8.2.6 Canadian University Dubai — Policy on Pay Scale Equity and Gender Pay Equality
Institutional Commitment
Canadian University Dubai (CUD) is committed to fair and equitable remuneration for faculty and staff, and to preventing discrimination in employee compensation.
The University recognises that pay equity is an essential component of gender equality, decent work and fair employment practices.
CUD's commitment is established through its institutional Equal Pay & Pay Equity Policy Statement, Staff Gender Equality Policy, Compensation and Benefits Policy and formally documented salary-grade arrangements.
The University's pay equity principles require that compensation decisions do not discriminate against employees based on sex, gender or other protected characteristics.
CUD recognises the principle of equal pay for work of equal value, including the importance of identifying and addressing unjustified gender-related differences in employee remuneration.
These commitments support the University's wider objective of maintaining an equitable and inclusive working environment.
1. Equal Pay & Pay Equity Policy Statement
CUD has publicly established an Equal Pay & Pay Equity Policy Statement addressing discrimination in employee compensation.
The statement expressly prohibits disparate pay based on protected personal characteristics, including:
- Sex and gender.
- Race and colour.
- National origin.
- Age.
- Religion.
- Disability.
- Sexual orientation.
- Gender identity and gender expression.
- Marital status.
- Other characteristics identified in the University's policy statement.
The policy specifically prohibits sex-based pay discrimination and discriminatory compensation practices.
Equal Pay for Work of Equal Value
CUD recognises that pay equity requires consideration of the value of the work performed.
This includes relevant characteristics such as:
- The skills and qualifications required.
- The effort involved in performing the work.
- The responsibilities associated with a position.
- The applicable working conditions.
- The complexity and requirements of the role.
The University's objective is to ensure that remuneration is determined through legitimate employment-related criteria rather than an employee's gender.
Differences in remuneration may arise from relevant factors such as job grade, experience, qualifications, responsibilities or approved contractual arrangements. Such differences must be distinguished from unjustified gender-related pay disparities.
2. Pay Transparency and Employee Rights
CUD's Equal Pay & Pay Equity Policy includes a provision addressing employee pay transparency.
The University recognises employees' ability to discuss their own remuneration and compensation arrangements.
The policy provides that employees are not prohibited from discussing their salaries or compensation with other employees or non-employees.
It further establishes protection against disciplinary or discriminatory action arising solely from employees making permitted enquiries about or disclosures concerning pay.
Confidentiality of Employee Records
Pay transparency operates alongside legitimate confidentiality obligations.
Employees with access to other individuals' confidential compensation information through their professional responsibilities are subject to restrictions on unauthorised disclosure.
Exceptions may apply in circumstances such as formal complaints, authorised investigations and the University's legal disclosure obligations.
These provisions support transparency regarding remuneration while recognising the importance of protecting confidential personnel information.
3. Approved Salary Scales and Job Evaluation
CUD maintains a formal compensation framework through its approved salary scales, position grades and job evaluation procedures.
The framework is documented in the University's Compensation and Benefits Policy and relevant faculty, administrative and support staff employment provisions.
Salary-Grade Structure
CUD's employment framework establishes that positions are evaluated through the University's job evaluation arrangements.
Pay and applicable allowances are linked to the salary grade assigned to each position.
Employee remuneration is documented in the applicable employment contract.
This structure provides an institutional framework for consistency in compensation decisions.
Relevant Salary Determination Factors
Salary determination may consider:
- Job role and responsibilities.
- Academic or professional rank.
- Relevant qualifications.
- Professional experience.
- Position grade.
- Approved salary steps.
- Individual employment conditions.
These factors provide a basis for assessing whether remuneration differences are related to legitimate job requirements.
Application Across Employment Categories
| Employee Category | Documented Pay Arrangement |
|---|---|
| Full-time faculty | Basic salary according to the approved faculty salary scale and applicable contractual terms |
| Visiting faculty | Remuneration according to relevant academic salary arrangements |
| Part-time faculty | Hourly remuneration under the approved part-time faculty scale |
| Administrative staff | Contractual basic salary linked to approved position grades |
| Support staff | Contractual basic salary linked to the approved support staff grades |
| Part-time administrative employees | Hourly remuneration derived from the applicable position grade |
| Temporary employees | Remuneration according to the applicable temporary employment provisions |
These arrangements demonstrate that CUD maintains salary structures covering multiple employment categories rather than relying exclusively on individually negotiated remuneration.
4. Staff Gender Equality Policy
CUD's Staff Gender Equality Policy establishes a broader institutional framework for advancing gender equality.
Policy Information
| Item | Policy Provision |
|---|---|
| Policy | Staff Gender Equality Policy |
| Effective Date | May 2022 |
| Primary Objective | Promoting gender equality and equal opportunities |
| Institutional Review | Review by the Gender Equality Committee every three years |
| Review Approval | Rector and Board of Trustees, as described in the policy |
| Implementation Resources | Dedicated budget envelope provided for implementation from the effective date |
The policy recognises gender equality as an important consideration in recruitment, retention, career progression and institutional employment practices.
It describes an institutional commitment to removing discriminatory barriers and improving gender balance.
Gender Equality in Employment
The policy addresses the importance of:
- Fair and inclusive recruitment.
- Equal access to employment opportunities.
- Equitable professional development.
- Fair career progression.
- Gender-sensitive employment practices.
- Reduction of discriminatory barriers affecting staff.
These principles complement the University's specific commitment to non-discriminatory compensation.
5. Commitment to Measuring and Addressing Gender Pay Gaps
CUD recognises that equitable salary structures are an important foundation for gender pay equality but are not, by themselves, sufficient to establish the absence of gender pay disparities.
A gender pay gap may arise from differences in role distribution, academic rank, seniority, working arrangements or other factors affecting remuneration.
Accordingly, meaningful pay-equity evaluation requires examination of compensation outcomes, not only the existence of salary scales.
Gender Pay Gap Measurement
The University's pay equity commitment provides a basis for examining differences in remuneration between female and male employees.
Relevant comparisons may include:
| Measurement Area | Relevance to Gender Pay Equity |
|---|---|
| Basic salary by gender | Identifying potential differences in regular contractual remuneration |
| Salary grade and position | Comparing pay within similar positions and responsibility levels |
| Academic rank | Assessing remuneration across comparable academic appointments |
| Employment status | Distinguishing full-time, part-time and temporary employment arrangements |
| Hourly-equivalent remuneration | Supporting comparisons across different working arrangements |
| Allowances and additional compensation | Considering differences in the broader remuneration package |
| Work of equal value | Identifying potentially unjustified differences between roles of comparable value |
These considerations provide a framework for identifying possible gender-related pay disparities.
Addressing Gender Pay Disparities
CUD recognises the importance of reviewing remuneration differences that cannot be explained by legitimate employment-related factors.
The University's policy objective is to prevent gender-based compensation discrimination and promote equitable treatment.
Where gender-related pay disparities are identified, appropriate review and corrective consideration are necessary to support the principles established by the Equal Pay & Pay Equity Policy.
The University's formally approved salary structures and employment procedures provide an institutional basis for examining compensation decisions.
6. Institutional Oversight and Review
Responsibility for pay equity and fair compensation is supported by CUD's institutional governance framework.
Human Resources Department
The Human Resources Department administers salary scales, employment contracts and compensation-related employment procedures.
Its responsibilities include maintaining employee records and supporting the implementation of relevant employment policies.
Gender Equality Committee
CUD's Staff Gender Equality Policy provides for review by the Gender Equality Committee every three years.
The policy establishes a governance mechanism for examining its continuing effectiveness and identifying opportunities to strengthen gender equality.
The review process requires relevant institutional approval, as described in the policy.
Board of Trustees
The Board of Trustees holds responsibility for approving the University's relevant institutional policies and governance arrangements.
Institutional Policy Responsibilities
| Responsible Body | Role |
|---|---|
| Human Resources | Compensation administration, employment records and salary-scale procedures |
| Gender Equality Committee | Review of the Staff Gender Equality Policy |
| Academic and Administrative Management | Implementation of applicable salary and employment procedures |
| Rector / Senior Institutional Leadership | Policy review responsibilities identified in the Gender Equality Policy |
| Board of Trustees | Institutional policy approval and oversight |
7. Protection Against Compensation Discrimination
CUD's wider employment policies reinforce its commitment to equitable remuneration.
Non-Discrimination Policy (GM-PO-1N)
Approved: 10 May 2024
Approving authority: Board of Trustees
The Non-Discrimination Policy establishes institutional commitments to equality, diversity, inclusion and fair treatment.
It explicitly recognises gender and other protected characteristics within the University's non-discrimination framework.
The policy prohibits discrimination and harassment and establishes mechanisms for reporting concerns.
Employment Policy (FS-PO-5B)
Latest documented revision: 13 March 2023
The Employment Policy establishes the University's commitment to equal employment opportunity.
It provides protections against discrimination based on characteristics including gender, sex, age, religion, disability, race, national origin, sexual orientation and gender identity or expression.
These provisions complement the specific pay-equity commitments described in CUD's Equal Pay & Pay Equity Policy Statement.
8. Employee Complaints and Appeals Concerning Pay
CUD maintains a formally approved Faculty and Professional Staff Grievance Policy (FS-PO-5M).
The policy's scope explicitly applies to all CUD employees.
Latest documented revision: 13 March 2023
The policy provides a procedure through which employees may raise eligible workplace concerns, including disputes concerning their employment terms and conditions.
The procedure includes:
- Informal discussion and supervisor review.
- Departmental review by the Dean or Department Head.
- Escalation to the Provost and Director of Human Resources.
- A final internal appeal to the President.
These procedures may provide a route for employees raising eligible concerns relating to employment conditions or remuneration, subject to the policy's scope and exclusions.
The process complements the University's institutional commitment to preventing compensation-related discrimination.
9. UAE Legal Framework for Equal Pay
CUD's pay equity commitment is supported by the employment legislation of the United Arab Emirates.
Federal Decree-Law No. 33 of 2021 — Article 4
Article 4 establishes protections against employment discrimination.
It also provides that women are entitled to the same wage as men when performing the same work or work of equal value.
This legal provision reinforces CUD's commitment to gender equality and fair remuneration.
The University recognises the distinction between legal obligations concerning equal pay and the institutional responsibility to maintain procedures that support their implementation.
10. Policy Framework and Relevant Dates
CUD's approach to pay equity is supported by several institutional policies.
| Policy or Document | Relevant Provision | Documented Date |
|---|---|---|
| Equal Pay & Pay Equity Policy Statement | Prohibition of discriminatory pay practices and employee pay transparency | Publicly documented in CUD's earlier sustainability reporting |
| Staff Gender Equality Policy | Gender equality commitment, dedicated implementation resources and periodic committee review | Effective May 2022 |
| Compensation and Benefits Policy (FS-PO-5C) | Approved salary scales and remuneration arrangements | Created 12 August 2008 |
| Employment Policy (FS-PO-5B) | Equal employment opportunity and non-discrimination | Revised 13 March 2023 |
| Non-Discrimination Policy (GM-PO-1N) | Equal opportunities and protection against discrimination | Approved 10 May 2024 |
| Faculty and Professional Staff Grievance Policy (FS-PO-5M) | Employee dispute resolution procedures | Revised 13 March 2023 |
The Gender Equality Policy's stated effective date and the documented revisions to CUD's employment and non-discrimination policies establish an institutional framework relevant to the 2025 reporting period.
The Equal Pay & Pay Equity Policy Statement provides the most direct evidence of CUD's commitment to preventing discriminatory remuneration practices.
11. Contribution to the Sustainable Development Goals
SDG 8 — Decent Work and Economic Growth
CUD's commitment to equitable remuneration supports SDG Target 8.5, including equal pay for work of equal value.
The University's pay-equity principles, salary structures and employment procedures contribute to responsible employment practices.
SDG 5 — Gender Equality
The Equal Pay & Pay Equity Policy Statement and Staff Gender Equality Policy promote equitable treatment and seek to prevent compensation-related discrimination based on gender.
SDG 10 — Reduced Inequalities
Non-discriminatory remuneration policies and fair employment procedures support efforts to reduce inequalities within the workforce.
SDG 16 — Peace, Justice and Strong Institutions
Formal employment policies, institutional oversight and employee grievance mechanisms contribute to accountability in remuneration decisions.
Institutional Commitment
Canadian University Dubai is committed to equitable remuneration and the prevention of discriminatory pay practices.
Through its Equal Pay & Pay Equity Policy Statement, Staff Gender Equality Policy, approved salary structures and employment procedures, CUD maintains an institutional framework supporting fair compensation.
The University recognises that gender pay equality requires both non-discriminatory salary policies and attention to differences in actual remuneration outcomes.
CUD remains committed to the principle of equal pay for work of equal value and to promoting fair, transparent and responsible compensation practices for faculty and staff.
Responsible Offices: Human Resources Department and relevant institutional gender equality governance functions.
Primary Policy Evidence: Equal Pay & Pay Equity Policy Statement and Staff Gender Equality Policy.
Supporting Policies: Compensation and Benefits Policy, Employment Policy, Non-Discrimination Policy and Faculty and Professional Staff Grievance Policy.
Relevant Reporting Year: 2025.