Employment Policy Pay Scale Equality

UKM is actively working towards pay scale equity, including a commitment to measuring and addressing gender pay gaps. The university emphasizes the importance of equality and social responsibility in its employment practices, aligning with national policies aimed at promoting gender equality.

Although specific details on their formal policy regarding pay scale equity were not directly available, UKM approach reflects a broader commitment to eliminating discrimination and ensuring fair treatment across genders in line with Malaysian law and the principles of good governance. This includes adherence to practices that support gender equality in all aspects of employment, including pay equity.

Pay Scale Equality Guideline

‘Pekeliling Perkhidmatan Bilangan 1 Tahun 2016: Rasionalisasi Skim Perkhidmatan Bagi Perkhidmatan Awam Persekutuan Di Bawah Sistem Saraan Malaysia’

‘Pekeliling Perkhidmatan Bilangan 1 Tahun 2016’ outlines the commitment of UKM to pay scale equity and the elimination of gender pay gaps. Pay Scale Equity:

Equitable Compensation Framework:
Gender Pay Gap Commitment:
- UKM is explicitly committed to addressing gender pay gaps by implementing measures to assess and ensure equal pay for equal work. The policy encourages regular evaluations of pay structures to identify and rectify any disparities based on gender, thereby promoting a fairer workplace.
Monitoring and reporting:
- The policy mandates ongoing monitoring and reporting on pay equity metrics. This includes collecting data on salaries, conducting analyses to understand pay differentials, and making necessary adjustments to align compensation practices with equity goals.
Inclusive Workplace Culture:
- By emphasizing fair treatment and inclusivity in pay practices, the policy aims to foster a supportive and equitable working environment. This aligns with UKM broader goals of promoting diversity and inclusion within the university community.
Implementation and Accountability:
- The guidelines ensure that all departments and units within UKM are accountable for implementing these pay equity measures. Regular audits and compliance checks are stipulated to uphold the integrity of the pay scale system.

‘Pekeliling Perkhidmatan Bilangan 1 Tahun 2016’ reflects UKM proactive stance on ensuring pay scale equity and addressing gender pay gaps. By establishing clear guidelines and accountability mechanisms, UKM demonstrates its commitment to creating a fair and equitable workplace that values the contributions of all employees. This initiative not only enhances employee morale but also positions UKM as a leader in promoting social justice and equality in the academic sector.

‘Pekeliling Perkhidmatan Bilangan 1 Tahun 2016: Rasionalisasi Skim Perkhidmatan Bagi Perkhidmatan Awam Persekutuan Di Bawah Sistem Saraan Malaysia’

UKM demonstrates a firm commitment to pay scale equity and the elimination of gender pay gaps through the guidelines outlined in the “Pekeliling Perkhidmatan Bilangan 1 Tahun 2016, Lampiran D”. This document establishes a structured approach to rationalizing the public service pay system, ensuring that compensation is equitable across genders.

UKM employment practices prioritize transparency in salary structures, which include a minimum wage standard of RM1,200 (grade G11, page 31) and a comprehensive review process for pay scales that encompasses all staff levels. Furthermore, the guidelines promote equal pay for equal work, addressing disparities that may exist based on gender.

UKM is proactive in measuring and addressing the gender pay gap by regularly assessing salary data and ensuring that all employees are compensated fairly according to their roles and qualifications. Through these measures, UKM reinforces its dedication to fostering an inclusive workplace that values equality and upholds the rights of all its workers.

Lampiran D1

Equality of Pay Scale for All Genders At UKM

Equality of Pay Scale for All Genders At UKM

Equality of pay scale for all genders at UKM