Policy ensuring equitable pay scales and commitment to monitor and close gender pay gaps. 

Introduction: 

Al-Ahliyya Amman University (AAU) is firmly committed to pay equity and the elimination of all forms of wage discrimination through its institutional Fair and Equitable Wage Policy, which ensures equal pay for equal work across all job categories, regardless of gender, age, nationality, religion, disability, or employment status. 

AAU reinforces this commitment through the Gender Pay Gap Review Procedure, which mandates systematic annual assessments of salary structures, job families, grade levels, and compensation packages to identify disparities and ensure corrective action. 
The Employee Rights and Pay Appeals Procedure provides transparent, accessible, and fair channels for staff to raise concerns related to pay inequity or compensation fairness. 

AAU’s approach aligns with: 
✔ SDG 5 (Gender Equality) 
✔ SDG 8 (Decent Work and Economic Growth) 
✔ SDG 10 (Reduced Inequalities) 
✔ Jordanian Labour Law & Equal Opportunity Standards 

Through evidence-based monitoring, transparent reporting, and inclusive employment practices, AAU demonstrates leadership in ensuring equitable pay, enhancing workforce fairness, and advancing sustainable economic prosperity. 

Centers and Departments: 

Activities: 

Impact Evaluation & Development Plan

1. Performance Evaluation
   
   1. Structured Assessment Tools

   AAU evaluates pay equity awareness and employment fairness through: 

   • sustainability literacy surveys, 
   • competency-based rubrics, 
   • reflective learning assessments, 
   • embedded SDG evaluation instruments. 

   These tools measure knowledge of wage fairness, gender equity, labour rights, and ethical employment standards. 

   2. Annual Assessment Cycles

   Annual reviews monitor gender pay gaps, wage equity across job families, and effectiveness of corrective measures. Trends in pay equity and demographic wage distribution are analyzed each year. 

   3. Quantitative & Qualitative Indicators

   Indicators include: 

   • gender-disaggregated salary analytics 
   • pay transparency scores 
   • wage adjustment cases 
   • pay-related grievances and resolutions 
   • staff perceptions of fairness 
   4. Integration with Curriculum

   Pay equity themes are integrated into HRM, business ethics, law, sociology, and gender studies courses. Capstone projects include analyses of wage justice, inequalities, and labour-market fairness. 

   5. Transparency and Public Reporting

   All findings validated by SIRC are published in: 

   • AAU Sustainability Report 
   • SDG 8 Executive Sustainability Report 
   • AAU Sustainability Portal 

    

2. Development Actions

   Action 1: Annual Gender Pay Gap Audit Comprehensive salary analysis across all job categories. 
   Target: 100% completion yearly. 

   Action 2: Pay Equity Standard (PES) Internal standard establishing clear, gender-neutral job evaluations and compensation grading. 
   Target: Implementation by 2026. 

   Action 3: Pay Equity Training Program Mandatory training for department heads, HR teams, and supervisors. 
   Target: 2025–2027. 

   Action 4: Pay Transparency Dashboard Public dashboard showing gender-disaggregated wage equity indicators and progress. 
   Target: Operational by 2026. 

   Action 5: Regional Benchmarking 
   Annual comparisons with leading universities in MENA implementing pay-equity reforms. 
   Target: Annual published report. 

    

3. Benchmarking & Best Practice

   AAU benchmarks its pay-equity framework with: 

   • University of British Columbia 
   • University of Cambridge 
   • University of Gothenburg 

   Best Practices Adopted 

   • transparent wage structures 
   • gender-neutral job evaluations 
   • annual pay-gap assessments 
   • equal-opportunity promotion pathways 
   • public equity dashboards 

   Localization to Jordan’s Context 
   Aligned with: 

   • Fair and Equitable Wage Policy 
   • Gender Pay Gap Review Procedure 
   • Jordanian Labour Law 
   • National Gender Equality Strategy 

   
   
   Institutional Integration Summary 

   AAU ensures the Pay Equity Policy is comprehensively embedded into HR systems, compensation structures, labour-rights monitoring, employee development, and transparent reporting. 
   Through robust wage analyses, anti-discrimination safeguards, equal treatment standards, and international benchmarking, AAU guarantees that every employee, man or woman, Jordanian or international, receives fair, equitable, and dignified compensation. 

   This framework advances SDG 5, SDG 8, SDG 10, and SDG 16, positioning AAU as a national leader in promoting workplace justice and wage equality. 

   Through this structured, evidence-based approach, AAU ensures that every graduate develops the competencies needed to promote sustainability, responsible citizenship, and long-term societal resilience advancing SDG 4, SDG 12, and SDG 17.