سياسة التوظيف بشأن مكافحة التمييز

Policy 8.2.3

Contents

1. Purpose of the Policy

2. Scope of the Policy

3. Legal Framework and Previous Efforts

4. Employment Equity and Labor Rights

5. Policy Monitoring and Review

1. Purpose of the Policy

1.1. Qassim University affirms its commitment to fostering a workplace that upholds full and productive employment, promotes the protection of labor rights, and guarantees safe and secure working environments in alignment with UN SDG 8.

1.2. Qassim University’s employment policy on discrimination in the workplace (hereinafter: Policy) reflects Qassim University’s alignment with Saudi Arabia’s Vision 2030 to empower the workforce inclusively and enhance economic growth while respecting Islamic ethical values emphasizing justice, fairness, and dignity in labor relations as stated in Qassim University Professional Ethics Manual (2019).

1.3. The Policy serves to guide all Qassim University members and affiliates in creating a discrimination-free environment conducive to excellence and equality.

2. Scope of the Policy

2.1. The Policy is applicable to all employees, including academic and administrative staff, contractors, subcontractors, students engaged in employment or internship programs, visitors, and all persons participating in Qassim University activities and operations.

2.2. All employment phases from recruitment, hiring, compensation, training, to promotion and termination are covered under this Policy.

3. Legal Framework and Previous Efforts

3.1. The Policy is grounded in Saudi Labor Law (Royal Decree M/51), particularly Chapter 2, Article 3, which affirms the right of every citizen to work without discrimination on gender, disability, age, or any other basis, and Article 20, which prohibits acts infringing on worker freedoms and rights. 

3.2. The Policy is supported by:

• Qassim University’s Equality, Diversity, and Inclusion (EDI) Policy (POLICY ID: DQ-PP-21-4-2, 20.07.2021), which fosters an inclusive and equitable environment for all staff, students, and stakeholders and emphasizes “zero-tolerance” for discrimination and harassment (EDI Policy 2021, pp.1-3),
• Qassim University’s “Employee Handbook: Regulations, Ethics, Complaints, and Grievances”, which is made “to meet the employees needs in terms of regulations and ethics of the profession, complaints and grievance” (Employee Handbook 2025, p. 4),
• Qassim University’s “Faculty Professional Ethics Manual” which ensures ethical conduct in employment and academic settings as well as supports and protects the rights of Qassim University’s employees and students, in particular the right “of freedom of expression and academic freedom” (Faculty Professional Ethics Manual, p. 23).

3.3. All documents concerning this Policy are available on the official Qassim University website (refer to Section 6).

4. Employment Equity and Labor Rights

4.1. Non-Discrimination Commitment

• Discrimination, harassment, and victimization based on race, color, religion (creed), gender, age, national origin (ancestry), disability, marital status, socio-economic background, or other protected characteristics are strictly prohibited in all university operations and activities (EDI Policy 2021, p. 2).
• Employment-related decisions shall be based solely on merit, qualifications, and performance to ensure fairness and transparency.
• Qassim University offers counseling, mentoring, and support networks for marginalized groups (EDI Policy 2021, p. 2).

4.2. Equal Pay and Fair Employment Opportunity

• The principle of equal pay for work of equal value is nurtured by Qassim University in line with UN SDG 8 and Saudi Labor Law, and regular reviews to detect and correct any wage disparities are conducted.
• Reasonable accommodations and flexible work options are facilitated to promote inclusion, particularly for persons with disabilities.

4.3. Protection of Labor Rights and Safe Working Conditions

• Labor rights, including the protection of employee rights in accordance with Saudi labor regulations and grievance mechanisms, and ensuring a safe and secure working environment for all staff, are guaranteed to be upheld by Qassim University.
• To protect the rights of employees or pensioners, the System of Grievance and Complaints is applied according to the Civilian Service Law No. 36 (2013). The principles of operation of the System of Grievance and Complaints are described in Qassim University’s Employee Handbook (Employee Handbook 2025, p. 17-25).
• Compliance with occupational health and safety standards is ensured while a respectful and harassment-free workplace is maintained.

4.4. Reporting and Complaint Procedures

• Confidential and accessible channels for reporting discrimination or labor rights violations have been established, with non-retaliation and protection guaranteed for good faith complainants.
• All complaints shall be promptly and fairly investigated with timely communication of resolutions.
• Reports may be submitted in person to the Human Resources Office, Al-Mulayda, Buraydah, Qassim, Saudi Arabia), or via confidential email at hr@qu.edu.sa.

4.5. Employee Awareness and Training

• Ongoing training programs on workplace diversity, labor rights, ethics, and anti-discrimination policies are provided by Qassim University to empower all community members with knowledge and tools for compliance and respect (EDI Policy 2021, p. 2; Professional Ethics Manual 2019).
• Cultural sensitivity and respect aligned with Saudi Islamic values are promoted and integrated into workplace conduct by Qassim University.

4.6. Responsibilities and Accountability

• Responsibility for sustaining a discrimination-free environment is shared by all personnel, with managers and supervisors held accountable for Policy enforcement.
• The Human Resources Department coordinates monitoring, training, reporting, and updates to the Policy as per regulatory changes and best practices.

5. Policy Monitoring and Review

• The Policy shall be reviewed every three years or earlier if significant legislative or institutional changes occur.
• Implementation monitoring, including tracking complaint statistics, workforce diversity, and pay equity analysis, will be overseen by Human Resources with annual reporting to senior leadership.
• Continuous stakeholder engagement will be integrated to improve Policy compliance and effectiveness.

6. References

1. Equality, Diversity, and Inclusion (EDI) Policy (2021): https://www.qu.edu.sa/wp-content/uploads/2025/05/Updated-Equality-Diversity-and-Inclusion-EDI-policy.pdf
2. Qassim University Employee Handbook: Regulations, Ethics, Complaints, and Grievances (2019, ed. 2025): https://www.qu.edu.sa/wp-content/uploads/2025/05/v1/2025-01-23-09-41-12_Employee-Handbook-7.pdf
3. Qassim University’s Faculty Professional Ethics Manual (2019): https://www.qu.edu.sa/wp-content/uploads/2025/05/v1/2025-01-23-09-41-11_Faculty-Professional-Ethics-Manual-5.pdf 
4. Qassim University SDG8 Sustainability Report: https://www.qu.edu.sa/en/sustainability/sdg8-report/