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Pay scale equity
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Policy on Pay Scale Equity and Gender Pay Equity

JGU is committed to fair, transparent pay, and to eliminating gender pay gaps. The Policy on Labour, Equivalent Rights of Third-Party Workers and Gender Pay Equity sets out the principle that no one receives unequal pay because of gender, race, religion, sexuality, colour, marital status, national origin, disability or age. It is set out below.

Policy Details

  • Policy Title: Policy on Labour, Equivalent Rights of Third-Party Workers and Gender Pay Equity (Pay Equity provisions)

  • Year Reviewed: 2026

  • Primary SDG Alignment: SDG 8 (Target 8.5), SDG 5 (Targets 5.1 and 5.5) and SDG 10

1. Policy Objective & Purpose

JGU works towards gender parity by eliminating pay gaps and by ensuring that pay is set fairly and transparently across all roles.

2. Scope & Applicability

The policy applies to all employees and workers engaged by the university, at hiring and at every pay review.

3. Guiding Principles

  • Equal pay: no unequal pay on the basis of gender, race, religion, sexuality, colour, marital status, national origin, disability or age.

  • Merit and transparency: pay is based on qualifications, experience and merit, and benchmarked against industry standards.

  • Competitive and fair: salaries are above the legal or living minimum.

4. Key Operational Provisions

  • Administrative staff salaries are competitive and above the living or legal minimum wage.

  • Faculty salaries are competitive and above UGC pay scales, based on experience and qualifications.

  • Deans and Heads of Departments involved in pay decisions receive training and guidance to remove bias.

  • Human Resources ensures that no pay discrimination takes place at hiring or during pay raises.

  • Gender sensitivity is built into recruitment, evaluation and promotion, in line with national and international standards.

5. Roles & Institutional Governance

  • Human Resources: oversees pay decisions and checks for pay discrimination.

  • Deans and Heads of Departments: are consulted on all pay and benefits decisions.

  • The Anti-Discrimination Committee: support reporting and any concern raised.

6. Grievance Redressal, Reporting & Whistleblower Protection

Employees who believe they have been paid unfairly can appeal in writing through the university’s appeal process, with a representative of their choice, and retaliation for raising a concern is prohibited.

7. Monitoring, Performance Indicators & Public Reporting

JGU regularly audits compensation data across all departments and employment categories to find gender-related pay disparities and close them through policy changes, pay adjustments and management retraining. Audit findings are shared openly within the university community.

8. Policy Review Cycle

The policy is reviewed periodically, and audit findings feed into each review.