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SDG 8.2.7

Sunway University measures and tracks pay scale gender equity as part of its commitment to fair employment practices. This process is guided by the Salary and Pay Equity Policy (2004, reviewed 2023), specifically Clause 2.2 which states that staff remuneration is based on merit, qualifications, experience, and performance, regardless of gender or other personal characteristics.  

Salary and Pay Equity Policy (Clause 2.2)

Staff members will be paid based on merits of their qualification, experience and performance, regardless of gender, disability, race, religion, belief, cultural background, sexual orientation, marriage and civil partnership, refugee and asylum seekers status, language, pregnancy and maternity/ paternity.

By monitoring these metrics annually, the university ensures transparency and compliance with its policy on equitable pay.

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Based on the Gender Pay Scale graph above, the female-to-male pay ratio ranged between 1:1.35 and 1:1.2 from 2020 to 2024. While these figures may appear to indicate a gap, the variation is explained by the distribution of senior positions during the review period, where a higher proportion of male staff held roles with greater responsibilities and higher pay scales. Employees performing similar roles at equivalent levels receive comparable pay regardless of gender, confirming that differences are merit-based rather than discriminatory.

This annual tracking demonstrates Sunway University’s commitment to maintaining pay equity and accountability. The observed ratios reflect structural composition rather than unequal pay for equal work, reinforcing that salary decisions are aligned with Clause 2.2 and based solely on merit, qualifications, and responsibilities.