5.6.2 Non-discrimination policy

SDG 5: Gender Equality - Policy 5.6.2.

Contents

1. Policy statement and purpose

2. Objectives of the Policy

3. Scope and applicability of the Policy

4. Legal framework and mandate for non-discrimination on the basis of gender

5. Non-discrimination on the basis of gender (applications, recruitment, remuneration)

6. Non-discrimination on the basis of gender (equitable access to facilities and resources)

7. Non-discrimination on the basis of gender (participation and professional engagement)

8. Protection against harassment and unjust discrimination

9. Reporting, feedback, complaints

10. Monitoring and review

1. Policy statement and purpose

1.1. Qassim University, as a leading educational institution and employer within the Kingdom of Saudi Arabia, is committed to upholding the highest standards of equality, fairness, and inclusion in all aspects of its operations. The university is dedicated to fostering a work and study environment founded upon principles such as mutual respect, justice, and the preservation of personal dignity for every single individual.

1.2. To this end, this document - Qassim University's policy of non-discrimination on the basis of gender (hereinafter: Policy) - solidifies the university's unequivocal commitment to ensuring that all members of the community, regardless of gender, are treated fairly, respectfully, and without prejudice or harassment, in full compliance with the laws, regulations, and principles of the Kingdom of Saudi Arabia.

2. Objectives of the Policy

2.1. This Policy establishes an official framework guiding all university decisions to actively eliminate prejudice, bias, and harassment against any member of the university community, regardless of gender, ensuring that all students, faculty, staff, and applicants are afforded the same opportunities, treatment, and access to resources based exclusively on merit, competence, and required qualifications.

2.2. Additionally, this Policy commits Qassim University to protecting all individuals, regardless of gender, against any form of harassment, bullying, or inappropriate professional or academic behavior, and provides clear, confidential 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 shall be enforced at all stages of engagement, including:

• Applications - All individuals, regardless of gender, shall be treated equally in 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 in selection outcomes;
• Studies / Employment - Individuals, regardless of gender, shall not be discriminated against at any time and in any aspect of their studies or employment at the university;
• Participation - Active involvement in decision-making bodies, research projects, professional development, and extracurricular activities should be ensured for all, regardless of gender.

4. Legal framework and mandate for non-discrimination on the basis of gender

4.1. This Policy is established in alignment with the highest legal and strategic directives of the Kingdom of Saudi Arabia, which uphold the principles of fairness and non-discrimination for all citizens:

• Saudi Vision 2030 - Directly supports the objectives of providing equal opportunities for all citizens to build their future and increasing participation in the national workforce;
• Labour Law (Royal Decree No. M/51, amended) - Regulates labour-related issues and, in its amended form, prohibits employers from discriminating against both employees and applicants on grounds of race, color, 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 all;
• 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, and situations with perpetrators who may have some kind of authority over the victim.

5. Non-discrimination on the basis of gender (applications, 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 no discrimination (including gender discrimination) in selection.

5.2. For academic admissions, the Deanship of Admissions and Registration shall ensure the following:

• Uniform criteria - Admission criteria (GPA, test scores, interviews, other measures) are uniformly applied to all applicants, regardless of gender;
• Equitable capacity - The availability of study places in all departments shall be adjusted annually to reflect the qualified applicant pool, ensuring no individual, regardless of gender, is disadvantaged by capacity limitations based on non-merit factors.

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

• Equal access to positions - Gender-specific language in job advertising shall be avoided, and outreach strategies will be used to encourage qualified individuals to apply for positions at all levels, regardless of gender;
• Equal remuneration - The university is committed to ensuring that individuals performing work of equal value, requiring the same qualifications, effort, and responsibility, shall receive identical salaries, allowances, professional benefits, and grading scales, as mandated by the national Labour Law and Civil Service System;
• Professional development - All employees, regardless of gender, shall have equal access to professional development opportunities, training courses, administrative mentorship programs, and executive leadership pipelines.

6. Non-discrimination on the basis of gender (equitable access to facilities and resources)

6.1. While the university may maintain separate administrative departments or physically demarcated academic sections for students and staff in adherence to national cultural norms, the principle of equity shall apply. This dictates that the quality, accessibility, and utility of all infrastructure and resources provided to all members of the community must be fully equivalent, ensuring non-discrimination in the university environment.

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

• Physical resources - All students and faculty, regardless of gender, must have equitable, unimpeded access to classrooms, lecture halls, computer laboratories, specialized 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, regardless of gender. Restrictions on digital resources or network access based on non-merit factors are prohibited;
• Student services - Comprehensive academic advising, career counselling, and psychological support services shall be provided to all students regardless of gender, operating under equivalent quality standards and confidentiality protocols.

7. Non-discrimination on the basis of gender (participation and professional engagement)

7.1. Qassim University supports the full participation of all qualified faculty members in the research ecosystem:

• Principal Investigators (PIs) - All faculty members, regardless of gender, 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 gender;
• Intellectual exchange - The university guarantees every individual's ability to participate in intellectual exchange, including delivering lectures, presenting research, attending conferences, and participating in public forums provided that all such activities comply with the university's established guidelines for conduct and public interaction.

7.2. The university is committed to increasing the representation of qualified individuals, regardless of gender, in university governance bodies, including department councils, college boards, research committees, and the University Council.

7.3. Students, regardless of gender, have the right to establish, organize, and lead student clubs, societies, and voluntary groups in all fields (academic, cultural, sports, and social). The budget and resources allocated for student activities must be proportional and equitable, ensuring non-discrimination in extracurricular opportunities.

8. Protection against harassment and unjust discrimination

8.1. Qassim University maintains a zero-tolerance policy towards all forms of unjust discrimination, harassment, bullying, or retaliation against any member of its community, regardless of gender.

8.2. Discrimination (for the purposes of this Policy) includes any distinction, exclusion, or restriction made on the basis of non-relevant characteristics which has the effect or purpose of nullifying or impairing the recognition, enjoyment, or exercise of rights by any individual, on a basis of equality and merit.

8.3. Harassment constitutes any unwanted conduct relating to an individual's personal characteristics or background which has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. This includes, but is not limited to:

• Verbal abuse, physical intimidation, or the use of insulting language directed at any individual;
• Actions such as sexual conversation, comments or jokes of a sexual nature, or obscene gestures;
• Unauthorized disclosure of private personal information (including medical or identity-related data) regarding an employee or student.

8.4. The university is obligated to create and maintain an academic and work environment free from harassment and discrimination, and to take immediate and appropriate disciplinary action against any individual found to have violated this Policy, which may include reporting to governmental bodies.

9. Reporting, feedback, complaints

9.1. Individuals, regardless of gender, who encounter inappropriate behaviour or discrimination are encouraged to report it immediately through a dedicated communication channel to the relevant administrative authorities at Qassim University.

9.2. Specialized, confidential, and easily accessible channels shall be established within the relevant administrative structure (e.g., the Human Resources Department, the Deanship of Student Affairs) for any person to submit complaints regarding discrimination or harassment.

9.3. 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 individual(s) who submitted the complaint.

9.4. Retaliation (any adverse action taken against an individual for reporting a suspected policy breach, cooperating with an investigation, or acting as a witness) is strictly prohibited and constitutes a separate, severe disciplinary offence.

9.5. If an investigation concludes that a breach of this Policy has occurred, the university will take appropriate disciplinary action. In aggravated cases, legal action may be taken according to the laws of the Kingdom of Saudi Arabia.

10. Monitoring and review

10.1. Qassim University will regularly (at least yearly) monitor key performance indicators (KPIs) relating to the success and effectiveness of this Policy, including:

• The number and nature of discrimination and harassment complaints submitted;
• The rate of complaint resolution and resulting sanctions;
• The resolution rate and nature of gender-based discrimination complaints;
• The level of satisfaction experienced by all individuals within the university community, gathered via systematic surveys and feedback mechanisms.

10.2. This Policy shall be reviewed every two years by the University Council, in consultation with appropriate internal and external bodies, to ensure its continued relevance, effectiveness, and alignment with national legislation.

10.3. The President of Qassim University, delegated through the relevant Vice-Presidents and Deans, holds the ultimate responsibility for the implementation and enforcement of this Policy.