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: 

Activities: 

Impact Evaluation & Development Plan

1. Performance Evaluation
   
   1. 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. 

   2. Annual Assessment Cycles

   Gender pay-gap analyses are conducted annually, comparing wage levels across: 

   • job families 
   • academic ranks 
   • administrative levels 
   • contract types 
   • gender groups 
   3. Quantitative & Qualitative Indicators

   Indicators include: 

   • gender-disaggregated wage data 
   • allowance/benefit comparisons 
   • promotion and advancement trends 
   • pay-equity grievance outcomes 
   • perceptions of fairness 
   4. Integration with Curriculum

   Pay-equity concepts are embedded in: 

   • HR management 
   • labour law 
   • gender studies 
   • business ethics 
   • public policy courses 
   5. Transparency and Public Reporting

   All data validated by SIRC is published in: 

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

    

2. 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. 

    

3. 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.