Sustainable AASTMT

Pay Scale Equity Employment Policy

Procedures
To demonstrate our commitment to equal pay, we will:
*Conduct a gender pay review and implement the recommendations in a planned program.
*Disseminate the findings of the gender pay equity review.
* Monitor the impact of our procedures regularly by the University's Diversity and Inclusion policies.
*Educate staff members on how these practices function and how their compensation is determined (on request from a role holder and responding to grievances on equal pay).
 *Provide training and direction to managers and supervisory employees involved in salary and benefit decisions.
The above activities are intended to avoid unjustified discrimination and to properly compensate all workers hired by the Arab Academy for Science, Technology, and Maritime Transport for the appropriate knowledge, skills, and competencies. This, in turn, is designed to improve efficiency and strengthen the University's reputation and image as an international institution.

Roles and Responsibilities
The University encourages open communication and will support anyone who raises honest concerns in good faith under this policy.

The Arab Academy for Science, Technology and Maritime Transport staff are responsible for:
• Helping to create a climate at work where communication channels are kept open so that pay concerns are discussed with Human Resources and resolved at an early stage.
• Notifying his/her line manager or Human Resources Director in case of suspicion of pay inequity.
Line Managers and supervisors are responsible for:
• Ensuring that such pay equity is one of the main business policies, respecting human rights with zero tolerance to inequality.

• Compliance with the aforementioned policy and ensuring that his/her team is well aware of it.
 • Line managers must report all information concerning possible violations of this policy. The University cannot address violations and take appropriate corrective actions unless it is aware of such issues.
 • Responding positively to complaints to avoid them escalating into grievances and taking the appropriate action towards any concern.
• Acting as role models and applying the pay equity policy with fairness and equality.
In the case of underperformers who have issues with their pay, line managers and supervisors have a responsibility to manage underperformance or concerns regarding a staff member’s conduct. During these discussions, managers/supervisors should give constructive feedback to help the staff member understand what he or she has done that needs improvement, address the reasons behind it, and how to improve in the future. This should be done in a constructive, encouraging style, following the University’s Performance Management Policy.

The role of the Human Resources Department is to:
 • Ensure the fair implementation and application of this policy and procedure, starting from the hiring process, to applying pay raises and benefits.
• Take a proactive role in ensuring consistency of application across the university.
• Regularly reviewing workplace policies and procedures to ensure the non-existence of the aforementioned issues and the efficiency of workplace practices.
 • Ensure that all university staff are adequately oriented or aware of this policy during the onboarding program.
 • Provide advice or guidance to related parties through the arising issues or complaints regarding this policy.