Sakarya University (SAU), throughout the 2024 reporting period (01.01.2024–31.12.2024), maintains an institutional wage scale structure designed to inherently guarantee gender pay equity, although the University does not publicly disclose a specific, calculated gender pay gap percentage in its official documentation for this period. SAU's approach to equity is founded on its official Sustainable Development Goals (SDG) documentation under Employment Policies, which confirms a binding commitment to equal pay for equal work. This commitment is structurally enforced by national legislation, including the Civil Servants Law No. 657 and the Higher Education Law No. 2547, which mandate a unified, non-discriminatory salary scale for all public employees. Salaries for all academic and administrative personnel are determined strictly by objective factors such as seniority, hierarchical level, and academic title, regardless of gender, religion, or any other personal characteristic. The absence of a separate, voluntary gender pay gap calculation (such as a mean or median gap percentage) for the 2024 period is attributable to this centralized, national salary structure, which by design, prevents the salary scale from exhibiting gender-based differences for equivalent roles. The University's policy assumes and ensures equity by strictly adhering to this non-discretionary national framework.
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