University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap – University of Mosul

"University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap – University of Mosul Skip to content E-Systems Academic Staff Alumni AR Electronic Systems Staff Email Students Email Staff CV Undergraduate Students Registration Postgraduate Students Registration University House Unit Students Information System Computer Proficiency Certificate Complaints System Study in Iraq AR University of Mosul Search for: Toggle Navigation About President’s Message University Administration University President and Vice Presidents University Council Deans Strategic Plan University Overview University Strategy Organizational Structure University Statistics UoM IN NUMBERS University Policies Campus Life Departments and Divisions University Presidents Mosul City Academics University colleges University Centers Academies Students and Alumni Student Affairs and Registration Postgraduate Studies Alumni Career Development and Employment Research University Journals Research Fields Research laboratories Contact Us Search for: University of Mosul University of Mosul University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap 1. Title University of Mosul Policy on Pay Equity and Eliminating the Gender Pay Gap 2. Purpose / Objectives This policy aims to ensure equal pay for all employees, eliminate any unjustified gender-based pay disparities, and promote fairness and transparency within the university’s compensation system. 3. Scope This policy applies to all categories of employees at the University of Mosul, including: Faculty members. Administrative staff. Temporary and contractual employees. 4. Principles / Commitments Equal Pay for Equal Work : Guaranteeing that employees receive equal pay for work of equal value, regardless of gender or personal factors. Transparency : Ensuring clarity in salary structures, reward mechanisms, and promotion criteria. Institutional Responsibility : Commitment to monitoring, identifying, and addressing any pay gaps. Empowerment : Supporting women’s access to leadership roles and higher-paying positions through targeted development programs. 5. Procedures / Implementation Mechanisms Fair Pay Evaluation : Conducting regular reviews of pay structures to ensure they are equitable and based on merit, experience, and responsibility. Gap Measurement : Carrying out an annual gender pay gap assessment and publishing results transparently. Corrective Actions : Developing and implementing action plans to close identified gaps, which may include pay adjustments and career development programs for women. Information Accessibility : Publishing salary policies and promotion mechanisms on official university platforms. 6. Responsibilities University Presidency : Approval and oversight of the policy. Human Resources Department : Managing salary reviews, preparing pay gap reports, and ensuring transparency in remuneration. Academic and Administrative Units : Applying the policy in recruitment, promotions, and career advancement. Employees : Staying informed about their rights and using reporting channels when necessary. 7. Monitoring and Evaluation Conducting an annual review of payroll data to analyze gender pay disparities. Submitting regular reports with recommendations to senior management. Tracking the effectiveness of corrective measures to ensure gaps are being closed. 8. Review and Updates This policy will be reviewed every three years, or earlier if needed, to align with national standards and best international practices on pay equity. 9. Link to Global Goals Goal 5: Gender Equality – Eliminating discrimination and ensuring equal opportunities. Goal 8: Decent Work and Economic Growth – Promoting fair pay and inclusive working environments. Goal 10: Reduced Inequalities – Addressing economic and social disparities. Approved by: Presidency of the University of Mosul. Last updated: 24-12-2024. 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