor, or service provider is involved in discrimination or harassment. Staff, students, or other parties who make a complaint of discrimination have the right to do so without fear of victimization, and the University will make every effort to ensure that any complaints are dealt with promptly and fairly.
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.
UM Board of Trustees and University Council
The Board of Trustees of Almaarefa University is the governing body of Almaarefa University. His role in encompasses many duties and responsibilities that concern everything related to the university. BoT is responsible for the future direction that the university takes in order to maintain a high quality of education, a better society and economic development in the kingdom of Saudi Arabia. BoT assures the entire academic community that both students and employees meet the expectations and objectives that are set each year to improve.
University Council
The University Council is a body in charge of carrying out and creating different strategies in relation to university issues, supporting the main body (Board of Trustees) in addition to exercising general supervision of the institution and its affairs, as well as making decisions at certain times next to the main body.
