SDG10: Reduced Inequalities

Al Maarefa University’s Commitment to SDG 10: Advancing Reduced Inequalities by Empowering Underrepresented Groups

Sustainable Development Goal 10 (SDG 10) aims to reduce inequalities within and among countries. Al Maarefa University, situated in Saudi Arabia, recognizes the importance of this goal and is dedicated to addressing inequalities by promoting inclusivity, empowering underrepresented groups, and creating a more equitable society.

Empowering Women:

Al Maarefa University is committed to gender equality and women’s empowerment. The university actively encourages the participation of women in all disciplines, offering support programs, mentorship opportunities, and leadership development initiatives. By empowering women through education and providing equal access to opportunities, the university contributes to breaking down gender-based inequalities and promoting a more inclusive academic environment.

Promoting Inclusion for People with Disabilities:

Al Maarefa University is dedicated to providing an inclusive educational experience for people with disabilities. The university ensures that its infrastructure, facilities, and services are accessible to all, including individuals with physical, sensory, and cognitive impairments. By removing physical and attitudinal barriers, the university creates a welcoming environment that supports the educational journey of all students.

Scholarships and Financial Support:

The university recognizes that financial barriers can contribute to inequalities in access to education. Al Maarefa University offers scholarships and financial aid programs to ensure that talented students from diverse backgrounds, including economically disadvantaged ones, have the opportunity to pursue higher education and achieve their academic goals.

Diverse and Inclusive Curriculum:

Al Maarefa University’s curriculum promotes diversity and inclusion by integrating a wide range of perspectives, experiences, and cultural contexts. This approach encourages students to think critically, challenge biases, and develop a more holistic understanding of societal inequalities. By fostering an inclusive learning environment, the university prepares students to become advocates for reduced inequalities in their future endeavors.

Awareness Campaigns and Training:

The university conducts awareness campaigns and training programs that promote understanding and empathy for underrepresented groups. Through workshops, seminars, and interactive sessions, Al Maarefa University educates its community about the challenges faced by marginalized populations, fostering a culture of respect and inclusivity.

Community Engagement:

Al Maarefa University actively engages with local communities to address inequalities beyond its campus. The university collaborates with organizations, NGOs, and government agencies to create initiatives that empower underrepresented groups and improve their access to education, skills development, and opportunities.

Support for Minority Groups:

Al Maarefa University’s commitment to SDG 10 is demonstrated through its multifaceted efforts to empower underrepresented groups, promote inclusivity, and address inequalities. By fostering an environment that values diversity, offering financial support, promoting accessibility, and conducting awareness campaigns, the university contributes to reducing inequalities and creating a more just and equitable society in Saudi Arabia. Through its dedication, Al Maarefa University plays a pivotal role in advancing SDG 10’s principles and ensuring that all individuals have equal opportunities to thrive and contribute to society.

General Organization for Social Insurance

Our Vision

To excel in serving our customers efficiently and effectively, and to continue in improving social insurance benefits..

Our Mission

To provide leading social insurance services for the contributors and their families.

Our Values

  • Excellence in services      
  • Innovation and Creativity
  • Focusing on customers    
  • Continuous Improvement
  • Transparency and Questioning     
  • Team Work 
  • compassion

Brief on the General Organization for Social Insurance

The Social Insurance Law was issued under the Royal Decree No. M/22 dated 15/11/1969. The Annuities Branch was implemented on 01/01/1393H. and the Occupational Hazards Branch on 01/07/1402H. The Law was amended by the Royal Decree No. M/33 dated 29/11/2000. and implemented as of 01/04/2001.
The General Organization for Social Insurance (GOSI) was established to implement the provisions of the Social Insurance Law and follow-up the process of achieving the compulsory insurance coverage, collecting contributions from employers and paying benefits for the eligible contributors or their family members.
GOSI enjoys administrative and financial independence. fourteen-member Board of Directors, supervises GOSI. The members are Minister of Finance, Chairman; GOSI Governor, Vice-Chairman; Governor of the Public Pension Agency; Council of Economic and Development Affairs Representative; four members representing Ministries of Human Resource and Social Development, Finance  Health, and Economy and Planning; three members of highly qualified contributors; and three members of employers. GOSI exercises its activities through the Head Office and 21 field offices located in a number of regions and governorates in the Kingdom.
The Social Insurance Scheme is an aspect of social cooperation and solidarity provided by the society for citizens. The Scheme covers workers in private sector and a group of workers in public sector. It also provides the contributors and their families with a decent life after leaving work due to retirement, disability or death; medical care for contributors afflicted with work injuries or occupational diseases; and necessary compensation in the event of occupational disability or death.

 Wages Protection Program

 The wage protection program monitor the wages payment to all operations Workers and workers in the private sector enterprises (Saudis and expatriates) in order to create a rule containing updated data for the payment of workers in the private sector and determine the extent of wages operations, information  Installations, obligation to pay wages on time.

Starting from 22 \ 7 \ 1434 H, corresponding to 1 \6 \ 2013 implementing the program to include in The first phase giant-sized enterprises (3,000 employees or more)  trial period and will be able to raise wages file in the ministry services portal and that file starting wages from June that the mandatory application of the date of 25.10.1434 starts corresponding to 01/09/2013 AD as previously announced plan.


The National Labor Gateway ‘Taqat’

The National Labor Gateway ‘Taqat’ is one of initiatives launched by the Human Resources Development Fund, the Ministry of Human Resources and Social Development and the Ministry of Civil Service. It provides a full-fledged platform for the private and public sectors as well as service providers in the Saudi labor market. Also, it brings together job seekers and employers with offering effective and efficient services for employment and training that increase stability and up-skilling of Saudi nationals and give equal opportunities for all.

Registration Mechanisms

Offering e-services related to registration in the portal as below:

  • Job seekers registration.
  • Employers registration.
  • Government entities registration.
  • Information check for job seekers by the National Information Center.
  • Information check for employers by the MLSD.
  • Mobile no. verification when job seeker or employer enter the portal.
  • Alignment with more than 60 government entities to check data of those registered in the portal.

CV Management

Offering e-services related to Cv. in the portal as below:

  • Create and Update CV.
  • Receive notifications to complete CV.
  • CV. review in line with qualification and work experience.
  • Print Cv. via the portal.
  • Information check for employers by the MLSD.
  • Mobile no. verification when job seeker or employer enter the portal.
  • Alignment with more than 60 government entities to check data of those registered in the portal.

Job Application Management

Managing all online job applications in the portal as below:

  • Manage job applications.
  • Send and receive invitations for applying for jobs.

Job Posts Management

It allows the employer to manage job posts online as below:

  • Create and publish the job post in an easy way as well as edit it.
  • Search for job posts.
  • The employer can contact directly with candidates.
  • Online matching between candidates and jobs in question.
  • Create job posts under the ‘Tamheer’ OJT program with the ability to receive and accept job offers (interviews).
  • Create a wish-list for favorite job posts.

Program Benefits Management

The individual can utilize services offered by programs in the portal as below:

  • View and apply for programs.
  • Check if applicants are eligible for programs.
  • Payments released for the beneficiaries registered with the programs.
  • Obligations and strikes

Customer Service Management

Managing all customer services in the portal as below:

  • Appeals & Tickets creation.
  • Submit inquires and suggestions.
  • Contact the Call Contact Center

E-matching Mechanisms

Offering e-matching between job seekers and available vacancies:

  • View job offers that fit the CV. of job seekers.
  • View job offers that meet employers’ needs of human resources. 

Training Services Management

It allows the individual to utilize training services in the portal as below:

  • Utilize ‘Doroob’ e-training courses.
  • Utilize ‘Tamheer’ OJT program.
  • Create job posts via the ‘Tamheer’ program.

Rights of People with Disabilities

Dedicated to providing a decent life for all citizens and residents, this section highlights the efforts and interests of the Kingdom in preserving the rights of people with disabilities, ensuring that they are able to lead dignified lives by enhancing the services provided to them.

This section emphasizes the legal framework related to the basic law of governance, protection from harm, social care, rehabilitation centers, health care and equality in education for people with disabilities. Additionally, it also highlights employment initiatives, mobility and transportation, facilities and parking, sign language support, housing and mobile services dedicated to people with disabilities, while also addressing their ability to participate in decision making processes and information about the King Salman Award for Disability Research.

The Kingdom of Saudi Arabia’s government is concerned with providing a decent life for all its citizens and residents, considering different groups’ needs. People with disabilities are among the most important of these groups. Disability means any person who has a complete or partial deficiency in a stable manner. This deficiency can be in the physical, sensory, mental, communicative, educational, or psychological capabilities. It can reach an extent that reduces the possibility of meeting the normal needs compared to others without disabilities. A disability can be one or more of the following disabilities:

  • Visual impairment
  • Hearing impairment
  • Mental disability
  • Physical and motor impairment
  • Learning difficulties
  • Speech and speech disorders
  • Behavioral and emotional disorders
  • Autism
  • Double and multiple disabilities
  • Other disabilities require special care.

The Kingdom has taken care of people with disabilities to ensure their access to their rights related to their disability. It enhances the services provided to them by providing the necessary prevention, care, and rehabilitation methods. It worked to build a prevention wall through a set of medical, psychological, social, educational, and informational measurements. These methods aimed to prevent, reduce, and detect early stages of disability to minimizing its effects.

The Kingdom ensured the comprehensive care services provided to everyone in need of care by virtue of the health status, degree of disability, and social status. The Kingdom contributed to facilitating medical, social, psychological, educational, and professional services to help people with disabilities achieve the maximum possible degree of functional effectiveness to comply with the normal environment and social life requirements. The aim is to develop abilities without depending on others to make them productive members of society.

The percentage of individuals with disabilities constitutes 7.1% of the total population of the Kingdom. According to the Statistics Authority, the number of people with disabilities is as follows:

  • Hearing Impairment: . 289.355
  • Attention-Deficit / Hyperactivity Disorder (ADHD): 30.155
  • Mobility Impairment: 833.136
  • Autism Spectrum Disorder (ASD): 53.282
  • Down Syndrome: 19.428
  • Visual Impairment: 811.610

Legal Framework

The Basic Law of Governance, which is the most important constitutional document in the Kingdom, stated in Article 26 that “the Kingdom shall protect human rights in accordance with Islamic law,” which reinforces the concepts of justice, equality and prohibits discrimination on any basis, including disability. Among the most prominent organizations:

  • Disabled care system.
  • Organizing the Care Authority for People with Disabilities.
  • The basic regulations of rehabilitation programs for persons with disabilities.
  • The rules for proving health incapacity for work.
  • The regulation of non-governmental disabled rehabilitation centers.
  • The executive regulation for the protection of customer rights – civil aviation.
  • The Saudi Building Code

The legal frame of rights for people with disabilities includes what is regulated in the relevant regulations that take into account the disabled. Many systems fall under this frame, such as:

  • Health system
  • Civil service system
  • Work system
  • Disciplinary procedures system
  • Legal pleading system
  • Social insurance system
  • Pension system
  • International Legislation

The Kingdom is also keen to abide by international legislation and agreements to ensure a decent life for people with special needs compared to others in other countries, and among the most prominent of these agreements and treaties are the international agreement and the Marrakesh Treaty.

Protection from Abuse

The Kingdom guarantees protection from various kinds of abuse to people with disabilities by providing assistance and treatment. It works to provide necessary shelter, social, psychological, and health care. It shall also take the necessary legal measures to hold the perpetrators accountable and punish them. It is keen to spread awareness among community members about the concept of victimization and its implications. It works to address behavioral phenomena in society that indicate an appropriate environment for abuse cases, then find scientific and applied mechanisms to deal with abuse.

The system of protection from abuse

Social care

The Kingdom takes into account the material and moral needs of people with disabilities and their families. It seeks to provide them with a comfortable life by meeting these needs, and the Kingdom has allocated many social care services:

Service: Financial support for people with disabilities

An electronic service that enables people with disabilities who are registered with the Ministry and whose disability has been assessed to apply for a monthly financial aid according to the conditions and controls, namely:

  • That the beneficiary must be registered with the Ministry, and the disability has been assessed.
  • That the disability is classified in the financial aid program for people with disabilities.
  • That the total monthly income of the beneficiary does not exceed 4000 riyals.
  • That the beneficiary must not exceed six months during the year regarding the expenses of government facilities for health or rehabilitation.
  • That the beneficiary must be a permanent resident of the Kingdom.
  • That the beneficiary should not be one of the beneficiaries of the accommodation services at the Ministry’s centers.
  • That the age of the beneficiary at the time of the disability occurrence should not exceed 45 years.

Service of assessing the disability

The service of assessing the disability is an electronic facility. It enables people with disabilities to register their data, update their status, and request benefits. The service cultivates the data of people with disabilities to make them recognized beneficiaries in the Ministry. To benefit from this service, you can visit this page.

Service of requesting financial aid for specific medical devices

An electronic service that enables persons with disabilities registered with the Ministry and whose disability has been assessed to apply for financial aid for special medical devices for people with disabilities according to the conditions and controls.

Health care

Home health care

The Kingdom provides home health care services for people with disabilities and senior older adults who meet the conditions. They can apply for this service electronically through the Human Resources and Social Development website.

Specialized centers in treating and rehabilitating for people with disabilities:

  • Medical Rehabilitation Hospital at King Fahd Medical City in Riyadh.
  • Medical Rehabilitation Hospital in Medina.
  • Medical Rehabilitation Center at King Khalid Hospital in Hail.
  • The Medical Rehabilitation Center at Al-Qunfudhah Hospital.
  • Medical Rehabilitation Center at King Faisal Hospital in Taif.
  • Medical Rehabilitation Center at King Fahd Hospital in Hofuf.
  • Medical Rehabilitation Center at Qurayyat General Hospital.
  • The Medical Rehabilitation Center in King Saud Medical City in Riyadh.
  • The Medical Rehabilitation Center at King Khalid General Hospital in Hafar Al-Batin Governorate.

Among the regulations the Ministry of Health applies when treating cases of people with disabilities:

  • Providing preventive and rehabilitative services, including preventive genetic counseling, conducting various laboratory tests and analyzes for early detection of diseases, and taking the necessary precautions.
  • Medical rehabilitation services such as physical and occupational therapy, prosthetic prostheses and prosthetic devices, and treatment of speech and hearing disorders.
  • Training the families of persons with disabilities on how to care of them.
  • Support offices to provide logistics services for persons with disabilities and older persons in health facilities.
  • The Kingdom launched the e-diagnosis system to serve people with disabilities, made available via the Sehha e-platform, which electronically registers people with disabilities, automate all applicable procedures in order to allow the issuance of discount and transport accessibility cards and ensure the accuracy of information in order to facilitate services for disabled people.

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):

  • 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, colour, nationality (including citizenship), ethnic or national origins).
  • Religion or belief including philosophical belief and a lack of belief.
  • Sexual orientation.


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 in particular 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


A failure to comply with the principles set out in this policy may be considered to be a disciplinary offence, and will be addressed through the relevant procedures.


The University will take any cases of discrimination, harassment, bullying or victimisation very seriously. 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 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 victimisation, and the University will make every effort to ensure that any complaints are dealt with promptly and fairly.

Human resources at Al Maarefa University


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.


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.


  • 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.


  • 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.