8.2.7
Policy for Tracking Pay Scale for Gender Equity
1. Purpose
This Policy establishes a structured system for monitoring, measuring, and reporting pay scale data to ensure continuous gender equity within the University of Thessaly (UTh). It incorporates the requirements of Ministerial Decree No. οικ. 2/97758/ΔΕΠ (19 October 2023) and Law 5045/2023, which govern pay adjustments, allowances, and the unified wage framework across the Greek public sector. The University aims to uphold transparency, accountability, and compliance with both national and European standards on equal pay and non-discrimination.
2. Scope
This Policy applies to all University employees covered by national or institutional pay frameworks — including academic, administrative, research, and technical staff — irrespective of employment type (permanent, fixed-term, full-time, or part-time). It also applies to staff engaged in externally funded projects where the University is the employing institution.
3. Definitions
Gender Equity: The fair treatment of individuals of all genders, ensuring equal access to pay, benefits, and advancement opportunities.
Pay Scale Tracking: The systematic collection and analysis of pay data by gender, grade, and employment category to identify disparities.
Ministerial Decree οικ. 2/97758/ΔΕΠ: The regulatory act implementing Part C of Law 5045/2023, introducing revised salary structures, allowances, and pay adjustments in the public sector.
4. Policy Statement
The University of Thessaly is committed to maintaining gender equity in all aspects of compensation, including base salary, allowances, bonuses, and benefits. All pay adjustments introduced by Law 5045/2023 and the corresponding Ministerial Decree — such as the €70 monthly base increase, revised family allowances, and responsibility allowances — shall be applied consistently and without gender bias. An annual gender pay audit shall be conducted to assess average gross pay by gender, category, and grade; compliance with statutory wage adjustments; and the distribution of allowances and benefits across genders. Where discrepancies are identified, corrective actions shall be taken to ensure equity and compliance. Findings from pay tracking shall be integrated into the University’s annual Equality, Diversity, and Inclusion (EDI) Report. All personal data processed under this Policy shall comply with the General Data Protection Regulation (EU 2016/679) and national data protection law.
5. Implementation and Responsibilities
The Human Resources Directorate shall maintain a Gender Pay Equity Register, manage pay data collection, and coordinate audits. The Vice Rector for Administrative and Financial Affairs shall ensure proper implementation of statutory pay adjustments and gender equity measures. The Governing Council shall review annual pay reports, evaluate trends, and propose corrective actions and shall approve the annual Gender Pay Equity Report and ensure compliance with this Policy and national legislation.
6. Monitoring and Review
Pay-scale data shall be reviewed annually to measure progress and identify trends in gender pay equity. Benchmarking shall be conducted against national and sectoral standards to ensure continued alignment with the Ministerial Decree and Law 5045/2023. This Policy shall be reviewed every three (3) years or earlier if amendments to national or European legislation require updates.
7. Related Documents / References
Ministerial Decree οικ. 2/97758/ΔΕΠ (19 October 2023); Law 5045/2023 (Part C: Income and Pay Adjustments); Law 4354/2015 (Unified Public Sector Wage Framework); EU Directive 2023/970 on Equal Pay Transparency; University of Thessaly Policy #77: Pay Scale Equity Policy; University of Thessaly Code of Ethics.