Tracking pay scale for gender equity

Our university is fully committed to eliminating gender pay gaps and ensuring fairness and transparency in all compensation practices as part of our alignment with the Impact Rankings 2026 methodology. To achieve this, we actively consult with our Deans and Heads of Departments during all pay and benefits decisions, providing them with ongoing training and guidance. Our Human Resources Department diligently works to ensure that discrimination of any sort based on gender, race, religion, sexuality, color, marital status, national origin, physical or mental disability, and/or age does not occur during hiring or salary raises. 

To uphold these values, our university regularly conducts comprehensive, formal audits of compensation data across all departments and employment categories. These audits are designed to identify any gender-related pay disparities promptly and to address these gaps through targeted policy interventions, pay adjustments, and management retraining. The findings from these audits are transparently shared within the University community, fostering accountability and continuous improvement. 

Moreover, we integrate gender sensitivity into our recruitment, performance evaluation, and promotion processes, ensuring alignment with national and international standards for workplace equity. Employees are encouraged to raise concerns and actively participate in ongoing reviews, strengthening a culture of dialogue and collective responsibility in maintaining gender pay equity. 

View Policy on Labour, Equivalent Rights of Third Party Workers and Gender Pay Equity