BAU Has a Tracking Pay Scale For Gender Equity
Measurement and Tracking of Gender Pay Equity at Al Balqa Applied University (BAU)
Al-Balqa Applied University (BAU) monitors and reviews its salary scales, compensation practices, and employment benefits to assess gender pay equity and ensure equal employment rights for female and male employees. This process is guided by the University’s approved Salary and Allowances Regulation and related employment instructions, which establish a structured framework for determining remuneration according to applicable job grades, categories, ranks, and other relevant employment criteria, without gender-based discrimination.
BAU’s approach to measurement and tracking combines the review of salary and compensation data, gender pay gap analysis, assessment of employment benefits and entitlements, and financial and administrative oversight. These mechanisms support the identification of potential disparities, the evaluation of remuneration practices, and the development of appropriate corrective measures where necessary.
Through these monitoring and review processes, supported by documented salary regulations, institutional policies, and gender pay gap reporting, BAU seeks to ensure the consistent and equitable application of employment rules and compensation arrangements. This approach reinforces the University’s commitment to transparency, accountability, equal employment rights, and the continuous improvement of gender pay equity across its academic and administrative workforce.
BAU’s monitoring and tracking mechanisms include:
- Consistent application of salary scales: Applying approved salary grades, allowances, and compensation rules equally to female and male employees in accordance with the Salary and Allowances Regulation and relevant employment instructions.
- Review of gender pay equity: Salary and compensation information is systematically reviewed and analyzed by gender to identify and monitor any potential differences in remuneration between female and male employees. As part of this institutional approach, Al-Balqa Applied University regularly prepares and issues a Gender Pay Gap Report. The report supports the identification of any areas requiring further examination and informs the continuous review of policies and practices to promote pay equity, transparency, and equal treatment across the University.
- Review of objective pay determinants
Where differences in remuneration are identified, the University considers legitimate employment-related factors, including job grade, academic or professional rank, qualifications, experience, responsibilities, and the nature and complexity of the work. This helps distinguish legitimate differences arising from employment characteristics from potential gender-related disparities.
- Monitoring employment benefits and entitlements
BAU also reviews employment-related benefits and entitlements to ensure that female and male employees receive equal treatment under applicable University regulations and instructions.
- Institutional and financial oversight: BAU conducts oversight and internal review through its Internal Control and Audit Unit, an independent oversight body affiliated with the Board of Trustees, one of the University’s key governance bodies. The Unit supports institutional accountability and compliance by reviewing relevant policies, regulations, procedures, and employment practices.
Where an unjustified gender-related disparity in salaries, compensation, or employment entitlements is identified, the relevant findings are examined and appropriate corrective measures are pursued to address the underlying causes, strengthen gender equity, and promote fair and consistent treatment of female and male employees. This process reinforces transparency, accountability, and continuous improvement in the University’s employment and remuneration practices.
- Identification, Internal Audit, and Corrective Action: BAU reviews its regulations, instructions, and institutional practices to identify and address potential gender-related disparities and promote equal opportunities for all employees and scholarship recipients. Based on the findings of the gender pay gap analysis and related equality reviews, the University amended its scholarship instructions to strengthen gender equity and ensure fair and inclusive treatment.
The amendments introduced two important changes. First, the instructions adopted gender-inclusive wording that explicitly refers to both male and female scholarship recipients, ensuring that the relevant provisions apply equally regardless of gender. Second, the University revised the provisions governing female scholarship recipients pursuing their studies abroad, allowing them to accompany their children and spouses, an option that was not permitted under the previous instructions.
These amendments demonstrate BAU’s commitment to translating equality reviews into practical regulatory improvements. By promoting gender-inclusive policies and addressing family-related barriers to international study, the University supports equal access to scholarship opportunities, women’s empowerment, and fair treatment in academic and administrative policies.
- Follow-up and continuous improvement: The University uses the findings of salary reviews, gender pay gap analysis, employee feedback, and policy reviews to inform improvements in employment practices and compensation arrangements.
Supporting evidence: