An-Najah National University : Pay Scale Equity and Gender Pay Gap Policy

Policy Statement

An-Najah National University has no pay gap between its employees. All salaries are set by one unified, published pay scale, so every employee at the same job level, with the same academic qualification and years of service, receives the same salary, whether they are a man or a woman, local or international. The University is committed to measuring pay equity every year to confirm this, and to eliminating any gap immediately if one is ever found.

This policy works together with the University's Living Wage and Fair Compensation Policy, which guarantees that no salary on the pay scale falls below the living wage. Together, the two policies ensure that every employee is paid both enough and equally.

Purpose

This policy aims to:

Guarantee equal pay for all employees at the same level, regardless of gender, nationality or any other personal characteristic.
Set out how salaries are determined, so that pay decisions are objective, consistent and transparent.
Commit the University to measuring and tracking pay scale gender equity every year, and publishing the result.
Commit the University to eliminating any pay gap immediately if one is found.
Give employees a way to question their pay and have it corrected.

Scope

This policy applies to all University employees on all campuses: academic, administrative, technical and support staff, whether full-time, part-time, permanent, temporary or on contract, including international staff. It covers basic salary, annual increments, allowances, bonuses, overtime, and any other payment or benefit linked to employment.

Definitions

Pay scale: The University's unified salary scale, based on the framework of the Palestinian Higher Education Council, which sets one salary for every combination of job category, grade, qualification and years of service.
Pay scale equity: Every employee is paid by the same scale and rules, so that employees at the same level receive the same pay.
Same level: The same job category and grade, the same academic qualification and the same recognized years of service.
Gender pay gap: The difference between the average pay of men and women at the same level, as a percentage of men's average pay. Under this policy it must be zero.

Principles

Equal pay for equal work: employees doing work of equal value receive equal pay.
Objective criteria: pay depends only on job-related factors, never on gender, nationality, religion, age, disability, marital status or any other personal characteristic.
Transparency: the pay scale and the rules for applying it are known to all employees.
Evidence: pay equity is checked with data every year, not assumed.
Accountability: named bodies are responsible for measuring, reporting and correcting gaps.
Legal compliance: pay follows Palestinian Labor Law No. (7) of 2000 and the Palestinian Higher Education Council framework.

The Unified Pay Scale

How salaries are set. An employee's salary is determined only by four factors:

Factor	How it is applied
Job category	Academic, administrative, technical or support, as defined in the pay scale
Grade	The employee's grade or academic rank
Academic qualification	The highest relevant qualification, verified by HR
Years of service	Recognized years of relevant experience, counted by the same rules for everyone

As a result, there is no pay gap at the University between men and women, or between local and international staff. All employees at the same level receive exactly the same salary, and no other factor can raise or lower it.

Starting salary. New employees are placed on the scale by HR using the four factors and written rules. Individual negotiation of basic salary is not permitted.
Increments. Annual increments are applied automatically to all eligible employees on the same date, by the same rules.
Allowances and other payments. Allowances for family, transport, cost of living, administrative duties or overtime follow published criteria. Family allowances are paid to women and men on equal terms.
Promotion. Promotion follows written, published criteria and the same procedure for all employees. The salary on promotion is set by the scale.
Leave and pay. Maternity, paternity, sick and other paid leave does not reduce an employee's grade, increments or years of service, and does not delay promotion.
Transparency. The pay scale, its grades and the rules for increments and allowances are available to all employees. Every employee may ask HR for a written explanation of how their salary was calculated.
Minimum pay. The lowest point of the pay scale is set and reviewed under the Living Wage and Fair Compensation Policy, so that every salary, at every level and for every employee, is at least the living wage.

Measuring and Tracking Pay Scale Gender Equity

Because all salaries come from the unified pay scale, there is no pay gap between employees at the same level. The University does not simply assume this: the Human Resources Department measures and tracks pay scale gender equity with payroll data every year, as of [31 December], and completes the review by [31 March].

What is measured

Measure	Expected result
Average pay of men and women within each job category and grade	0% gap
Average pay of local and international staff within each category and grade	0% gap
Average pay of employees with and without disabilities within each category and grade	0% gap
Allowances and bonuses paid to men and women at the same level	Same rules, same amounts
Number of men and women in each grade	Monitored to ensure equal access to every grade

Calculation. Gap (%) = (average pay of men − average pay of women) ÷ average pay of men × 100, calculated separately for each category and grade. Pay includes basic salary and regular allowances.
Data protection. The review uses anonymous data. Results for any group of fewer than [5] employees are not published, so that no individual's salary can be identified.
Tracking over time. Each year's results are recorded in a pay equity register and compared with previous years, so that any change, in any category or grade, is noticed at once. The register is kept for at least [5] years and the year-on-year results are included in the annual report under Section (Roles, Reporting and Review).
Living wage check. The same annual review confirms that the lowest salary paid meets the living wage, as required by the Living Wage and Fair Compensation Policy.

Commitment to Eliminating Any Pay Gap

Zero gap is the standard. Any pay difference between employees at the same level that the four factors in Section (The Unified Pay Scale - How salaries are set?) do not explain is a breach of this policy. HR investigates it, and the University corrects it within [3] months, with back pay to the date the difference began.
Safeguards that keep the gap at zero.
HR checks every new employee's placement on the scale before the contract is signed.
Individual negotiation of basic salary is not permitted.
Increments are applied automatically to all eligible employees on the same date.
Allowances follow published criteria and are paid to men and women on equal terms.
Paid leave, including maternity leave, does not affect grade, increments or years of service.
Equal access to every grade. Equal pay at each level is matched by equal opportunity to reach higher levels. Promotion criteria are published, women are represented on recruitment and promotion committees, and the University supports women's leadership development and research.
Follow-up. The results of each year's review, and any correction made, are included in the annual report under Section (Roles, Reporting and Review).

Pay Queries and Complaints

An employee who believes their pay is unequal may ask HR in writing for an explanation. HR replies in writing within [10] working days.
If the employee is not satisfied, they may file a complaint with the Diversity, Equity and Inclusion (DEI) Committee, which decides within [30] working days.
The employee may be supported by a colleague or an Employees' Union representative.
No employee may be harmed for asking about pay or filing a complaint.

Roles, Reporting and Review

Party	Responsibilities
University Administration	Approves the pay scale and the funds needed for any correction.
Human Resources Department	Applies the pay scale, verifies pay equity each year, prepares the annual report, and answers pay queries.
Finance Department	Applies salary corrections and back pay in payroll.
DEI Committee	Reviews the annual report and hears pay complaints.
Employees' Union	Receives the annual report and may raise concerns with the Administration.

Annual report: HR submits the pay equity report to the University Administration by [30 April], with copies to the DEI Committee and the Employees' Union. It includes all measures in Section (Measuring and Tracking Pay Scale Gender Equity - What is measured) and any corrections made.
Publication: a summary of the main results, without personal data, is published on the University website each year. The latest report is the Pay Scale Gender Equity Report, Fiscal Year 2024/25
Review: this policy is reviewed every [two] years, or sooner if the law or the pay scale changes.

Related Policies and References

Effective Date: October 12, 2021

Review Date: Sep 7, 2026

You are here

Pay Scale Equity and Gender Pay Gap Policy

Your browser is out-of-date!