Tracking pay scale for gender equity

CUT systematically monitors pay scale equity to ensure gender- neutral remuneration and equal opportunities for all staff. The University fully complies with Cypriot and European legislation on equal pay, guaranteeing that men and women receive the same remuneration for the same work or work of equal value.
Evidence: Law Providing for Equal Pay Between Men and Women for the Same Work or Work of Equal Value– Ministry of Labour and Social Insurance

As a public law entity, CUT applies the official Cyprus Public Service salary scales, which are determined by the Ministry of Finance in accordance with Cypriot government legislation on equal pay. These scales apply equally to both men and women and are implemented uniformly across all positions within the University, ensuring full transparency, meritocracy, and gender-neutral remuneration.

Under this national framework, CUT ensures that salary placement and progression are strictly based on experience, qualifications, and position, with no gender-based differences in initial or ongoing remuneration across employment categories. All pay scales and salary progression procedures are applied uniformly, ensuring full compliance with national equal pay legislation and the elimination of gender pay gaps.

For academic staff, where salary progression is linked to promotion, internal data analysis for 2024 confirms that there are no statistically significant differences between men and women in the time required for advancement across academic ranks. Specifically, female lecturers progress slightly faster from Lecturer to Assistant Professor (average 4.36 years for women compared to 4.50 years for men), while male academics advance somewhat faster from Assistant to Associate Professor (average 5.73 years for men compared to 6.09 years for women). At the subsequent stage, from Associate Professor to Full Professor, the observed difference (6.91 years for women versus 5.61 years for men) remains within normal variation given the smaller number of cases and the fact that both Associate Professor and Full Professor positions are tenured, so applying for a Full Professor position while being and Associate Professor is optional. These results confirm an overall gender balance in career progression and pay- related advancement within the academic workforce.
Evidence: CUT 2024 Academic Promotion_Gender Analysis

The CUT Equality Plan 2022–2024 (pp. 9, 12, 15, 20, 22) provides the institutional framework for ensuring transparency, accountability, and sustained attention to gender equality in remuneration and career progression. It includes measurable indicators on recruitment, promotion, and pay, providing a structured approach to identifying and addressing potential disparities. The Diversity and Inclusion Office, in collaboration with the Equality Committee and the Human Resources Services, coordinates the systematic collection and analysis of employment and pay data by gender. This monitoring process ensures continuous oversight of salary progression, representation, and equity indicators, supporting informed policy development and sustained institutional accountability.

According to the Equality Plan Activity Report 2020- 2024 (pp. 3-5), CUT enhanced its monitoring mechanism by integrating gender-sensitive pay indicators and assigning clear responsibilities to administrative services for consistent and accurate data collection. Annual analyses for 2022-2023 and 2023-2024 confirmed that gender ratios across staff categories remain stable and that pay scales are applied consistently across genders, with notable improvements in women’s representation in administrative positions.

Annual gender and equality statistics are also incorporated into the University’s Annual Activity Report (Section on Equality and Accessibility) and formally communicated to the University Senate through periodic memoranda prepared by the Diversity and Inclusion Office, ensuring transparency and accountability in monitoring pay equity and gender representation. Periodic communications from the Rector to the University community further reaffirm CUT’s commitment to gender equality, equal pay, and inclusive employment practices.

This monitoring process is also aligned with CUT’s participation in the Human Resources Strategy for Researchers (HRS4R), ensuring compliance with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. Through this framework, CUT guarantees gender-equitable pay, merit-based progression, and transparent employment practices across all research-related positions, reinforcing its long-term commitment to equal pay, fairness, and social sustainability.

In summary, through its Equality Plan, continuous monitoring, and adherence to European research and employment standards, CUT demonstrates a proactive, measurable, and transparent commitment to gender pay equity across all staff categories.