Pay Equity Tracking

Measurement and tracking of gender pay equity across all employment levels.

Introduction

Al-Ahliyya Amman University (AAU) ensures consistent and systematic monitoring of gender pay equity through its institutional Gender Pay Gap Review Procedure, which mandates annual assessment of compensation structures across all employment levels faculty, administrative staff, technical teams, and outsourced workers. This process evaluates:

base salary equality

allowances and benefits

promotion-related compensation

workload–to–compensation alignment

gender distribution across job families

career progression and pay outcomes

Aligned with the Fair and Equitable Wage Policy, AAU’s monitoring mechanisms ensure that any gender-based disparities are promptly identified, investigated, and corrected. The Employee Rights and Pay Appeals Procedure ensures staff have a transparent and confidential channel to report concerns related to pay inequity or discrimination.

This commitment directly supports: ✔ SDG 5 (Gender Equality) ✔ SDG 8 (Decent Work and Economic Growth) ✔ SDG 10 (Reduced Inequalities) ✔ Jordan’s National Gender Equity Strategy

Through rigorous tracking, transparent reporting, and corrective action plans, AAU guarantees fairness, equity, and dignity for all employees.

Centers and Departments

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01Human Resources and Institutional Development Unit

Leads the annual Gender Pay Gap Review, conducts salary-structure audits, analyzes compensation across job categories, ensures gender-neutral job evaluation, and provides corrective recommendations for closing gender pay gaps.

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02Finance Department

Ensures financial alignment for equitable pay adjustments, validates payroll data, and collaborates with HR on wage accuracy and fair distribution of financial benefits.

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03Sustainability and International Ranking Center (SIRC)

Validates gender pay equity indicators and ensures that all progress, trends, and analyses are transparently reported in the AAU Sustainability Reports and AAU Sustainability Portal.

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04Women Health Center (WHC)

Supports gender equity by offering workplace support systems, empowerment programs, and awareness campaigns that indirectly reinforce pay fairness and reduce gender bias.

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05Al-Ahliyya Amman Center for Consultations and Psychological Care (CCPS)

Provides confidential counselling for employees who experience gender discrimination, inequitable treatment, or workplace bias affecting compensation or career advancement.

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06Global Engagement Center (GEC)

Ensures that international staff especially women receive the same level of wage transparency and pay-equity protection as Jordanian employees.

Activities

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01MoU with The Human Rights Organization “Rain Collective”

This MoU strengthens institutional commitments to gender equality, pay fairness, and workplace non-discrimination. Workshops delivered through this partnership address:

gender-based rights
equal opportunity
institutional fair-treatment practices
anti-bias mechanisms in compensation systems

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02MoU with Al-Hussein Society for Training and Inclusion

Supports workplace inclusion, closing economic inequality gaps, and ensuring equal pay pathways for individuals with disabilities and marginalized groups.

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03Crisis Management Training – Business Faculty

Provides staff with training on ethical leadership, fair decision-making, gender-sensitive planning, and equal workload distribution all of which impact wage fairness.

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04Hourani e-Learning Center (HEC) – Digital Equity Content

Offers online modules related to gender equality, compensation fairness, and anti-discrimination awareness supporting SDG 5 and SDG 8 through equitable learning access.

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05Center for Innovation and Entrepreneurship (CIE)

Ensures equal participation of women in entrepreneurship, innovation programs, and economic empowerment workshops supporting gender pay equity through access to income-generating opportunities.

Impact Evaluation & Development Plan

Performance Evaluation

Structured Assessment Tools

AAU measures knowledge and awareness related to pay equity through:
- sustainability literacy surveys
- compensation fairness rubrics
- reflective assessments
- SDG-integrated course evaluation tools
These instruments evaluate understanding of gender equality, wage fairness, labour rights, and ethical treatment.
- Annual Assessment Cycles
Gender pay-gap analyses are conducted annually, comparing wage levels across:
- job families
- academic ranks
- administrative levels
- contract types
- gender groups
- Quantitative & Qualitative Indicators
Indicators include:
- gender-disaggregated wage data
- allowance/benefit comparisons
- promotion and advancement trends
- pay-equity grievance outcomes
- perceptions of fairness
- Integration with Curriculum
Pay-equity concepts are embedded in:
- HR management
- labour law
- gender studies
- business ethics
- public policy courses
- Transparency and Public Reporting
All data validated by SIRC is published in:
- AAU Sustainability Report
- SDG 8 Executive Sustainability Report
- AAU Sustainability Portal
Development Actions
Action 1: Institutional Pay Equity Audit System Annual systematic audit of all wage distributions. Target: 100% annual completion. Action 2: Gender-Responsive Compensation Framework Standardizing pay structures to eliminate bias. Target: Fully implemented by 2026. Action 3: Pay Equity Training for Department Heads Training on eliminating unconscious bias in promotions and wage decisions. Target: 2025–2027. Action 4: Gender Pay Equity Dashboard Public dashboard showing gender-disaggregated wage metrics and improvement trends. Target: Operational by 2026. Action 5: Regional Benchmarking Annual benchmarking against MENA universities with advanced equity frameworks. Target: Annual published report.
Benchmarking & Best Practice
AAU benchmarks gender-pay-equity practices with:
- University of British Columbia
- University of Cambridge
- University of Gothenburg
Best Practices Adopted
- annual gender pay-gap reviews
- gender-neutral compensation structures
- transparent reporting mechanisms
- equal access to leadership roles
- grievance and appeals systems
Localization to Jordan’s Context AAU aligns with:
- Gender Pay Gap Review Procedure
- Fair and Equitable Wage Policy
- Jordanian Labour Law
- National Gender Equity Strategy
Institutional Integration Summary AAU ensures that gender pay equity is systematically measured, transparently reported، and continuously improved. Through strong policies, clear procedures، wage audits، SDG monitoring، partnerships، and fair employment practices، AAU guarantees equal compensation for equal work across all employee categories.