The purpose of this Policy is to affirm the University of Thessaly\u2019s (UTh) commitment to pay equity and to ensure that all employees, regardless of gender or other protected characteristics, receive fair and equal remuneration for work of equal value. The Policy establishes the framework for the systematic measurement, analysis, and elimination of gender pay gaps across all employment categories within the University.<\/p>\n
This Policy applies to all staff employed by the University of Thessaly, including academic, research, administrative, and technical personnel, whether full-time, part-time, or on fixed-term contracts. It also extends to individuals engaged under externally funded research projects or special agreements where the University acts as the employing institution.<\/p>\n
Pay Equity: The principle that employees performing work of equal value should receive equal pay, irrespective of gender or any other personal attribute.
\nGender Pay Gap: The difference in average gross hourly earnings between men and women, expressed as a percentage of male earnings.
\nPay Transparency: The practice of ensuring openness in pay structures, evaluation criteria, and remuneration decisions to prevent discrimination and promote accountability.<\/p>\n
The University of Thessaly is committed to promoting and maintaining pay equity across all employment categories. The University shall conduct periodic pay equity audits to identify, measure, and monitor gender pay gaps within all staff categories. Identified disparities shall be analyzed to determine their causes and addressed through corrective actions, including pay adjustments, revised evaluation frameworks, and improved recruitment and promotion procedures. The University will ensure that all recruitment, classification, and promotion systems are gender-neutral and based solely on objective and transparent criteria. Data relating to pay equity shall be collected, processed, and published in compliance with national and European data protection regulations. The University will include pay equity indicators in its annual human resources and equality reports.<\/p>\n
The Human Resources Directorate shall be responsible for conducting pay equity audits, maintaining data, and coordinating corrective actions. The Vice Rector for Administrative and Financial Affairs shall ensure that pay equity principles are reflected in budgeting and compensation frameworks. The Committee on Equality, Diversity, and Inclusion (EDI) shall oversee monitoring and report annually on progress toward eliminating pay disparities. The University Council shall review audit results and approve strategic actions for sustained equity.<\/p>\n
The implementation of this Policy shall be reviewed every three (3) years or earlier if required by changes in national or EU legislation. Annual reports on pay equity indicators shall be submitted to the Governing Council and made publicly available to promote transparency and accountability.<\/p>\n
Greek Law 3896\/2010 on Equal Treatment of Men and Women in Employment and Occupation; EU Directive 2023\/970 on Strengthening the Application of the Principle of Equal Pay for Equal Work or Work of Equal Value; European Charter for Researchers and Code of Conduct for the Recruitment of Researchers; University of Thessaly Code of Ethics.<\/p>\n","protected":false},"excerpt":{"rendered":"
Policy on Pay Scale Equity Including a Commitment to Measurement and Elimination of Gender Pay Gaps 1. Purpose The purpose of this Policy is to affirm the University of Thessaly\u2019s (UTh) commitment to pay equity and to ensure that all employees, regardless of gender or other protected characteristics, receive fair and equal remuneration for work […]<\/p>\n","protected":false},"author":142,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-884","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/pages\/884","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/users\/142"}],"replies":[{"embeddable":true,"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/comments?post=884"}],"version-history":[{"count":3,"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/pages\/884\/revisions"}],"predecessor-version":[{"id":1735,"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/pages\/884\/revisions\/1735"}],"wp:attachment":[{"href":"https:\/\/sdg.uth.gr\/en\/wp-json\/wp\/v2\/media?parent=884"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}