AlMaarefa University actively supports and facilitates a holistic ethical organizational culture through comprehensive policies, dedicated structures, and continuous initiatives that promote integrity, inclusivity, and professional ethics across all levels of the institution. ​

Institutional Commitment to Ethical Culture

AlMaarefa University has established a robust framework to foster an ethical organizational culture: ​

  1. Equality and Diversity Policy:

The university is committed to promoting equality and providing an environment where all community members are treated with respect and dignity. This policy ensures that access to university activities is available to all, regardless of ethnicity, religion, disability, or gender. ​

AlMaarefa University Equality and Diversity Policy

https://www.um.edu.sa/en/node/550

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
  • 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

https://www.um.edu.sa/index.php/en/node/194

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.

  • Professional Ethics in Medical Training:

In its medical programs, the university emphasizes adherence to professional ethics. Interns are trained to apply the ethics and principles of the profession, including maintaining patient confidentiality, accepting constructive criticism, and working harmoniously within medical teams. ​

https://um.edu.sa/pdf/Regulations-en.pdf

Training Objectives:

1. Applying the integrated concept of practicing medicine (prevention, early diagnosis, treatment, rehabilitation, considering the social environment and the psychological and economic condition of patients…etc

2. Preparing the intern doctor for independence in work and the ability to make decisions and deal with them efficiently and professionally.

3. Acquiring the skills of dealing and communicating with the medical team.

4. Developing the skills and knowledge of the intern doctor through feedback, interactive training, and continuous guidance.

5. Developing communication skills with patients and their families and knowing the correct method of dealing.

6. Applying professional ethics in all work and adhering to that and adopting the ethics of the Muslim doctor in all his affairs and actions during and outside work.

Right to Grievance:

The intern doctor has the right to appeal to the Grievance and Disciplinary Committee against any decision taken against him within fifteen days of his notification of the committee’s decision according to the Grievance and Disciplinary Regulations. He also has the right to object to the decision of the Grievance and Disciplinary Committee according to the regulations governing that.

  • Faculty Code of Ethics:

The College of Applied Sciences has developed a Faculty Handbook that outlines the code of ethics and professional responsibilities expected from its staff. This includes guidelines on fair treatment, professional conduct, and commitment to the university’s values.

Staff Code of Ethics and Charter

https://www.um.edu.sa/pdf/4-12%20staff%20handbook.pdf

Complaints and Grievances

These Standing Rules of Procedure for grievances are hereby implemented under the policy of Complaints and Grievances They apply to the filing and appeal of all grievances by any member of the Academic Staff. These procedures are intended to only be invoked only when persistent efforts at informal resolution of significant differences have failed; thereafter, further informal resolution efforts may be undertaken at any stage of the process.

Rights and Duties

 College of applied sciences philosophy is that you have the right to fair and equitable treatment and that you are responsible for conducting yourself in accordance with university policies and procedures.

Integration with Sustainable Development Goals (SDGs)

AlMaarefa University’s commitment to ethical culture aligns with its dedication to the United Nations Sustainable Development Goals (SDGs):​

  1. SDG 8 – Decent Work and Economic Growth:

The university fosters a work environment that promotes diversity, equity, and the well-being of its employees and faculty members. This includes providing fair compensation, benefits, and professional development opportunities.

SDG8
  • SDG 4.3.5 – Equality and Diversity:

The university ensures that access to its activities is inclusive, promoting equality and eliminating discrimination across various dimensions. ​

Through these comprehensive efforts, AlMaarefa University demonstrates its unwavering commitment to nurturing a holistic ethical organizational culture that permeates every facet of its operations.