سياسات حماية المبلّغين عن التمييز

SDG 5: Gender Equality — Policy 5.6.8.

Contents

1. Policy statement and purpose

2. Scope and applicability

3. Legal framework and mandate

4. Definitions and prohibited conduct (retaliation)

5. Protection and commitment to non-disadvantage

6. Reporting, investigation, enforcement

7. Policy review and responsibilities

1. Policy statement and purpose

1.1. Qassim University is dedicated to upholding the highest standards of equality, justice, mutual respect, and the preservation of personal dignity for every member of its community. The university maintains a zero-tolerance stance towards all forms of discrimination, harassment, bullying, and retaliation.

1.2. The primary purpose of this document — Qassim University’s policy to protect those reporting discrimination (hereinafter: Policy) — is to establish an unequivocal commitment to protecting any individual who, in good faith, reports a suspected policy breach, participates in an investigation, or acts as a witness, from any form of subsequent educational or employment disadvantage, victimisation, or retaliation. This framework is designed to foster an environment of trust where members feel safe and encouraged to raise concerns without fear of adverse consequences to their academic or professional careers.

2. Scope and applicability

2.1. This Policy applies universally to:

• All colleges, deanships, academic departments, research centres, administrative units, and external partnerships affiliated with Qassim University;
• All members of the university community, including students, faculty, staff, applicants, and visitors;
• All stages of engagement, including applications, acceptance, enrolment, studies, employment, promotion, and professional engagement.

3. Legal framework and mandate

3.1. This Policy is established in alignment with the highest legal and strategic directives of the Kingdom of Saudi Arabia, which explicitly prohibit discrimination and mandate protection for victims:

• Saudi Vision 2030 — Directly supports the national objectives of providing equal opportunities for all citizens to build their future and increasing participation in the national workforce, ensuring that all individuals can contribute based on merit;
• Labour Law (Royal Decree No. M / 51, amended) — Explicitly prohibits (in Article 3) employers from discriminating against both employees and applicants on grounds which include race, colour, gender, age, disability, marital status, or on any other grounds;
• Civil Service System (Article 1) — Upholds the foundational principle that merit is the sole basis for employee selection, ensuring that all regulations regarding appointment, promotion, and wages are applied equally to all individuals;
• Anti-Harassment Crime Law — Mandates the combatting and prevention of harassment and ensures the protection of victims in various circumstances, including in workplaces and places of study.

4. Definitions and prohibited conduct (retaliation)

4.1. For the purposes of this Policy, discrimination is defined as any distinction, exclusion, or restriction made on the basis of non-relevant characteristics (e.g., gender) 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.

4.2. Retaliation (victimisation) is strictly prohibited. It is defined as any adverse action taken against an individual for:

• Reporting a suspected policy breach (e.g., discrimination or harassment);
• Co-operating with an investigation as a witness or source of information;
• Otherwise acting to uphold the principles of this Policy.

4.3. Retaliation is a separate, severe disciplinary offence, regardless of the outcome of the original complaint.

4.4. Taking certain actions against a reporter, witness, or investigator because of their role in the process is strictly prohibited (see the table below for examples):

Examples of prohibited retaliatory actions

5. Protection and commitment to non-disadvantage

5.1. Qassim University commits to ensuring that an individual who reports discrimination or harassment will not suffer any adverse educational or employment consequences as a result of that report.

5.2. In academic and educational contexts, the university shall ensure that a student who files (or students who file) a good faith report of discrimination or harassment shall NOT be:

• Subjected to academic penalty, unfair grading, or disadvantage in thesis / dissertation defence or examination, based on their status as a reporter or witness;
• Denied admission to or dismissed from any academic programme or course based on their status as a reporter or witness;
• Deprived of access to student services, resources, or academic facilities, including libraries, labs, and the Learning Management System (LMS).

5.3. In employment and professional contexts, the university shall ensure that a faculty or staff member who files (or faculty / staff members who file) a good faith report of discrimination or harassment shall NOT be:

• Disadvantaged in any stage of the employment lifecycle, including recruitment, selection, promotion, and remuneration, which shall remain strictly merit-based;
• Denied equal access to professional development opportunities, training courses, executive leadership pipelines, or administrative mentorship programmes;
• Unfairly excluded from serving as Principal Investigator (PI) or co-investigator on research grants, with funding allocation remaining based solely on scientific merit.

5.4. In all contexts, the university commits to:

• Maintaining the confidentiality of the reporter(s) and all parties involved to the maximum extent permitted by law and necessary for a fair investigation;
• Providing appropriate support and protective measures to the reporter(s) and witness(es) throughout the process to ensure their safety and continued access to academic and employment activities.

6. Reporting, investigation, enforcement

6.1. Individuals are encouraged to report any suspected breach of this Policy or any instance of discrimination / harassment immediately through the designated specialised, confidential, and easily accessible channels:

• Students — Deanship of Student Affairs;
• Faculty / Staff / Applicants — Human Resources Department.

6.2. All reports will be subject to a formal investigation process that adheres to the following principles:

• The investigation shall commence without undue delay, be conducted objectively, and examine all evidence impartially;
• Fair opportunities will be provided to all parties to present their case and respond to allegations;
• Reporters may choose to be accompanied by a representative (e.g. a female administrator for women or a legal representative) at any stage of the investigation or disciplinary proceedings;
• Throughout the process, the safety and comfort of the individual(s) who submitted the complaint will be a paramount consideration.

6.3. Qassim University reserves the right to take immediate disciplinary action against any individual(s) found to have violated this Policy, or against any alleged perpetrator(s) of discrimination / harassment, provided that the nature of the complaint is clear.

6.4. Any individual found (as a result of an investigation) to have engaged in retaliation, discrimination, or harassment will face appropriate disciplinary action and / or reporting to governmental bodies for legal action, according to the laws of the Kingdom of Saudi Arabia.

7. Policy review and responsibilities

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

7.2. Regular monitoring of Key Performance Indicators (KPIs) related to the nature and resolution rate of complaints will be conducted annually.

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