University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap

University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap

1. Title

University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap

2. Purpose / Objectives

This policy aims to ensure equal pay for all employees, eliminate any unjustified gender-based pay disparities, and promote fairness and transparency within the university’s compensation system.

3. Scope

This policy applies to all categories of employees at the University of Mosul, including:

  • Faculty members.

  • Administrative staff.

  • Temporary and contractual employees.

4. Principles / Commitments

  • Equal Pay for Equal Work: Guaranteeing that employees receive equal pay for work of equal value, regardless of gender or personal factors.

  • Transparency: Ensuring clarity in salary structures, reward mechanisms, and promotion criteria.

  • Institutional Responsibility: Commitment to monitoring, identifying, and addressing any pay gaps.

  • Empowerment: Supporting women’s access to leadership roles and higher-paying positions through targeted development programs.

5. Procedures / Implementation Mechanisms

  • Fair Pay Evaluation: Conducting regular reviews of pay structures to ensure they are equitable and based on merit, experience, and responsibility.

  • Gap Measurement: Carrying out an annual gender pay gap assessment and publishing results transparently.

  • Corrective Actions: Developing and implementing action plans to close identified gaps, which may include pay adjustments and career development programs for women.

  • Information Accessibility: Publishing salary policies and promotion mechanisms on official university platforms.

6. Responsibilities

  • University Presidency: Approval and oversight of the policy.

  • Human Resources Department: Managing salary reviews, preparing pay gap reports, and ensuring transparency in remuneration.

  • Academic and Administrative Units: Applying the policy in recruitment, promotions, and career advancement.

  • Employees: Staying informed about their rights and using reporting channels when necessary.

7. Monitoring and Evaluation

  • Conducting an annual review of payroll data to analyze gender pay disparities.

  • Submitting regular reports with recommendations to senior management.

  • Tracking the effectiveness of corrective measures to ensure gaps are being closed.

8. Review and Updates

This policy will be reviewed every three years, or earlier if needed, to align with national standards and best international practices on pay equity.

9. Link to Global Goals

  • Goal 5: Gender Equality – Eliminating discrimination and ensuring equal opportunities.

  • Goal 8: Decent Work and Economic Growth – Promoting fair pay and inclusive working environments.

  • Goal 10: Reduced Inequalities – Addressing economic and social disparities.

Approved by: Presidency of the University of Mosul.

Last updated: 24-12-2024.