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​​​Executive Summary:

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This report aims to highlight the efforts of Imam Mohammad Ibn Saud Islamic University (IMSIU) in supporting the Eighth Sustainable Development Goal (SDG 8), which focuses on Decent Work and Economic Growth.

Imam Mohammad Ibn Saud Islamic University is one of the leading educational institutions in the Kingdom of Saudi Arabia, committed to advancing the United Nations Sustainable Development Goals, particularly SDG 8 on decent work and economic growth. The university strives to provide a fair and equitable working environment while promoting economic growth through education and scientific research.

Key components of this report include:

• The SDG 8 methodology on Decent Work and Economic Growth
• Linkages with other Sustainable Development Goals
• Policies on ensuring a living wage
• Government initiatives supporting the achievement of the living wage indicator
• Wage equity policies and closing the gender pay gap
• Government initiatives supporting the achievement of wage equity and the elimination of the gender pay gap
• Policies for measuring and tracking the gender pay gap, and government initiatives supporting this indicator
• Direct efforts by Imam Mohammad Ibn Saud Islamic University (IMSIU) in achieving indicators related to minimum wages and fair wage practices

This report reflects the university’s pioneering role—through the initiatives and policies presented herein—and reaffirms Imam Mohammad Ibn Saud Islamic University’s (IMSIU) commitment to aligning its strategies (IMSIU Strategic Plan, IMSIU Strategic Plan pdf) with the Kingdom of Saudi Arabia’s Vision 2030 (KSA Vision2030) and the United Nations Sustainable Development Goal 8 (SDG 8). It further emphasizes the university’s dedication to fostering a fair and equitable working environment that supports economic and social growth in the Kingdom.

SDG 8 Methodology – Decent Work and Economic Growth:

The Eighth Sustainable Development Goal (SDG 8) aims to ensure the provision of a fair and equitable working environment and to promote economic growth through education and scientific research. Accordingly, Imam Mohammad Ibn Saud Islamic University (IMSIU) supports SDG 8 on Decent Work and Economic Growth by focusing on quality education, skills development, and the encouragement of innovation. The university’s alignment with the national priorities of Vision 2030 enables students and faculty members to effectively contribute to building a sustainable and inclusive economy in the Kingdom of Saudi Arabia.

The university’s initiatives are not limited to preparing graduates for the modern workforce but also reinforce its commitment to ethical and sustainable labor practices.

Decent work in safe and stable conditions is also a vital element in helping to lift people out of poverty, while addressing related aspects such as reducing hunger and improving health. Conversely, precarious employment, modern slavery, and unequal growth have given rise to threats against a sustainable future. Universities, as employers, can take the lead—where teachers can educate about the future, and innovators can develop new and fairer ways of working.

Introduction:

Imam Mohammad Ibn Saud Islamic University (IMSIU) is recognized as one of the leading educational institutions in the Kingdom of Saudi Arabia, committed to advancing the United Nations Sustainable Development Goals, particularly Goal 8 on Decent Work and Economic Growth. The university strives to provide a fair and equitable working environment and to promote economic growth through education and scientific research.

In alignment with its mission and strategic objectives under KSA Vision 2030 and the targets of sustainable development, IMSIU reaffirms its strong commitment to supporting SDG 8 (Decent Work and Economic Growth) across all its indicators. This commitment is reflected in the adoption of comprehensive institutional policies and practices that enhance decent work standards and foster sustainable economic growth.

The university is dedicated to ensuring a fair and safe working environment for its employees, guaranteeing equal opportunities and equity in recruitment, promotions, and wages. It places special emphasis on empowering women, attracting young national talent, and integrating people with disabilities into the university workforce.

Furthermore, IMSIU contributes to driving economic growth by focusing on innovation, entrepreneurship, and applied scientific research, while equipping its graduates with the skills and knowledge required for the labor market—ultimately creating sustainable employment opportunities and supporting comprehensive development.

At the governance level, the university has ensured that SDG 8 objectives are embedded within its Strategic Plan (Alignment of IMSIU’s Goals with Vision 2030 Objectives) and community initiatives, thereby guaranteeing the sustainability of these efforts and their alignment with both national and international commitments to sustainable development. In doing so, IMSIU has established a distinguished presence in the field of decent work and economic growth, both nationally and globally.

Linkages with Other Sustainable Development Goals:

The impact of education is not limited to achieving Goal 8 (Decent Work and Economic Growth); rather, it serves as a fundamental pillar in realizing many other Sustainable Development Goals. Sustainable and equitable economic growth requires societies to create conditions that enable people to access decent jobs that stimulate the economy without harming the environment. Innovation will play a central role in achieving this, as will education (SDG 4 and SDG 9). Women, in particular, are often employed in the most vulnerable and lowest-paid jobs, or face challenges related to pay equity and promotion (SDG 5).

Therefore, it is essential for universities to demonstrate their commitment to sound employment practices, such as providing living wages for employees, recognizing workers’ committees, developing policies against exploitation (including for early-career researchers), and establishing clear grievance and appeal processes.

Living Wage and Pay Equity Policies at the University

Imam Mohammad Ibn Saud Islamic University (IMSIU) places great importance on ensuring justice and fairness in the workplace, in line with its societal mission and its commitment to advancing the Sustainable Development Goals. In this context, the university strives to guarantee fair wages for all its faculty members and staff in accordance with the local living wage. It also implements clear policies that strengthen pay equity, including a commitment to measure and address the gender pay gap, as well as to monitor equality indicators to ensure equal opportunities and achieve workplace fairness across all groups within the university.

Living Wage Policies:

Imam Mohammad Ibn Saud Islamic University (IMSIU) is committed to ensuring that the salaries of all its personnel do not fall below the officially recognized national minimum wage, in support of the concept of a “living wage”—that is, not less than the established local minimum.

At the national policy level, the Ministry of Human Resources and Social Development issued a ministerial decision to raise the minimum wage for Saudi employees to 4,000 SAR per month. This decision was followed by mandatory procedural guidelines for government entities, requiring the inclusion of these minimum thresholds in operations and maintenance contracts and ensuring that contractors comply. In practice, this regulation means that any Saudi employee earning less than 4,000 SAR is not counted as a full employee in Saudization ratios, which incentivizes employers to provide wages at or above this threshold. These government-set minimum wage standards are implicitly designed to ensure that employees can meet basic living needs within the local context.

As a government institution, IMSIU fully applies these regulations to the salaries of its official employees (as state employees) and also enforces them in its contractual requirements with outsourced operations and maintenance companies. This guarantees that all workers—including faculty, staff, administrators, and support labor—receive a wage that secures a decent standard of living and does not fall below the established minimum.

Moreover, the official salary scales adopted by the university, including the Faculty Salary Scale and the Wage Scale for Contract Employees, demonstrate that the lowest categories of employees are compensated in accordance with, and often exceeding, the mandated government requirements, depending on years of service and qualifications. Importantly, these wages are provided without discrimination on the basis of gender or disability.

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Government Initiatives Supporting the Living Wage Indicator:

The Kingdom of Saudi Arabia is committed to enhancing the work environment and ensuring that employees receive fair and adequate wages through several government initiatives designed to achieve the Living Wage Indicator under the Sustainable Development Goals.

As a government institution, Imam Mohammad Ibn Saud Islamic University (IMSIU) applies these national initiatives comprehensively, ensuring that both its official employees and contracted staff—whether Saudi nationals or residents—are fully covered by these government-led policies

 

 

Key Initiatives Introduced Between 2023 and the Present:

 

     1)     Raising the Minimum Wage under the Nitaqat Program:

Ministerial Resolution to Raise the Minimum Wage for Saudi Employees

A ministerial resolution was issued by the Ministry of Human Resources and Social Development to raise the minimum wage for Saudi employees under the Nitaqat Program from 3,000 SAR to 4,000 SAR. This policy aims to improve wage levels and strengthen the Saudization of the labor market by incentivizing employers to provide fair compensation that reflects living standards.

 

     2)     Wage Protection Program:

      The Wage Protection Program was launched by the Ministry of Human Resources and Social Development as part of the National Transformation Program to ensure that organizations comply with paying wages on time and in the agreed amount. The program contributes to providing a safe and suitable work environment in the private sector, reducing labor disputes, and creating a healthy workplace that encourages higher productivity through greater transparency and the protection of contractual rights.​

The program monitors wage payment transactions for all employees—both Saudi nationals and expatriates—working in private sector establishments, with the following objectives:

• Establishing a database containing updated information on wage payment processes in the private sector.
• Determining the extent to which establishments comply with timely and accurate payment of wages.
• Reducing wage disputes between private sector employers and employees.

1. 3) Localization of Professions with Minimum Wage Thresholds:

The Ministry of Human Resources and Social Development has issued several decrees mandating the localization of specific professions while setting minimum wage thresholds for inclusion in Saudization ratios. For example, a minimum wage of 5,500 SAR has been set for healthcare professions and 6,000 SAR for procurement professions.

Decree on the Localization of Healthcare Professions

Decree on the Localization of Procure​ment Professions

Additionally, the Ministry issued the Guide for the Localization of Operation and Maintenance Contracts in Public Entities , which aims to standardize the implementation of localization requirements across all contracts, increase localization rates, set minimum salary thresholds, monitor performance and career development, ensure knowledge transfer, and achieve sustainable employment.

 

The guide obliges public entities, when preparing tenders for new contracts, to transfer all Saudi employees from the existing contract to the new one (with their consent and the agreement of the previous contractor), while registering their positions and salaries in the new contract. It ensures that wages and benefits are not lower than those in the previous contract, and requires new contractors to consider these conditions when submitting bids. This measure, mandated by the Ministry, is designed to promote job security, career stability, and clear professional pathways for Saudi men and women working in this sector.

1. 4) Government Initiatives to Support the Private Sector During the COVID-19 Pandemic

The Government of the Kingdom of Saudi Arabia announced a package of initiatives to support the private sector during the COVID-19 pandemic in order to mitigate the economic impact of the crisis on private sector activities. These measures included the allocation of 50 billion SAR to expedite payments to the private sector, as well as direct financial support to workers equivalent to the national minimum wage.

 

Among these initiatives was support provided to individuals working independently (outside company employment structures) who were registered with the General Transport Authority in passenger transport activities and whose work was suspended due to precautionary measures against COVID-19. These workers were granted financial support equivalent to the minimum wage.

Government Support to the Private Sector During the COVID-19 Pandemic

 

Authorities Involved in Regulating and Protecting Wages:

Six government entities share responsibility for regulating and safeguarding wages in the Kingdom of Saudi Arabia:

 

1. Ministry of Human Resources and Social Development
2. Ministry of Finance
3. Expenditure and Projects Efficiency Authority
4. Human Resources Development Fund (HADAF)
5. Technical and Vocational Training Corporation (TVTC)
6. Local Content and Government Procurement Authority

 

​These initiatives demonstrate the Kingdom’s—and consequently Imam Mohammad Ibn Saud Islamic University’s (IMSIU)—commitment to developing policies that improve the work environment and ensure employees receive fair wages aligned with local living costs. This guarantees that workers and their families earn an income above what is considered the local poverty or sufficiency threshold, thereby contributing to the achievement of the Sustainable Development Goals and reinforcing both economic and social stability.

 

Wage Equity and Closing the Gender Pay Gap:

The university has adopted clear policies to ensure pay equity between men and women and actively works to eliminate any existing gaps. These efforts are aligned with national government initiatives such as the Gender Balance in Civil Service Project and the Women’s Empowerment Initiative in Civil Service.

The Women’s Empowerment Initiative contributes to increasing women’s participation across all government sectors and at all employment levels by investing in their skills and capabilities, expanding career opportunities, and strengthening their involvement in the labor market. It also ensures equal opportunities for men and women and supports women in assuming leadership and senior structural positions within IMSIU and across other government entities in the civil service.

                                                                            

Government Initiatives Supporting Wage Equity and Closing the Gender Pay Gap:

In line with Saudi Vision 2030 and its associated programs, the issue of women’s empowerment has received significant attention from the Government of the Kingdom of Saudi Arabia and related entities, including the Ministry of Human Resources and Social Development. One of the Vision 2030 targets specifically focuses on increasing women’s participation in the labor market.

As a result, Saudi women have advanced rapidly toward empowerment due to the issuance of multiple decisions, legislations, and regulations that have strengthened their role in society. Today, women have become active partners in national development across all fields—economic, social, scientific, cultural, and beyond—at every level. The Kingdom places strong emphasis on achieving gender equality in the workplace and addressing the gender pay gap through a series of government initiatives, all of which IMSIU, as a public university, is committed to implementing.

1. Gender Balance in Civil Service Project
   
   Launched by the Ministry of Human Resources and Social Development, this initiative—also known as the Women’s Empowerment Project—aims to close the gender gap and achieve balance in government sectors by strengthening women’s roles in leadership positions and developing policies that actively support equality.
2. Women’s Empowerment Initiative in Civil Service
   
   This initiative aims to strengthen women’s roles in the public sector by developing policies and procedures that support their effective participation in the labor market, while ensuring equality in opportunities and wages.
   
   Women’s Empowerment within the National Budget Framework

Women’s empowerment has been a central focus of Saudi Vision 2030. According to the Vision 2030 Annual Report 2024, the target for women’s participation in the labor market was achieved a full decade ahead of schedule, with the milestone reached in 2020. As a result, the target was raised to 40% by 2030.

IMSIU has contributed to this progress through the employment opportunities it has created in recent years, thereby reinforcing the university’s role in promoting gender equality and supporting national development goals.  

1. National Transformation Program:
   
   As part of Saudi Vision 2030, the National Transformation Program seeks to develop the necessary infrastructure and create an enabling environment across both the public and private sectors to achieve gender balance. This is pursued through policies and regulations that promote equality in wages and employment opportunities
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   Executive Plan of the National Transformation Program (2021–2025)
   
   These initiatives reflect the Kingdom’s—and consequently IMSIU’s—commitment to achieving gender equality in the workplace and ensuring wage equity, thereby contributing to the achievement of the Sustainable Development Goals and enhancing both economic and social development
   
   

Policies for Measuring and Tracking the Gender Pay Gap:

The Kingdom of Saudi Arabia places strong emphasis on achieving gender equality in the workplace and actively measures and tracks the gender pay gap through several government-led initiatives, the most prominent of which include:

1. National Labor Observatory

The National Labor Observatory (NLO) is a government platform designed to provide accurate and reliable data on the Saudi labor market, including indicators related to the gender pay gap. The Observatory issues periodic reports, such as the annual Gender Gap Analysis in the Kingdom of Saudi Arabia, which analyze data and present key indicators influencing the gender pay gap.

The purpose of these reports is to equip policymakers, employers, and other stakeholders with the insights and strategies necessary to reduce the gender pay gap in the labor market, thereby promoting fairness, equality, and sustainable development​

1. Women’s Empowerment within the National Budget Framework
   
    
2. Executive Plan of the National Transformation Program  (2021–2025)

Direct Efforts by Imam Mohammad Ibn Saud Islamic University (IMSIU) in Achieving Indicators Related to Minimum Wages and Fair Wage Practices:

1)     General Directorate of Salaries and Expenditures:

IMSIU has established a General Directorate of Salaries and Expenditures, which is responsible for administering and disbursing salaries and wages for all university employees in accordance with approved regulations and policies. This ensures compliance with the national minimum wage requirements and guarantees fairness in the distribution of salaries.

2)     Commitment to the Minimum Wage:

IMSIU is fully committed to applying the national minimum wage set by the Kingdom of Saudi Arabia and ensures that employee salaries are aligned with the requirements of a decent standard of living. This commitment is implemented through:

• Applying clearly defined and publicly available salary scales for all job categories.
• Providing additional allowances such as transportation and housing allowances, as well as other benefits, bonuses, and compensations.
  Allowances, Bonuses, and Compensations
• Granting annual salary increments to employees.
  Salaries and Allowances
• Implementing a system of performance-based bonuses and incentives​

1. Continuous Career Development:

IMSIU is committed to enhancing the career pathways of its employees and improving their financial standing through:

• Promotions: The university regularly announces promotions. For instance, 343 male and female employees at Imam Mohammad Ibn Saud Islamic University were promoted to the tenth rank and below

https://imamu.edu.sa/news/Pages/news_9_9_2024-01.aspx

• Providing New Employment Opportunities:
  The university’s Deanship of Human Resources announced the availability of several job opportunities to be filled through transfer via the Masar platform, a national digital platform offering a package of electronic services that support government entities in developing their human resources. The platform aims to refine and enhance the capabilities of public sector employees.
  
  An example of this is the following announcement published on the X platform (formerly Twitter):

https://x.com/HR_imamu/status/1922185551165182436?utm

                                                               

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• Announcement of Academic Job Opportunities:

The General Directorate of Human Resources at IMSIU also announced the availability of several academic positions, to be filled either through transfer or contractual employment.

https://units.imamu.edu.sa/administrations/employees/announcements/Pages/Job-advertisement.aspx​

• Availability of More than 100 Academic Positions:

IMSIU announced the availability of over 100 academic positions (for both male and female applicants) at the ranks of Teaching Assistant and Lecturer in selected disciplines, to be filled through transfer of services

https://units.imamu.edu.sa/administrations/employees/announcements/Pages/100.aspx​

From the above, it is evident that the Government of the Kingdom of Saudi Arabia, together with Imam Mohammad Ibn Saud Islamic University (IMSIU), exerts significant efforts to achieve all employment-related indicators under SDG 8 (Decent Work and Economic Growth)—particularly those concerning the living wage, pay equity, and the measurement and monitoring of the gender pay gap. These efforts are realized through:

• Applying fair and transparent salary scales.
• Providing appropriate allowances and bonuses.
• Enhancing employees’ career development pathways.
• Issuing ministerial resolutions to raise the minimum wage.
• Implementing the Wage Protection Program to safeguard workers’ rights.
• Coordinating among multiple government entities to regulate the labor market and protect employee rights.

These combined efforts reflect the strong commitment of both the Saudi government and IMSIU to advancing the Sustainable Development Goals and ensuring a fair and safe working environment for all.​

Recognition of Unions, Labor Rights, and Employee Grievance Processes

IMSIU’s Efforts in Implementing Fair Employment Practices and Safeguarding Employee Rights in Line with Union Recognition and Grievance Mechanisms Indicators:

1. Memorandum of Understanding (MoU) with the National Committee for Labor Committees (April 2024):

https://imamu.edu.sa/news/pages/news_22_4_2024_01.aspx

One of the most significant efforts by Imam Mohammad Ibn Saud Islamic University (IMSIU) was the signing of a Memorandum of Understanding (MoU) with the National Committee for Labor Committees on 22 April 2024. The MoU was signed on behalf of the university by Dr. Khalid bin Nasser Al-Shuwairikh, Dean of the College of Business, and on behalf of the Committee by Eng. Nasser bin Abdulaziz Al-Juraid, Chairman of the National Committee for Labor Committees in the Kingdom of Saudi Arabia.

The purpose of this MoU is to reinforce IMSIU’s role as a leading educational institution in studies and research related to labor issues, thereby supporting the Committee’s mission to promote workers’ rights and labor unions.

The MoU includes several key areas aligned with the SDG 8 indicators on Decent Work and Economic Growth:

• Raising awareness of the Committee’s programs and services: This reflects IMSIU’s commitment to promoting awareness of workers’ rights and trade unions, in line with the indicators on union recognition and labor rights in employment practices.
• Promoting labor awareness and culture, and enhancing fairness and equality among workers: This corresponds to the indicator on labor rights in employment practices by fostering principles of justice and equality in the workplace.
• Providing support and consultation on labor and employment issues: This aligns with the indicator on grievance and appeal mechanisms in employment practices, by offering mechanisms for support and consultation in labor-related matters.
• Focusing on best practices, compliance with labor laws, and improving working conditions: This demonstrates the university’s commitment to a fair work environment and compliance with labor legislation, aligning with all employment practice indicators related to unions, grievance and appeal mechanisms, and workers’ rights.
• The MoU also includes provisions for joint training programs and workshops to enhance skills and build capacities, practical training opportunities for students, the development of field training programs in labor-related areas, and the evaluation of cooperative training initiatives. It further encourages the exchange of expertise and information on the impact of academic programs on skills development and workforce improvement​

Formation of Internal Committees:

The university relies on internal committees designed to protect employee rights and resolve workplace issues, functioning in a manner similar to traditional unions but in a structured and institutionalized way.

Among the most prominent is the Standing Committee for Reviewing Employee Performance Grievances, which addresses staff complaints related to performance evaluations, bonuses, and promotions. This committee serves as an internal mechanism to safeguard employees’ rights.

https://units.imamu.edu.sa/administrations/employees/commitee/Examination/Pages/default.aspx

The university explicitly affirms that gender equality is guaranteed in promotions and bonuses, with no discrimination between men and women. Furthermore, international employees are equally covered under these policies, ensuring fair and inclusive treatment for all.​

Right to Grievance for All:
 Members of the university community have the right to file grievances and submit complaints, allowing them to communicate directly with the University President to present their concerns without the need to go through committees. This procedure reinforces principles of transparency and fairness, ensuring that all cases are carefully reviewed, thereby protecting employee rights and contributing to a more positive work environment.

Through these measures, the university demonstrates its commitment to safeguarding the rights of all its members and emphasizes the importance of equality and fairness in addressing workplace issues—values that reflect transparency and collaboration within the academic community.

The university further affirms that all employees—faculty members and administrative staff, Saudis and non-Saudis, men and women alike—are entitled to submit grievances directly to the University President without intermediaries. This reflects the university’s “open-door policy”, which promotes justice and transparency.

University Policies on Workplace Equality and the Elimination of Forced and Exploitative Labor

 

Rooted in its institutional mission and steadfast commitment to Islamic and human values, Imam Mohammad Ibn Saud Islamic University (IMSIU) places great importance on fostering a fair and equitable work environment, free from all forms of discrimination based on religion, gender, age, or any other considerations. The university reaffirms its clear commitment to policies and practices that safeguard human dignity and prevent all forms of exploitation, including the prohibition of forced labor, modern slavery, human trafficking, and child labor. These efforts are aligned with relevant national and international standards and reinforce the university’s leading role in protecting workers’ rights and ensuring a balanced academic and administrative environment that contributes to achieving sustainable development.

 

 

Non-Discrimination in the Workplace:

https://units.imamu.edu.sa/vrectorate/HSSRVR/Documents/code_of_ethics.pdf

IMSIU has published a Faculty Code of Ethics, which implicitly affirms the university’s commitment to the principles of ethical conduct and equality among all faculty members, including both academic and administrative staff. The Code also implicitly reflects the principle of non-discrimination based on religion, gender, or nationality

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