Tracking Pay Scale for Gender Equity
SDG 8.2.7
The objective of pay equity is to ensure there is no gender disparity among staff members employed at Sunway University and is based on merits of qualification, experience, contribution and performance without bias. The Human Resource Department is responsible for ensuring pay scale equity and the elimination of gender pay gaps.
This study of the pay scale gap between female and male staff at Sunway University indicates a gradual increase in the male-to-female pay ratio within 4 years from 2020 to 2023. The differences observed appear to align with the institution's merit-based Salary and Pay Equity Policy, which structures pay according to individual qualifications and roles rather than demographic factors such as gender.
» Salary and Pay Equity Policy (Section 2 - Point 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.
Read our full Salary and Pay Equity Policy
This increase in pay ratio seems primarily influenced by the slightly higher qualifications and positions held by male staff in senior roles. Therefore, no direct correlation between gender distribution and pay scale is evident in this analysis. While gender equity remains a core principle, continued attention to equity in career advancement opportunities may further support balanced representation at all levels of the institution.
