5.6.1 Policy of non-discrimination against women

SDG 5: Gender Equality — Policy 5.6.1.

Contents

1. Purpose of the Policy

2. Objectives of the Policy

3. Scope and applicability of the Policy

4. Legal framework and mandate for non-discrimination

5. Non-discrimination against women (admissions, recruitment, remuneration)

6. Non-discrimination against women (access to facilities and resources)

7. Non-discrimination against women (participation and governance)

8. Protection of women against discrimination and harassment

9. Feedback and complaints mechanism for women

10. Monitoring and review

1. Purpose of the Policy

1.1. Qassim University is committed to upholding the highest standards of equality, fairness, and inclusion as a leading educational institution and employer within the Kingdom of Saudi Arabia.

1.2. To this end, the current document — Qassim University’s policy of non-discrimination against women (hereinafter: Policy) — solidifies the university’s unequivocal commitment to the principle and practice of non-discrimination against women across all aspects of its operations.

2. Objectives of the Policy

2.1. This Policy ensures that female students, faculty, staff, and applicants are afforded the same opportunities, treatment, and access to resources as their male counterparts, based exclusively on merit and competence. It serves as the official framework guiding all university decisions to actively eliminate gender bias and ensure that women can fully access and participate in all educational, research, employment, and administrative opportunities within the university.

2.2. Additionally, this Policy commits Qassim University to protecting women against any form of harassment, including sexual harassment, and inappropriate behaviour. The Policy provides mechanisms for feedback and complaints.

3. Scope and applicability of the Policy

3.1. This Policy applies universally to all colleges, deanships, academic departments, research centers, administrative units, and external partnerships affiliated with Qassim University.

3.2. The principle of non-discrimination against women shall be enforced at all stages of engagement, including:

• Applications — Women shall be treated equally to men in all areas of academic admissions (undergraduate, graduate, professional) and all levels of faculty, administrative, and research employment;
• Acceptance / Enrolment — Decisions must be based solely on academic qualifications and professional competence, ensuring non-discrimination against women in selection outcomes;
• Studies / Employment — Women shall not be discriminated against at any time and in any aspect of their studies or employment at the university;
• Participation — Active involvement of women in decision-making bodies, research projects, professional development, and extracurricular activities should be ensured.

4. Legal framework and mandate for non-discrimination

4.1. This Policy is established in alignment with the highest legal and strategic directives of the Kingdom of Saudi Arabia:

• Saudi Vision 2030 — Directly supports the objectives of empowering women, increasing their participation in the national workforce (particularly in higher education and knowledge sectors), and providing equal opportunities for all citizens to build their future;
• Labour Law (Royal Decree No. M / 51, amended) — Regulates the labour-related issues, and in its amended form which came into effect in 2025, this Law (in Article 3) prohibits employers from discriminating both employees and applicants on grounds of race, colour, gender, age, disability, marital status, or on any other grounds;
• Civil Service System (Article 1) — Upholds the principle that merit is the basis for employee selection in the public sector, applying the same regulations regarding appointment, promotion, and wages for both men and women;
• Anti-Harassment Crime Law — Aims to combat and prevent harassment, as well as protect victims, in circumstances which include (but are not limited to) workplaces, places of study, situations in which perpetrators may have some kind of authority over the victim, and situations with victims who have special needs / disabilities.

5. Non-discrimination against women (admissions, recruitment, remuneration)

5.1. All admission and recruitment processes shall be strictly merit-based. Criteria, standards, and evaluation methods must be identical for all applicants to guarantee non-discrimination against women in selection.

5.2. For academic admissions, the Deanship of Admissions and Registration shall ensure the following as core components of non-discrimination against women in education:

• Uniform criteria — Admission criteria (GPA, test scores, interviews) are applied uniformly to all male and female applicants;
• No gender quotas — There shall be no quota or restriction limiting the enrolment of qualified women in any major or college (including STEM fields like Engineering, Health, and Computing) based on gender;
• Equitable capacity — The availability of study places in parallel departments shall be adjusted annually to reflect the qualified female applicant pool, ensuring women are not disadvantaged by capacity limitations based on traditional segregation customs.

5.3. In terms of employment and remuneration, Qassim University is committed to the complete principle of non-discrimination against women in employment practices:

• Equal access to positions — Gender-specific language in job advertising shall be avoided, and outreach strategies will be used to attract qualified applicants of both genders for all positions, ensuring balanced representation at all levels;
• Equal remuneration — The university is committed to ensure that women and men performing work of equal value, requiring the same qualifications and responsibility, should receive identical salaries, allowances, professional benefits, and grading scales;
• Professional development — Female employees shall have equal access to all professional development opportunities, training courses, administrative mentorship programmes, and executive leadership pipelines.

6. Non-discrimination against women (access to facilities and resources)

6.1. While separate facilities may exist in adherence to national cultural norms, the principle of equity shall apply, dictating that the quality, accessibility, and utility of all infrastructure and resources provided to women must be fully equivalent to those provided to men. This ensures non-discrimination against women in the university environment.

6.2. The university shall ensure that non-discrimination against women is guaranteed concerning:

• Physical resources — Female students and faculty must have equitable, unimpeded access to classrooms, lecture halls, computer laboratories, specialised research labs, and libraries. Where separate facilities exist, they must offer equivalent equipment, capacity, and hours of operation;
• Digital resources — Access to the Learning Management System (LMS), research databases, and internal administrative portals shall be granted simultaneously and identically to all enrolled students and employed staff. Gender-based restrictions on digital resources or network access are prohibited;
• Student services — Comprehensive academic advising, career counseling, and psychological support services for female students shall be provided, operating under equivalent quality standards as those provided to male students.

7. Non-discrimination against women (participation and governance)

7.1. Qassim University supports the full participation of women in the research ecosystem, ensuring non-discrimination against women in research funding and leadership:

• Principal Investigators (PIs) — Women faculty members shall be fully eligible to serve as PIs and co-investigators on any internal and external research grants. Allocation of research funds shall be based on the scientific merit of the proposal, regardless of the PI’s gender;
• Public engagement — The university guarantees women’s ability to participate in intellectual exchange, including delivering lectures, presenting research, attending conferences, and participating in public forums.

7.2. Qassim University ensures fair representation of qualified members of both genders in all governance and decision-making bodies. Leadership positions within female sections must carry commensurate authority, resources, and influence within the overall university structure to ensure that women leaders are integral to core decision-making processes.

7.3. Female students have the right to establish, organise, and lead student clubs, societies, and voluntary groups in all fields. The budget and resources allocated for female student activities must be proportional and equitable, ensuring non-discrimination against women in extracurricular opportunities.

8. Protection of women against discrimination and harassment

8.1. Qassim University maintains a zero-tolerance policy towards all forms of gender-based discrimination, harassment, bullying, or retaliation. Any distinction, exclusion, or restriction made on the basis of gender which nullifies or impairs the recognition or exercise of rights by women, on a basis of equality with men, is strictly prohibited under this Policy.

8.2. The university shall protect women against any form of harassment or inappropriate behaviour, particularly of a sexual nature.

8.3. Inappropriate sexual behaviour includes, but is not limited to, actions such as sexual conversation or content, comments or jokes of a sexual nature, obscene gestures, touching or hugging, and exposing body parts.

9. Feedback and complaints mechanism for women

9.1. Women who encounter inappropriate behaviour are encouraged to report it immediately through a dedicated communication channel to the relevant authorities at Qassim University.

9.2. All complaints must be investigated promptly, objectively, and impartially to ensure due process and confidentiality. Throughout the process, the university will pay particular attention to the safety and comfort of the woman / women who submitted the complaint.

9.3. If the nature of the complaint is clear, the university may take immediate disciplinary action against the perpetrator(s).

9.4. In aggravated cases, legal action may be taken according to the laws of the Kingdom of Saudi Arabia.

9.5. To protect women, a specialised, confidential, and easily accessible channel will be set up for reporting discrimination or harassment.

9.6. Other communication channels will be used to monitor the well-being and feedback of women within the university.

10. Monitoring and review

10.1. Qassim University will regularly monitor the following key performance indicators (KPIs) relating to the success of this Policy, including:

• The percentage of female applicants accepted into all colleges, especially in STEM fields;
• The ratio of female faculty at all ranks;
• The percentage of women in mid-level and senior administrative leadership;
• The number and nature of complaints submitted by women;
• The rate of complaint resolution;
• The level of protection and satisfaction experienced by women within the university.

10.2. This Policy shall be reviewed every two years to ensure its continued effectiveness in guaranteeing non-discrimination against women.

10.3. The President of Qassim University holds the ultimate responsibility for the implementation and enforcement of this Policy.