8.2.7 Canadian University Dubai — Measurement and Tracking of Pay Scale Gender Equity
Institutional Commitment
Canadian University Dubai (CUD) is committed to promoting equitable remuneration and preventing gender-based discrimination in employment compensation.
The University recognises that pay equity requires both fair compensation policies and the ability to examine how remuneration is distributed between female and male employees.
CUD's approach to pay equity is supported by its Equal Pay & Pay Equity Policy Statement, approved salary-scale arrangements, formal job evaluation procedures and institutional commitment to gender equality.
The University has previously published a comparative salary-scale exhibit entitled “CUD Salary Scale Male vs Female” as part of its sustainability reporting evidence.
This provides documented evidence of a gender-based salary comparison within the University's historical reporting materials.
1. Gender-Based Salary Comparison Evidence
CUD Salary Scale — Male vs Female
CUD's previously published sustainability evidence includes a comparative exhibit titled “CUD Salary Scale Male vs Female.”
The exhibit forms part of the University's documentation concerning remuneration and gender equity.
It is presented alongside information describing the University's salary-grade arrangements and institutional compensation practices.
The purpose of gender-based pay comparisons is to examine whether remuneration outcomes are consistent with the principle of fair compensation without unjustified gender-related differences.
A meaningful comparison considers both the remuneration received by employees and the employment characteristics associated with their positions.
Historical Gender Pay Equity Evidence
| Evidence Item | Description |
|---|---|
| Gender comparison exhibit | CUD Salary Scale Male vs Female |
| Institutional evidence source | CUD's previously published SDG 8.2.7 sustainability reporting |
| Comparison subject | Salary-scale information presented by gender |
| Supporting institutional framework | Approved salary scales and employee job evaluation |
| Responsible employment function | Human Resources and Administration |
The historical comparison exhibit is distinct from the University's general commitment to non-discriminatory compensation.
It represents an existing documented form of gender-related remuneration analysis within CUD's published sustainability evidence.
2. Approved Salary Scales and Employment Grades
CUD maintains salary structures under its institutional Compensation and Benefits Policy and relevant employee handbooks.
These documents describe how remuneration is established according to approved salary scales, position grades and employment contracts.
Job Evaluation
The University's employment framework provides that positions are evaluated through an established job evaluation system.
Pay and applicable allowances are linked to the salary grade assigned to the employee's position.
This approach provides a formal basis for examining compensation across roles.
Contractual Remuneration
Employee basic salaries are documented through individual employment contracts.
The applicable salary is established according to the relevant remuneration provisions, job classification and contractual conditions.
These records provide the underlying information from which gender-based remuneration comparisons can be developed.
Employment Categories
CUD's remuneration framework includes arrangements for:
- Full-time academic faculty.
- Visiting and part-time faculty.
- Administrative and professional staff.
- Support staff.
- Part-time administrative personnel.
- Temporary employees.
Different employment categories may have distinct remuneration structures and contractual conditions.
For meaningful pay-equity measurement, salary comparisons should distinguish between these arrangements rather than treating every employee as having an identical employment contract.
3. Pay Equity Measurement Considerations
CUD recognises that measuring pay equity involves assessing whether employees undertaking the same work or work of equal value receive equitable remuneration.
Gender pay equity assessment may consider several dimensions of compensation.
| Comparison Dimension | Relevance to Pay Equity |
|---|---|
| Salary by gender | Identifies differences between female and male remuneration |
| Position or salary grade | Supports comparison of employees in similarly graded positions |
| Academic rank | Distinguishes compensation associated with different faculty ranks |
| Employment status | Accounts for full-time, part-time and temporary employment |
| Basic salary | Provides a comparable recurring remuneration measure |
| Allowances and benefits | Helps assess differences in broader compensation arrangements |
| Working hours | Supports hourly-equivalent comparisons where employment arrangements differ |
| Qualifications and experience | Helps determine whether remuneration differences reflect legitimate employment factors |
Such comparisons help distinguish potentially unjustified compensation differences from differences attributable to job requirements and approved contractual conditions.
4. Institutional Equal Pay and Pay Transparency Commitments
CUD's Equal Pay & Pay Equity Policy Statement establishes its commitment to preventing discrimination in employee compensation.
The policy prohibits discriminatory pay practices based on sex and other protected characteristics.
The University's policy also recognises the importance of pay transparency.
Employee Pay Transparency
Under the publicly documented policy statement, employees are permitted to discuss their remuneration and compensation arrangements.
The policy provides protection against disciplinary or discriminatory action merely because employees make permitted enquiries about, discuss or disclose pay.
Confidential employee remuneration records remain subject to applicable information-handling and confidentiality requirements.
These provisions support employee awareness of compensation arrangements and provide a complementary mechanism for identifying potential pay-equity concerns.
Equal Pay for Work of Equal Value
CUD recognises the principle of equal remuneration for work of equal value.
This means that comparisons should consider the nature and value of the work performed, rather than relying exclusively on job titles.
The University's salary-grade and job evaluation framework provides institutional context for such comparisons.
5. Gender Equality Policy and Institutional Oversight
CUD's Staff Gender Equality Policy provides a broader framework for promoting equality in employment.
The policy took effect in May 2022 and describes institutional commitments to reducing discriminatory barriers in recruitment, retention and career development.
It establishes a role for the Gender Equality Committee in reviewing the policy every three years, with review subject to the applicable institutional approval arrangements.
Gender Equality Governance
| Institutional Function | Documented Responsibility |
|---|---|
| Human Resources and Administration | Employee remuneration records, salary administration and employment procedures |
| Gender Equality Committee | Periodic review of the Staff Gender Equality Policy |
| Academic and Administrative Management | Implementation of applicable employment and job evaluation procedures |
| Board of Trustees | Institutional policy approval and governance |
The policy supports the University's broader commitment to equitable employment practices.
The Gender Equality Committee's documented policy-review role complements the University's pay-equity objectives, although the existence of the committee does not itself establish the frequency of gender salary audits.
6. Employee Records and Compensation Administration
CUD's employee handbooks describe the maintenance of personnel and employment records through its Human Resources Department.
These records include employment contracts, position information, performance assessments and other relevant employee documentation.
The University's compensation framework also provides for:
- Job evaluation and salary-grade assignment.
- Contractual remuneration.
- Performance assessment.
- Salary review at contract renewal.
- Administration of applicable allowances and benefits.
These administrative arrangements provide the underlying records relevant to examining remuneration across employee categories.
Wage Payment Records
The UAE's Wage Protection System provides a regulatory mechanism for recording and monitoring salary payments by employers to whom the system applies.
Wage-payment records can support the verification of remuneration amounts.
However, wage-payment compliance and gender pay-equity measurement are distinct matters.
Assessment of gender pay equity requires analysis of remuneration data by gender and appropriate employment characteristics.
7. Employee Concerns About Pay Equity
CUD's employment policies include procedures through which employees may raise concerns about employment conditions.
The Faculty and Professional Staff Grievance Policy (FS-PO-5M) applies to all CUD employees and was last reviewed on 13 March 2023.
The policy provides for eligible employment-related disputes to be addressed through:
- Informal resolution and supervisor review.
- Departmental investigation and review.
- Escalation to the Provost and Director of Human Resources.
- A final internal appeal to the President.
The procedure may be relevant where employees raise eligible concerns involving remuneration or other employment conditions, subject to the policy's scope and exclusions.
These mechanisms support institutional accountability alongside the University's policy commitments to equitable compensation.
8. Supporting Documentation
The University's documented pay-equity and employment framework includes the following sources.
| Document or Evidence | Relevant Information |
|---|---|
| Historical CUD Salary Scale Male vs Female exhibit | Previously published gender-related salary comparison |
| Equal Pay & Pay Equity Policy Statement | Prohibition of discriminatory pay practices and pay transparency |
| Staff Gender Equality Policy | Gender equality commitments and periodic policy review |
| Compensation and Benefits Policy (FS-PO-5C) | Salary scales and compensation arrangements |
| Administrative Staff Handbook | Job evaluation, salaries and employment records |
| Support Staff Handbook | Salary grades and remuneration arrangements |
| Faculty and Professional Staff Grievance Policy (FS-PO-5M) | Employee dispute resolution and appeals |
These sources establish an institutional framework for fair remuneration and document the existence of historical gender salary-comparison material.
9. Alignment with the Sustainable Development Goals
SDG 8 — Decent Work and Economic Growth
Gender pay-equity measurement supports SDG Target 8.5, which promotes equal pay for work of equal value.
CUD's salary structures, pay-equity commitments and historical gender comparison evidence contribute to its wider employment equality objectives.
SDG 5 — Gender Equality
Identifying and examining differences in remuneration between female and male employees supports efforts to prevent gender discrimination and promote equitable employment outcomes.
SDG 10 — Reduced Inequalities
Fair compensation policies and remuneration comparisons provide mechanisms for recognising and addressing potential economic inequalities within the workforce.
Institutional Commitment
Canadian University Dubai recognises that gender pay equity requires both non-discriminatory employment policies and the examination of remuneration outcomes.
The University's formal salary structures, job evaluation procedures, Equal Pay & Pay Equity Policy Statement and Staff Gender Equality Policy provide an institutional basis for equitable compensation.
Its previously published “CUD Salary Scale Male vs Female” exhibit documents historical gender-based salary comparison evidence.
CUD remains committed to fair remuneration, equal pay for work of equal value and the prevention of unjustified compensation differences based on gender.
Responsible Office: Human Resources and Administration
Supporting Policies: Equal Pay & Pay Equity Policy Statement, Staff Gender Equality Policy and Compensation and Benefits Policy
Primary Reporting Reference: 2025, with historical pay-equity evidence identified separately.