8.2 Employment Practice
8.2.1 Employment Practice living Wage
8.2.2 Employment Practice Unions
8.2.3 Employment Policy on Discrimination
8.2.4 Employment Policy on Modern Slavery
8.2.5 Employment Practice Equivalent Rights Outsourcing
8.2.6 Employment Policy on Pay Scale Equity
8.2.7 Track Pay Scale for Gender Equity
8.2.8 Employment Practice Appeal Process
8.2.9 Employment Practice Labor Rights
Tracking Pay Scale for Gender Equity
Gulf University for Science and Technology (GUST) is committed to ensuring fair and equitable compensation for all employees, with particular focus on maintaining gender pay equity across all positions and departments. In alignment with SDG 8.2.7, the University systematically measures, monitors, and evaluates its pay structure to ensure equal pay for equal work and to identify and address any gender-related disparities.
Regular Pay Equity Reviews
Through its Salary & Grading Structure Policy and Remuneration Policy, GUST conducts periodic pay equity analyses, coordinated by the Human Resources Department. These reviews are performed at least once every three years, or more frequently when major market or organizational changes occur. The analyses involve:
- Comparing average pay levels between male and female employees within similar job grades and classifications.
- Reviewing promotion rates, performance-based increases, and allowances for gender balance.
- Ensuring that compensation decisions remain consistent with job responsibilities, qualifications, and experience rather than gender or any other unrelated factor.
For example, below are two histograms extracted from our HR dashboard management system, that tracks salaries between our female and male employees.
All pay equity assessments are reviewed and approved by University leadership to ensure transparency and accountability. Where discrepancies are identified, adjustments are made promptly to bring salaries into alignment with established equity principles.
Commitment to Continuous Improvement
By maintaining accurate data on staff compensation by gender and conducting regular internal audits, GUST reinforces its dedication to closing gender pay gaps and promoting inclusive employment practices. This process not only ensures compliance with Kuwait Labor Law but also demonstrates the University’s leadership in advancing decent work, economic growth, and gender equality as part of its commitment to the United Nations Sustainable Development Goals (SDG 8 and SDG 5).
