Pay Scale Equity Elimination

Article Image Article Image

Redeemer's University Policy on Pay Scale Equity and Elimination of Gender Pay Gaps

Purpose:

Redeemer’s University is committed to fostering a workplace where equity, fairness, and respect for all employees are upheld. This policy outlines our dedication to ensuring that pay practices across the university are transparent, equitable, and free from discrimination. We are particularly committed to the measurement, monitoring, and elimination of gender pay gaps, ensuring that male and female employees at the same level receive equal compensation for their work.

As a Christian institution founded on values of justice and integrity, Redeemer’s University believes in upholding the principle that everyone should receive fair compensation for their contributions, regardless of gender, race, or any other characteristic. This policy reinforces our ongoing commitment to pay scale equity and fair treatment for all faculty and staff.

Scope:

This policy applies to all third-party contractors, vendors, and service providers This policy applies to all employees of Redeemer’s University, including faculty, administrative staff, junior staff, and any other categories of workers. It covers all employment practices related to pay, including starting salaries, salary adjustments, promotions, and bonuses.



Policy Statement:

  1. Equal Pay for Equal Work: Redeemer’s University is committed to ensuring that all employees performing the same work, with the same qualifications, experience, and responsibilities, receive equal pay, regardless of gender. There is no discrimination in pay based on gender, and both male and female employees in the same roles and levels of responsibility are compensated equally.
  2. No Discrimination in Pay Practices: Our pay structure is based on objective criteria such as job responsibilities, experience, qualifications, and performance. Discrimination based on gender, race, age, disability, or any other protected characteristic is strictly prohibited in setting or adjusting pay.
  3. Transparent Pay Scales: Redeemer’s University maintains transparent pay scales for all positions. Pay scales are reviewed regularly to ensure they are competitive, fair, and reflect the university’s commitment to equity. All faculty and staff are informed about the salary structure relevant to their role, ensuring that pay practices are clear and accessible.
  4. Commitment to Monitoring Gender Pay Gaps: The university is committed to the ongoing measurement of gender pay gaps. Regular assessments of pay equity will be conducted to identify and address any disparities in pay between male and female employees. These assessments will analyze starting salaries, promotions, bonuses, and other pay-related decisions to ensure that no gender-based disparities exist.


Implementation and Procedures:

  1. Annual Pay Equity Audits: Redeemer’s University will conduct an annual pay equity audit to measure and evaluate any gender pay gaps across the institution. This audit will compare salaries of male and female employees at the same levels of responsibility and ensure that any discrepancies are identified and addressed promptly.
  2. Remediation of Pay Discrepancies: If any gender-based pay disparities are identified during the audit process, the university will take immediate steps to rectify the issue. This may include salary adjustments to ensure that employees performing similar work are paid equally, regardless of gender.
  3. Data-Driven Salary Adjustments: All decisions regarding salary increases, bonuses, or promotions will be data-driven and based on objective performance criteria. Managers and HR staff responsible for pay decisions will receive training on gender bias and the importance of ensuring pay equity.
  4. Reporting Mechanism: Employees who believe they are experiencing pay discrimination based on gender or any other characteristic may report their concerns to the Human Resources Department or their supervisor. All reports will be handled confidentially, and the university will investigate and resolve the issue in a timely and fair manner.


Training and Awareness:

  1. Education for Managers and HR Staff: To ensure that pay decisions are made fairly and without bias, Redeemer’s University will provide regular training to all managers and Human Resources staff involved in salary determinations. This training will focus on the principles of pay equity, unconscious bias, and the legal and ethical obligations to provide equal pay for equal work.
  2. Raising Employee Awareness: The university will communicate its commitment to pay equity to all employees, ensuring that they are aware of the policy and understand their rights. Information on how to report pay discrepancies will be made readily available to all staff.


Monitoring and Reporting:

  1. Regular Reporting on Pay Equity Progress: As part of our commitment to transparency, Redeemer’s University will publish a summary of its pay equity audit findings annually. This report will highlight progress made in closing any identified pay gaps and outline the steps being taken to maintain pay equity.
  2. Leadership Accountability: The university’s leadership team will be held accountable for ensuring that pay equity objectives are met. Pay equity performance metrics will be included as part of the performance evaluation for department heads and HR staff.


Conclusion:

Redeemer’s University is dedicated to ensuring that all employees are compensated fairly and equitably. By committing to regular monitoring, transparent pay practices, and prompt action to address any pay disparities, we are working to eliminate gender pay gaps and ensure equal pay for equal work for all employees. As a Christian institution, our values of justice, fairness, and integrity guide our approach to compensation, ensuring that all employees are treated with the respect and dignity they deserve.

For more information or to raise concerns regarding pay equity, please contact the Human Resources Department.



Latest News