8.2.6 Employment policy pay scale equity
Metric: Employment practice
Have a policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps.
Prince of Songkla University promotes equitable remuneration through formal salary administration, transparent salary progression criteria, and systematic monitoring of employee remuneration by gender.
The University applies established rules and procedures for salary progression to ensure that salary adjustments are based on relevant employment criteria and performance rather than gender. PSU also maintains institutional policies supporting equality and non-discrimination in human resource management.
Formal Salary Progression Framework
PSU has formal regulations governing the criteria and procedures for salary progression of University employees. These regulations provide a structured framework for salary adjustment and personnel administration.
Figure 1. Key provisions of Prince of Songkla University’s 2024 salary progression framework, including the formal salary progression criteria, performance-based salary adjustment levels, and standardized salary ranges by employee category and position level.
The University’s SDG 8 evidence identifies both the Prince of Songkla University Announcement on Criteria and Procedures for Salary Progression of University Employees B.E. 2567 (2024) and its subsequent amendment as key policy documents supporting pay-scale administration.
Equality in Human Resource Management
PSU’s Human Resource Management Equality Policy further supports equitable employment practices by requiring equal treatment in human resource management processes and prohibiting unfair discrimination. The policy covers recruitment, employment, remuneration, performance evaluation, training, development, and career advancement.
Figure 2. PSU Human Resource Management Equality Policy, establishing principles of equal treatment and non-discrimination in employment, remuneration, performance evaluation, development, and career advancement.
Monitoring Pay Equity by Gender
PSU also monitors remuneration by gender and length of service as part of its pay-equity monitoring.
Available institutional data compare average salaries of male and female employees across different service-year groups. For example:
| Years of Service | Male Average Salary (THB) | Female Average Salary (THB) |
|---|
| 1–5 years | 21,246.96 | 19,691.88 |
| 6–10 years | 25,165.40 | 24,457.83 |
| 11–15 years | 34,615.46 | 33,194.89 |
| 16–20 years | 40,851.72 | 36,129.42 |
| 21–25 years | 42,511.20 | 40,453.72 |
| 26–30 years | 56,749.15 | 56,922.46 |
| 31–35 years | 57,398.01 | 60,017.70 |
| 36–40 years | 63,444.58 | 63,400.20 |
| More than 40 years | 30,000.00 | 75,811.67 |
These data demonstrate that PSU systematically tracks salary outcomes by gender and employee service period, providing an evidence base for identifying potential pay disparities and reviewing pay equity over time.
Continuing Commitment to Pay Equity
Through its salary progression framework, human resource equality policy, and gender-disaggregated salary monitoring, PSU maintains mechanisms for reviewing pay equity across employee groups.
Where differences in remuneration are identified, the monitoring process provides evidence to support further review of salary structures and employment practices and to strengthen equitable remuneration across the University.