SDG 5: GENDER EQUALITY

SDG 5: GENDER EQUALITY

Commitment to Gender Equality and Institutional Vision

Al Maarefa University demonstrates a strong institutional commitment to Gender Equality (UN SDG 5) across its education, research, and operational domains. The university’s mission and policies explicitly promote an environment of equal opportunity, respect, and inclusion for all genders. In its Equality and Diversity Policy, Al Maarefa affirms that “all members of its community are treated with respect and dignity”, striving to recruit a diverse workforce and student body reflective of the community it serves [1]. The policy underscores eliminating discrimination and advancing equality of opportunity, aligning with Saudi Arabia’s Vision 2030 goals of empowering women and the UN SDGs [1]. Importantly, Al Maarefa prohibits any form of unfair treatment based on protected characteristics such as sex or gender identity, ensuring no person is discriminated against on the basis of sex, gender identity, or other characteristics [1].

This top-level commitment is backed by concrete measures. As a higher education institution, Al Maarefa publishes equality data annually and sets measurable equality objectives every four years to track progress [1]. A dedicated Equity, Diversity, and Inclusion (EDI) Committee oversees these efforts, fostering an inclusive campus culture. By embedding gender equality into its governance and strategic planning, the university signals that empowering women is integral to its institutional mission and social responsibility. Al Maarefa’s Social Responsibility Center similarly adopts global perspectives, annually selecting UN SDGs (including SDG 5) to plan programs that promote community well-being and sustainable change [1]. Through these commitments, Al Maarefa University positions itself as a leader in championing gender equality in Saudi higher education.

Policies Ensuring Equal Opportunities in Admissions and Employment

Equal opportunity policies at Al Maarefa University ensure that admissions, hiring, and advancement are based on merit and free from bias. The university’s admissions policy is gender-neutral and merit-based, applying identical academic criteria to all applicants regardless of gender [2]. For instance, the published admission requirements (minimum high school GPA, test scores, etc.) are the same for male and female students across all programs [3]. The policy explicitly states that selection is “according to the student’s qualifications, far from any discrimination” [2]. To uphold fairness, Al Maarefa even maintains separate application portals for male and female applicants – not to segregate standards, but to accurately track applications and ensure equal opportunity for female students [2]. In practice, this means female applicants have the same access to all academic programs, including those traditionally male-dominated, with outreach efforts to encourage their applications (detailed in later sections).

On the employment side, Al Maarefa’s non-discrimination policy for staff guarantees equal opportunity in recruitment, pay, and promotion. The Equality Policy covers all employees and job candidates, affirming that staff and applicants are treated fairly and “judged solely on merit… by reference to their skills and abilities” [1]. The university does not tolerate discrimination in the workplace; it has a clear policy against gender discrimination in hiring and employment practices [1]. In addition, Al Maarefa tracks workplace equity indicators – for example, it monitors pay scales by gender to ensure equity and has a stated commitment to equitable pay (as indicated by internal SDG monitoring of pay scale equity and gender pay gap tracking) [1].

Crucially, women are represented in leadership and decision-making roles at the university. Approximately one-third of Al Maarefa’s senior academic staff are female [4]. Specifically, 25 out of 77 senior academic positions (32%) are held by women [4], which is a notable share in the context of higher education. Women also serve in key administrative and academic leadership posts – for example, female faculty members act as mentors and role models (as discussed below), and women like Prof. Dr. Ibtisam Al-Madhi serve in high-level roles (Advisor to the President for Scientific Research) representing the university in international collaborations [5]. This representation at senior levels underscores Al Maarefa’s practice of ensuring women have equal access to leadership opportunities in governance and research. The university is continuously striving to improve this balance (with mentorship and development programs for future women leaders), reflecting its policy framework that gender diversity “is integral to its institutional mission” and the goal of empowering women in academia and the workforce [3].

Gender Balance in Student Enrollment and Academic Achievement

Gender balance data at Al Maarefa University highlights its success in providing opportunities to female students and achieving parity in outcomes. Women comprise at least half – often a majority – of the student population across major programs. Overall, female students make up roughly 57% of enrolled students, compared to 43% male [2]. This proportion indicates that women not only apply and are accepted at high rates, but also choose to enroll in significant numbers. The gender balance extends across disciplines: for example, in the College of Pharmacy 55% of students are female (45% male), and in the College of Medicine 55% are female as well [2]. Even in these rigorous fields, women are equally represented. Moreover, female students in Pharmacy have slightly higher graduation numbers – 56% of Pharmacy graduates are female [2] – demonstrating that women persist and succeed through completion at rates on par with or above men.

Tracking and supporting female student success is a priority. Al Maarefa systematically measures women’s application, acceptance, and completion rates and uses this data for strategic planning [2]. University records show that female students have a higher overall completion rate than male students at the program level [2]. In other words, once enrolled, women are slightly more likely to progress and graduate, reflecting strong academic performance. Consistently, about 53–55% of the university’s graduates are female each year, outnumbering male graduates (47–45%) [6]. This positive outcome is enabled by supportive policies and suggests that female students thrive at Al Maarefa. The university’s Quality Center provides gender-disaggregated statistics on course pass rates and uses them as indicators to compare achievements; where gaps are identified, interventions are made. Notably, these analyses have shown female students performing at least on par with their male peers, if not better [2].

To maintain gender balance, outreach and scholarship initiatives encourage women’s enrollment. Al Maarefa has admission quotas and targets to ensure women have ample seats in each program, especially in STEM and health fields [2]. The 2020–2025 Operational Plan even included an action to “Enable outstanding women cadres” as part of a strategic goal to enhance governance [2], illustrating high-level commitment to women’s inclusion. Additionally, the university offers targeted scholarships for female students, particularly in fields like medicine, engineering, and other underrepresented areas, to attract and support talented women [3]. These financial aid programs have been effective in boosting female enrollment and retention.

In summary, Al Maarefa’s student demographics and outcomes show gender equality in access and success. Women participate in all colleges at high rates and the university carefully tracks their journey from application to graduation. The data-driven approach ensures that any emerging gender gaps can be quickly addressed, but thus far the trend is clear: women are flourishing academically at Al Maarefa University, attaining degrees at rates slightly above their male counterparts – a strong indicator of SDG 5 performance in education.

Supporting Women in Underrepresented Fields (STEM and Beyond)

One of Al Maarefa University’s focal efforts under SDG 5 is to support and encourage women in fields where they have been historically underrepresented, such as science, technology, engineering, and mathematics (STEM). Recognizing that women in Saudi Arabia have traditionally been underrepresented in some disciplines, Al Maarefa has launched comprehensive initiatives to close these gaps:

Outreach Programs for Girls in STEM

The university conducts outreach and awareness programs targeting schoolgirls and prospective female students, especially in STEM. Al Maarefa “actively promotes women’s participation in fields where they are traditionally underrepresented, such as STEM, through comprehensive outreach efforts,” including awareness programs, career workshops, and interactive sessions in schools and communities [5]. These initiatives are designed to inspire young women to pursue STEM disciplines by showcasing role models and clarifying academic pathways. For example, female faculty and successful alumnae often lead interactive sessions to demystify engineering or IT careers for high school girls. By investing in outreach, Al Maarefa helps build the pipeline of female applicants in engineering and technical programs.

Collaboration and Partnerships

Al Maarefa partners with government agencies, NGOs, and educational associations on regional and national campaigns that promote women in STEM. The university leverages these partnerships to ensure women receive tailored guidance, mentorship, and resources in choosing STEM fields [5]. For instance, Al Maarefa is an active contributor to national initiatives aligning with Saudi Vision 2030’s emphasis on women in the workforce. Through such collaborations, the university extends its impact beyond campus, influencing societal norms and policies in favor of women’s inclusion in scientific and technical education.

New Programs Opening for Women

In a groundbreaking move, Al Maarefa opened its Bachelor of Industrial Engineering program to female students for the first time in the 2023–2024 academic year [5]. This decision to offer engineering “for girls” reflects a strategic effort to provide women access to engineering careers. Announcements highlighting “Bachelor of Industrial Engineering for Girls” were promoted to attract female applicants [5]. By adding engineering to the roster of programs available to women (alongside health and computer majors, which were already co-educational), Al Maarefa has expanded opportunities for women in a field that was previously male-dominated. Early response has been positive, with interested female students enrolling, indicating a step forward for gender diversity in the engineering sector.

Encouragement and Support Mechanisms

Within the university, female students entering traditionally male fields receive additional support. Al Maarefa offers mentorship programs, scholarships, and targeted support for female students in STEM and other underrepresented areas [5]. This might include pairing new female engineering students with mentors from senior classes or industry, providing extra tutoring in foundational courses, or forming student clubs that create a welcoming community. These measures ensure that once women enroll in underrepresented fields, they have the resources and encouragement to succeed. Such initiatives “reflect the university’s commitment to reducing gender disparities and empowering women to thrive academically and professionally in diverse sectors.” [5].

Thanks to these concerted efforts, Al Maarefa is seeing increasing female participation in areas like computing, engineering, and research. The campus culture celebrates these breakthroughs: for example, the university marked the achievement of one of its female graduates, Dr. Asma bint Mamoun Kiremli, who became one of the first Saudi female doctors to win the Prince Faisal bin Bandar Award for Excellence and Creativity [5] . Public recognition of such role models serves to motivate current female students and change perceptions about women’s capabilities in all fields. The net effect of Al Maarefa’s programs is a supportive ecosystem that not only encourages women to enter underrepresented disciplines but also to excel in them, thereby contributing to greater gender balance in the professional landscape.

Women’s Mentorship and Leadership Development Programs

Al Maarefa University places a strong emphasis on mentorship and leadership development for its female students and staff, understanding that guidance and role modeling are key to empowering the next generation of women leaders. A flagship initiative in this realm is the university’s Women’s Mentoring Scheme, which has gained robust participation and tangible outcomes:

Structured Women’s Mentoring Scheme

Al Maarefa runs a formal mentoring program engaging female students in academic and personal development. The scheme pairs female students with mentors – including experienced faculty members and successful female alumni – to offer guidance on career development, leadership skills, and work-life balance [7]. Through regular mentoring sessions, students receive advice on navigating academic challenges, exploring career options (such as research opportunities or internships), and building confidence to assume leadership roles. The program’s design recognizes challenges women might face and addresses them through one-on-one support. Notably, this initiative has achieved significant scale: over 10% of the female student body participates in the mentoring scheme, exceeding the metric threshold and showcasing the university’s commitment to providing such support widely [7]. Feedback from participants has been positive, with many mentees crediting the program for improving their preparedness for the workforce and motivating them to seek leadership positions.

Leadership Workshops and Summits

Beyond one-on-one mentoring, Al Maarefa encourages women’s leadership through workshops and external engagements. The university hosts leadership development workshops specifically for female students and young faculty, covering topics like effective communication, management skills, and professional networking [3]. Additionally, Al Maarefa women are present in prominent forums – for example, Dr. Sarah Al-Bukhari and Dr. Sarah Al-Marzouqi represented Al Maarefa University at the Coursera Women’s Leadership Summit in the Middle East 2024, joining academic and industry leaders to exchange experiences [7]. By facilitating such participation, the university helps its female staff and students to broaden their horizons, gain mentorship from global leaders, and bring back insights to campus. It also signals that Al Maarefa’s women are at the forefront of thought leadership, further inspiring students.

Student Leadership and Representation

On campus, women are active in student governance and initiatives, indicating an inclusive environment. Al Maarefa has a student union and various student clubs where female students take on executive roles (e.g. club presidents, project leads). The university’s Student Participation Framework explicitly encourages female involvement in campus activities, research projects, and leadership positions in student organizations [3]. This policy has translated into many women-led events and competitions. For instance, female students have organized interdisciplinary conferences, led health awareness campaigns, and represented the university in competitions – often with outstanding success. A recent highlight was a team of female Pharmacy students who achieved top rankings for their research project at an international forum (DUPHAT), securing second and third place awards in a research creativity competition [7]. The university president publicly honored these female students for their achievement, reinforcing the message that women’s leadership and excellence are highly valued at Al Maarefa [7].

Alumnae Engagement and Role Models

Al Maarefa leverages its network of female graduates as a resource for current students. Successful alumnae, such as business leaders, doctors, or scientists who studied at Al Maarefa, are invited to campus for talks and mentorship. This not only provides relatable role models to aspiring students but also strengthens the alumni network. The Alumni Unit at the university actively tracks the career progression of female graduates, seeking to align academic programs with market needs and to involve alumnae in mentoring current students [6]. One celebrated alumna, mentioned earlier, penned an essay on women’s high status in Saudi Arabia for International Women’s Day, and another created an artwork – examples of alumnae contributing to the discourse and culture of gender equality [7]. By highlighting such accomplishments, Al Maarefa fosters a cycle where each generation of women inspires the next.

Through these mentorship and leadership initiatives, Al Maarefa University not only helps women build skills and confidence but also ingrains a culture of mutual support. The outcome is a growing cohort of female leaders in academia and beyond – women who are prepared to take on faculty positions, administrative leadership, or pioneering roles in industry. This aligns directly with SDG 5.5 (women’s full participation in leadership), as the university is cultivating women who can lead within the institution and in the wider society.

Policies Against Discrimination and Harassment (Safeguarding and Grievances)

To sustain an equitable environment, Al Maarefa University has put in place stringent anti-discrimination and anti-harassment policies, along with clear mechanisms for complaints and grievances. These protections ensure that gender equality is not only achieved in numbers but also felt in the day-to-day campus experience. Key aspects include:

Zero Tolerance Policy

The university has a strict policy of non-discrimination against women (and all protected groups) that applies to all university members – students, faculty, staff, and even contractors and visitors [1]. Any form of discrimination, harassment, bullying, or sexist behavior is explicitly prohibited. The policy states that “any cases of discrimination, harassment, bullying, or victimization will be taken very seriously by the University”, with offenders subject to disciplinary action [1]. This zero tolerance stance is communicated clearly to the campus community, creating an atmosphere where inappropriate behavior is not tolerated socially or institutionally.

Protected Reporting and Grievance Procedures

Al Maarefa ensures that those who experience or witness discrimination can report it without fear of retaliation. The policy protecting whistle-blowers specifies that any staff, student, or other party who makes a complaint of discrimination has the right to do so without fear of victimization [1]. The University pledges to handle complaints promptly and fairly, investigating through appropriate committees and keeping the complainant safe from any adverse consequences [1]. There are formal channels – such as the Students’ Rights Unit and HR grievance committees – where incidents can be reported. The EDI Committee and a dedicated Students’ Rights Unit work together to address grievances: a multi-tier process allows initial investigation by a sub-committee at the college level, with appeals possible up to a main committee and ultimately to university leadership [8]. This structured approach assures complainants that their issues will be heard objectively. The existence of Article 31 in university regulations (as referenced in policy documents) outlines these escalation steps, reinforcing procedural fairness [8].

Awareness and Training

Al Maarefa backs up its policies with regular training and awareness programs on harassment and discrimination. Managers, faculty, and staff undergo training on equality and non-discrimination practices [1]. The aim is to equip those in supervisory roles to recognize and properly handle any incidents of bias or harassment. Students are also educated during orientations and through workshops about their rights and the resources available (e.g., how to file a complaint, contact the counseling center, etc.). By cultivating awareness, the university helps prevent incidents and ensures the community knows that harassment or discrimination can and should be reported.

Additional Safeguards

Al Maarefa’s commitment to a safe environment extends to maintaining confidentiality in investigations and providing support to victims. If a complaint is lodged, the university may offer counseling services to the affected individual and interim measures (like changing class sections or work shifts) to avoid contact with the alleged perpetrator during the investigation. The policies align with the Saudi Arabian legal framework (Equality Act provisions) and international best practices, giving the university a solid legal and ethical foundation for enforcement [1].

Through these measures, Al Maarefa University fosters a safe and respectful campus climate. Female students and staff can pursue their education and careers knowing that the institution will protect their rights and dignity. This robust approach to safeguarding underpins all the university’s gender equality efforts: it is not enough to enroll or hire more women; the university also ensures those women (and all community members) are treated equitably and can voice concerns freely. By addressing discrimination and harassment head-on, Al Maarefa satisfies SDG 5’s call for eliminating violence and discrimination against women, within the microcosm of its campus.

Family-Friendly Policies: Maternity, Parental Leave, Childcare and Safe Facilities

Understanding that many students and employees balance academic or work responsibilities with family life, Al Maarefa University has implemented family-friendly policies that particularly benefit women. These include supportive maternity and paternity leave provisions, on-campus childcare services, and a safe infrastructure for female community members:

Maternity Leave Support

Al Maarefa adheres to and builds upon Saudi Arabia’s labor laws regarding maternity leave, ensuring female employees can take sufficient leave around childbirth without career penalty. In line with national law, female employees at Al Maarefa are entitled to 10 weeks of paid maternity leave (up to 4 weeks pre-partum and 6 weeks post-partum) [9]. The policy guarantees paid leave at a rate determined by length of service – half pay for those with ≥1 year of service and full pay for those with ≥3 years [9]. Moreover, the university honors the legal provision that a woman can extend maternity leave with an additional month (unpaid) if needed, and cannot be terminated during maternity leave [9] [10]. Upon returning to work, new mothers are granted daily nursing breaks (up to 1 hour), allowing them time to care for their infants, as mandated by law and embraced by the university [9] [10]. These policies ensure that female faculty and staff do not have to choose between having a family and maintaining their career – an essential aspect of gender equity in the workplace. Al Maarefa’s HR department provides guidance to expectant mothers on arranging their leave and transitioning back to work smoothly, reflecting a culture of support.

Paternity Leave

Recognizing that supporting women’s participation also involves engaging fathers, Al Maarefa provides paternity leave for new fathers on staff. In accordance with Saudi labor regulations, male employees receive 3 days of paid paternity leave upon the birth of a child [11]. This allows fathers (including faculty, staff, or even students working part-time) to support their spouses during childbirth and early infant care. By granting paternity leave, the university acknowledges the role of fathers in family duties, which indirectly eases the burden on mothers and promotes gender equality at home. Such measures contribute to changing norms, encouraging shared parenting responsibilities. While 3 days is the legal minimum, Al Maarefa’s flexible work culture often permits fathers to combine this leave with personal or annual leave if more time is needed, subject to approval. The principle is that parenthood is respected and accommodated for all employees, which ultimately benefits female employees by fostering a family friendly environment.

On-Campus Childcare – “Joy Hub” Nursery

A cornerstone of Al Maarefa’s support for students and staff with young children is its accessible childcare facility on campus, known as the Joy Hub Nursery. This facility is open to the children of both students and employees of the university [12]. The Joy Hub Nursery provides free childcare services for students’ children during class hours, ensuring that mothers (or fathers) can attend courses knowing their children are in safe hands [12]. For staff and faculty, the service is available (often at no cost or subsidized, as the text suggests it is free for students and likely free or low-cost for staff as well [12]). The nursery offers more than basic babysitting – it provides early childhood education activities, proper nutrition, and a secure, stimulating environment for the children [12]. The aim is to give young children a constructive experience (learning through play, socializing) while their parents are at work or study. Security and quality care are top priorities: the nursery is staffed by qualified caregivers and teachers, and it meets government standards for childcare. Al Maarefa touts this service as part of its effort to help student mothers continue their education without interruption [12]. Indeed, the availability of on-campus childcare has been a game-changer for many female students who might otherwise struggle to balance coursework and motherhood. It has improved female student retention and success by removing a key barrier. The Joy Hub Nursery exemplifies the university’s proactive approach to supporting women – and parents generally – thereby advancing SDG 5 as well as SDG 4 (quality education) by reducing dropouts.

National Childcare Support Programs

In addition to its own facilities, Al Maarefa connects its community to national programs like “Qurrah”, a government-supported initiative that helps fund daycare for working women [12]. The university provides information and enrollment assistance for Qurrah, which subsidizes private daycare centers for women in the workforce [12]. By facilitating access to such programs, Al Maarefa extends support to female staff (and even graduates) beyond campus services, ensuring they can find quality childcare off-campus as needed. This comprehensive approach indicates that Al Maarefa is not just meeting minimum requirements, but actively bridging its community with broader societal resources to support women.

Safe and Inclusive Campus Facilities

The university campus is designed to be safe and welcoming for women. In accordance with cultural norms, Al Maarefa maintains separate facilities for female and male students in certain areas (e.g. separate study lounges or laboratory timings) to ensure comfort, while still providing equal quality resources to both. Female security personnel are present, and campus security patrols give particular attention to women’s parking areas and walkways to ensure safety at all hours. Additionally, facilities like female prayer rooms, common rooms, and rest areas are provided, acknowledging the needs of women on campus. Al Maarefa also periodically reviews campus infrastructure (lighting, surveillance cameras, emergency phone stations) through a safety committee that includes female staff, to continuously improve safety measures for everyone. These efforts contribute to a campus atmosphere where women feel secure and focused on their academic/professional goals.

Through its family-friendly policies and attention to campus well-being, Al Maarefa University addresses practical challenges that often disproportionately affect women’s educational and career trajectories. Maternity leave and childcare support remove barriers that might otherwise force women to pause or abandon their studies/careers. By enabling women (and men) to balance family and academic/work life, Al Maarefa not only upholds gender equality but also maximizes the potential of its talent – allowing students and employees to perform their best knowing their family needs are supported. This holistic support system is a key element of the university’s contribution to SDG 5 (Gender Equality) as evaluated by the Times Higher Education Impact Rankings.

Conclusion and Ongoing Commitment

Al Maarefa University’s sustained efforts on SDG 5: Gender Equality reflect a deep institutional commitment to empowering women and creating an inclusive academic environment. From robust anti-discrimination policies to proactive programs for female mentorship, leadership development, and family support, the university has embedded gender equality in its culture and operations. The evidence – in policy documents, official statements, and tangible outcomes – demonstrates that Al Maarefa is not only complying with norms but often exceeding them, pioneering best practices within the Saudi higher education context.

Key achievements such as gender-balanced enrollment (with women often in the majority), women’s success in graduation and academia, and increased representation of women in leadership roles showcase progress toward equality. Initiatives like the Joy Hub Nursery and the opening of engineering programs for women signal that Al Maarefa is addressing structural barriers head-on. The university also contributes to the broader societal change by preparing female graduates who excel in their fields and by collaborating on national programs that support women’s advancement.

Al Maarefa’s approach is comprehensive – addressing access, participation, and post-graduation outcomes for women, as well as ensuring a safe and equitable workplace for female staff. These efforts are continuously reviewed and improved through data tracking (e.g., gender disaggregated metrics) and stakeholder feedback, indicating an adaptive and responsive strategy. The university’s alignment with both THE Impact Rankings criteria and national Vision 2030 objectives positions it as a leading example of how universities can drive gender equality in line with global sustainability goals.

Moving forward, Al Maarefa University remains committed to sustaining and advancing SDG 5 performance. Plans are in place to further increase women’s participation in new fields (such as emerging technologies), to boost the percentage of women in senior academic positions via professional development, and to maintain its supportive policies amid a growing campus. By doing so, Al Maarefa contributes significantly to the empowerment of women in Saudi Arabia and sets a benchmark in the Times Higher Education Impact Rankings for SDG 5: Gender Equality.

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