The University’s Employment Policy on Non-Discrimination and Equal Opportunity prohibits discrimination in compensation based on sex, sexual orientation, gender identity or expression, alongside other protected characteristics. This provides a foundation for fair treatment in decisions affecting employee pay.
MSEUF commits to equal pay for work of equal value, regardless of gender, and to measuring and eliminating unjustified gender pay gaps.
This commitment includes reviewing compensation across comparable positions and salary grades, examining the reasons for identified differences, and taking corrective action where differences cannot be explained by documented, gender-neutral criteria such as qualifications, responsibilities, experience and performance.
Gender pay gap reporting supports this process by providing a basis for continued monitoring, review and accountability.
Measuring gender pay differences
The University’s Gender Pay Gap Report 2025 compares the mean and median salaries of male and female full-time employees. It explains the calculation method and presents workforce information to support transparency and continued review of compensation practices.
The mean represents the average salary within each gender group, while the median represents the midpoint of the salary distribution. Examining both measures helps describe compensation patterns across the workforce.
Understanding pay equity
A workforce-wide gender pay gap measures overall salary differences between groups. It does not, by itself, establish whether employees performing the same work or holding equivalent positions receive equal compensation.
The University’s report acknowledges this distinction. Its findings provide a starting point for examining pay structures and career progression rather than proof that every potential gender-related pay difference has been resolved.
Reviewing compensation practices
The report identifies commitments to regular reviews of pay structures and career progression, annual reporting, and human resource policies grounded in fairness, merit and respect.
These commitments support continued examination of compensation practices and help identify areas that may require closer review.
Accountability and employee concerns
Employees may raise concerns affecting their employment rights, benefits and welfare through the University’s Grievance and Appeal Process. The procedure provides for review, written resolution and appeal, with safeguards for confidentiality, due process and protection against retaliation.
Through compensation non-discrimination, gender pay gap reporting and employee access to review, MSEUF supports transparency and workplace fairness in line with Sustainable Development Goal 8: Decent Work and Economic Growth.