Employment Policy Pay Scale Equity

https://www.asu.edu.bh/

The University has a strong commitment to pay scale equity and ensuring that all staff are remunerated fairly and without discrimination. This commitment is reflected in the university’s Payroll Policy the Bylaws, which includes a commitment to measuring and eliminating gender pay gaps. It is important to note that the University in Bahrain’s Pay Scale applies to all staff members, regardless of gender. The university recognizes that fair and non-discriminatory employment practices are essential for promoting decent work and economic growth, in line with SDG 8. To achieve this, the university takes actions relevant to the selection or appointment of staff, their promotion, training, remuneration, evaluation, transfer, assignment, or secondment, transparently and with absolute impartiality, and free from any considerations related to kinship, friendship, or utilitarian concepts.  Moreover, the university ensures that all employment practices are free from any discrimination based on gender, race, age, religion, or any other protected characteristic. The university follows the foundations of merit and competitiveness in all matters relating to staff work, ensuring that all staff members are evaluated and rewarded based on their skills, qualifications, and performance, rather than any personal characteristics.

ASU Pay Equity Policy

https://www.asu.edu.bh/

ASU seeks that all people can have pay scale equity by eliminating gender gaps and assuring all their female staff that the pay scale is not calculated on the basis of gender. ASU bases its salary on the worker’s merit, experience, and length of time spent in the University.

1.1 Pay Equity Policy

ASU University provides equal pay to all staff, and is committed to making pay scale using reasonable standards based on each individual’s qualifications. No person shall be subject to unequal pay because of; race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a physical or mental disability unrelated to ability, military status, genetic information, marital status, parental status, ancestry, source of income. This policy includes the commitment to maintaining a work environment free of inequality and discrimination. All staff should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value. All forms of pay are covered by this policy, including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, reimbursement for travel expenses, and benefits [1].

1.2 Practices

To put our commitment to equal pay into practice, we will [1]:

1. Carry out an equal pay review of gender and implement the actions arising from it in a planned program [1].
2. Publish the results of the equal pay review of gender [1].
3. Carry out regular monitoring of the impact of our practices in line with the University’s Diversity and Equality policies [1].
4. Inform staff members of how these practices work and how their own pay arrived at (On request from a role holder and respond to grievances on equal pay) [1].
5. Provide training and guidance for managers and supervisory staff involved in decisions about pay and benefits.

It is intended through the above action, to avoid unfair discrimination and to reward fairly the required knowledge, skills and competencies of all staff employed by ASU University. In turn, this is intended to increase efficiency and enhance the University’s reputation and image as an international University [1].

1.3 Roles and Responsibilities

Pay Equity Policy

2.3.1. Staff Members

The University encourages open communication and will support anyone who raises

honest concerns in good faith under this policy [1].

ASU University staff are responsible for [1]:

• Helping to create a climate at work where communication channels are kept open so that pay concerns are discussed with the Human Resources and resolved at an early stage [1].
• Notifying his/her line manager or Human Resources Director in case of suspicion in pay inequity [1].

2.3.2. Line Managers and Supervisors

Managers are responsible for [1]:

• Ensuring that such pay equality is one of the main business policies, respecting human rights with zero tolerance to inequality [1].
• Compliance with the aforementioned policy and ensuring that his/her team is well aware of it [1].
• 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 actions [1].
• Responding positively to complaints to avoid them escalating into grievances and taking the appropriate action towards any concern [1].
• Acting as role models and applying the pay equity policy with fairness and equality.
• In case of under performers who have issues with their pay, 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 is unsatisfactory, why it is unsatisfactory and how to improve in the future. This should be done in a constructive, encouraging style, following the University’s Performance Management Policy [1].

2.3.3. Human Resources Department

The role of the Human Resources Department is to [1]:

• Ensure the fair implementation and application of this policy and procedure, starting from the hiring process, applying pay raise and benefits [1].
• Take a proactive role in ensuring consistency of application across the university [1].
• Regularly reviewing workplace policies and procedures to ensure non-existence of the aforementioned issues and efficiency of workplace practices [1].
• Ensure that all University staff are adequately oriented or aware of this policy during the induction program [1].
• Provide advice or guidance to related parties through the arising issues or complaints regarding this policy [1].

Figure 1. ASU Pay Equity Policy, taken from [1]

ASU Salary Scale

ASU bases its salary scale on the Pay Equity Policy with which it assures all its employees at the university the transparency in the assignment of salaries, additionally it guarantees all employees the fundamental labour rights. The ASU salary scale is done honestly without any discrimination due to gender, race, ethnicity or disability [2].

For the year 2019-2020, the salary scale was established, which is reflected in the following image [2]:

Figure 2. ASU Administrative Staff Salary Scale 2019-2020, taken from [2]

Figure 3. ASU Administrative Staff Salary Scale 2019-2020, taken from [2]

For the Year 2020-2021 ASU bases its salary scale on the Pay Equity Policy with which it assures all its employees at the university the transparency in the assignment of salaries, additionally it guarantees all employees the fundamental labour rights. The ASU salary scale is done honestly without any discrimination due to gender, race, ethnicity or disability; this is reflected in the image. Compared to the year 2019-2020 [2], ASU has increased the salaries of workers in order to recognize the value of its staff and decent work in society [3]

Total Remuneration Policy

https://www.asu.edu.bh/wp-content/uploads/2020/10/REm-Policy.pdf

ASU Policy remuneration is the total compensation received by an employee. It includes not only base salary but any bonuses, commission payments, overtime pay, or other financial benefits that an employee receives from an employer. A job perk may or may not be a component of employee remuneration [4].

The remuneration strategy of ASU is based on the following central principles: transparent communication, non-discriminatory practices, internal equity, external parity, affordability, remuneration for development, and total remuneration.  The university has a total remuneration guideline [4].

Figure 6. ASU Total Remuneration Policy, taken from [4].

ASU underwrites a remuneration policy that:

• Aims to manage remuneration expenditure in an appropriate manner and offers the desired yield in terms of the behaviour and performance of the staff – in line with the University’s strategic plan [4].
• Ensures the equity of the pay regardless of the staff gender [4].
• Uses the value of the remuneration system as a central mechanism with which to achieve organizational objectives [4].
• Acknowledges the contribution of individual employees to ensure the success of the University,
• Offers managers the necessary flexibility to manage remuneration effectively [4].
• Positions the remuneration levels of the University appropriately and sustainably in the market [4].

University Syndicate

ASU has a workers’ union which watches over the rights of its colleagues and has the voice of all for complaints or claims that arise during working hours. The main spokesperson is Faisal Al-Saeed a Assistant professor of ASU. The union was created at the end of 2020 with the purpose of giving workers the ability to debate internal issues of working hours and generate spaces that promote a better work environment [5].

Figure 7. University Syndicate, take from [5]

To ensure the health and safety of university employees, ASU has developed a health and safety policy. This policy includes different strategies in order to make working conditions the most optimal for its employees, respecting in this way the conditions and gender equity in each of the jobs [6]

Figure 8. ASU Health and Safety Policy, taken from [6]

Government

http://lmra.bh/portal/en/page/show/199

ASU bases its worker pay policies in accordance with the Bahrain labour law. ASU abides by the laws of Bahrain being fair to all employees for the assignment and salary scale of academic and administrative staff. [7].

Figure 9. Labour Law, taken from [7]

Development in the National Plan Work Methodology

https://www.buheji.com/National_Plan_for_the_Advancement_of_Bahraini_Women.pdf

ASU adheres to government policies on gender equity issues, respects and applies them. ASU has developed the internal policies of the university based on these laws in Bahrain in this way ensures transparency and honesty in the salary scale of all its employees [8].

Figure 10. Development in the National Plan Work Methodology, taken from [8]

With the Royal blessings of His Majesty the King, the National Plan for the Advancement of Bahraini Women was launched. It contains 5 aspects that aim to ensure family stability within the familial bond, empower women to competitively contribute to the progressive march based on the principle of equal opportunities, as well as merge women needs in the development programs in order to enhance the standard of their quality of life, the excellence of performance and lifelong learning. Such aims are achieved through integrating with allies and partners of the Supreme Council for Women within institutional work in order to become a house of experts specialized in women’s affairs. The Council has moved from the stage of advancing women to the stage of women’s advancement with a vision of equitable partnership to build a competitive and sustainable society [8].

Figure 11. The National Plan for the Advancement of Bahraini Women, taken from [8]

Supreme Council for Women

https://www.scw.bh/ar/Pages/default.aspx

ASU adheres to government policies on gender equity issues, respects and applies them. ASU has developed the internal policies of the university based on these laws in Bahrain in this way ensures transparency and honesty in the salary scale of all its employees [9].

The Supreme Council for Women was also established under the leadership of Her Royal Highness Princess Sabeeka bint Ibrahim Al Khalifa, the wife of the King of Bahrain, to complete the efforts of the Kingdom of Bahrain to empower women. The council is composed of sixteen female public figures who have experience in women’s affairs [9].