Sustainable AASTMT

Sustainable Development Strategy (Egypt’s Vision 2030) entails a strategic vision, which is to provide a high quality education and training system for all, without discrimination. With this vision, students and trainees are provided with the necessary skills to help them think creatively and empower them technically and technologically; and contribute to the development of proud, creative, responsible and competitive citizens who accept diversity and differences, are proud of their country’s history, and are eager to build its future and can complete with regional and international entities.

The Arab Academy for Science, Technology and Maritime Transport is committed to the state Constitution regarding the place of women, motherhood and childhood. (Article 11, Page 13). According to the national constitution Article 11: The place of women, motherhood and childhood (http: https://www.constituteproject.org/constitution/Egypt_2014.pdf). It states that

• The state commits to achieving equality between women and men in all civil, political, economic, social, and cultural rights in accordance with the provisions of this Constitution.

• Equality regardless of gender The state commits to taking the necessary measures to ensure appropriate representation of women in the houses of parliament, in the manner specified by law 2.

• It grants women the right to hold public posts and high management posts in the state, and to appointment in judicial bodies and entities without discrimination. First chamber representation quotas and Second chamber representation quotas

• The state commits to the protection of women against all forms of violence, and ensures women empowerment to reconcile the duties of a woman toward her family and her work requirements.

• The state ensures care and protection and care for motherhood and childhood, and for breadwinning, and elderly women, and women most in need”

The Arab Academy for Science, Technology and Maritime Transport also believes in what came in the statements of the UN, that providing women and girls has equal access to education, health care, decent work. They fuel sustainable economies and benefit societies and humanity at large.

Since the foundation of Arab Academy for Science, Technology and Maritime Transport, there has been an attention given to the gender equality of staff.

The Arab Academy for Science, Technology and Maritime Transport is committed to track the number of females among staff and ensure that females have no discrimination and that there is an equality in payment in AASTMT across all departments.

Maintaining equity in all aspects of the staff experience is of huge importance at the Arab Academy for Science, Technology and Maritime Transport. This is perhaps more true of salaries than any other aspect. Salaries are governed at AASTMT by a transparent and public scale that does not discriminate on the basis of race, nationality, gender or any other factor. This is outlined in university publications such as the executive regulations of the Arab Academy for Science, Technology and Maritime Transport employees and followed through when the recruitment office under the Office of the President prepares and sends out job offers.

The Arab Academy for Science, Technology and Maritime Transport is an equal-opportunity institute that strongly prohibits all forms of discrimination based on gender, race, ethnicity, religion, nationality, or disability.

Here are the procedures for tracking gender pay equity at the Arab Academy for Science, Technology and Maritime Transport (AASTMT) in the present tense:

Data Collection and Analysis: The organization collects relevant data on salaries and compensation for all employees, organizing this data by job roles, levels, and gender. Ensuring the accuracy and completeness of this data is a primary focus.

Job Evaluation and Classification: Jobs within the organization are evaluated and classified based on factors such as skill, responsibility, and complexity, with a clear emphasis on avoiding gender bias. A standardized job evaluation system is in place to ensure that compensation is based on job requirements.

Pay Gap Analysis: A comprehensive analysis of the data is conducted to identify any gender pay gaps. This analysis compares the average or median salaries of male and female employees in similar roles and at similar levels. The organization scrutinizes not only the overall pay gap but also gaps within specific job categories or levels.

Identifying and Addressing Disparities: Upon identifying pay gaps, the organization initiates investigations to determine their underlying causes. Disparities are often found to result from factors such as unequal starting salaries, promotion rates, or bonus structures. Actions are taken to rectify these disparities, including salary adjustments, the introduction of transparent salary scales, or revisions to promotion and bonus policies.

Regular Monitoring and Reporting: Gender pay equity is viewed as an ongoing process. The organization has established a system for regular monitoring and reporting on pay equity, continually reviewing and updating compensation practices as needed to ensure ongoing equity.

Communication and Transparency: The organization actively communicates its commitment to gender pay equity to employees and stakeholders. Transparent communication regarding the actions being taken to address pay disparities fosters trust and accountability.

Legal Compliance: The organization ensures compliance with all relevant labor laws, regulations, and reporting requirements related to gender pay equity in its jurisdiction.

Training and Awareness: Training and awareness programs are conducted to educate employees and management about the importance of gender pay equity and how biases could affect compensation decisions.

These procedures represent the steps that AASTMT currently takes to track and address gender pay equity within the organization. Please note that specific details and processes may evolve based on the institution's ongoing practices and policies.

Please refer to the AASTMT Pay Scale Equity Employment Policy