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
Ensuring Pay Scale Equity and Fair Compensation
At Gulf University for Science and Technology (GUST), fair and equitable compensation is a fundamental principle of our employment philosophy. In alignment with SDG 8.2.6, the University has established formal policies to ensure pay scale equity, including a clear commitment to the measurement and elimination of gender-based pay gaps.
Salary & Grading Structure Policy
The Salary & Grading Structure Policy, approved by the University President in August 2024, provides a standardized and transparent framework for determining all employee compensation. This structure ensures that salaries are assigned solely on objective criteria such as job role, qualifications, experience, and performance — free from any form of bias or discrimination.
The policy mandates regular salary benchmarking and review cycles—typically every three years—to maintain fairness across all grades and to stay aligned with market standards. Any adjustment to the approved salary scale requires formal justification and approval from senior leadership, reinforcing transparency and accountability in all compensation decisions.
Remuneration Policy
Complementing this, the GUST Remuneration Policy ensures fair, equitable, and competitive compensation for all employees, regardless of gender, race, color, religion, age, social status, physical or mental disability, or any other factor. The policy aims to attract and retain highly qualified individuals while fostering a culture that rewards high performance and promotes professional growth.
It also encourages continuous evaluation of pay practices to identify and correct any inconsistencies in salary distribution, thereby strengthening internal equity and gender balance.
Together, these two policies provide a robust mechanism for monitoring, managing, and ensuring pay scale equity across all employment categories. By integrating these practices into its HR framework, GUST demonstrates a measurable and ongoing commitment to equal pay for equal work, closing gender pay gaps, and promoting fairness and inclusion in the workplace — in full alignment with SDG 8.2.6: Employment Policy Pay Scale Equity.
