Tracking Pay Scale for Gender Equity
JGU measures what it commits to. We aim to eliminate gender pay gaps and to keep compensation fair and transparent, in line with the Impact Rankings methodology.
We regularly run formal audits of compensation data across all departments and employment categories. These audits find gender-related pay disparities early and close them through policy changes, pay adjustments and management retraining, and the findings are shared openly within the university community. Deans and Heads of Departments are consulted on all pay and benefits decisions, and they receive ongoing training and guidance so that decisions are free from bias. The Human Resources Department works to prevent discrimination in hiring and in pay raises on the basis of gender, race, religion, sexuality, colour, marital status, national origin, disability or age.
Gender sensitivity is built into recruitment, evaluation and promotion, in line with national and international workplace equity standards. Employees are encouraged to raise concerns and to take part in ongoing reviews, so that the people affected by pay decisions help to shape them. These commitments are set out in our Policy on Labour, Equivalent Rights of Third-Party Workers and Gender Pay Equity.
