NCKU’s Tracking Pay Scale for Gender Equity-國立成功大學永續發展SDGs

國立成功大學研究發展處

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8.2.7 Tracking pay scale for gender equity

Tracking pay scale for gender equity

8.2.7
SDG8

NCKU’s Tracking Pay Scale for Gender Equity

National Cheng Kung University(NCKU) is committed to tracking and ensuring pay scale gender equity. We have established the NCKU Gender Equality in Employment policy, which serves as a guiding framework for measuring and promoting gender equity in all aspects of employment, including pay scales. This policy underscores our dedication to equal pay for equal work, regardless of gender.

In accordance with national regulations, NCKU also adheres to the Act of Gender Equality in Employment, which mandates the measurement and tracking of gender pay equity. This legal framework ensures that we are actively monitoring and addressing gender-based pay disparities within our institution.

Last but not least, NCKU has established the Gender Equality Education Committee, comprising 12 female members, with more than half of the committee members, to oversee and facilitate gender equity initiatives.
  1. NCKU Gender Equality in Employment, Section 3
NCKU is committed to tracking and ensuring pay scale gender equity. We have established the NCKU Gender Equality in Employment policy, which serves as a guiding framework for measuring and promoting gender equity in all aspects of employment, including pay scales. This policy underscores our dedication to equal pay for equal work, regardless of gender. 






 
  1. Act of Gender Equality in Employment, Section 10. “Employers shall not discriminate against employees because of their gender or sexual orientation in the case of paying wages.”
In accordance with national regulations, NCKU also adheres to the Act of Gender Equality in Employment, which mandates the measurement and tracking of gender pay equity. This legal framework ensures that we are actively monitoring and addressing gender-based pay disparities within our institution.  







 
  1. In the 2025 academic year, NCKU Gender Equity Education Committee included 11 female members, accounting for more than half of the total committee membership.
Last but not least, NCKU has established the Gender Equality Education Committee, comprising 11 female members, with more than half of the committee members, to oversee and facilitate gender equity initiatives.
https://genderequity.web2.ncku.edu.tw/p/405-1061-216695,c455.php?Lang=zh-tw









 
  1. Act of Gender Equality in Employment, Section 10. “Employers shall not discriminate against employees because of their gender or sexual orientation in the case of paying wages.”
In accordance with national regulations, NCKU also adheres to the Act of Gender Equality in Employment, which mandates the measurement and tracking of gender pay equity. This legal framework ensures that we are actively monitoring and addressing gender-based pay disparities within our institution.





Figure.1 Comparison of Male and Female Employee Salaries (Number of People)










Figure.2 Comparison of Male and Female Employee Salaries (Percentage)

 
  1. NCKU systematically tracks and discloses gender-disaggregated salary data for its contracted personnel to ensure equal pay for equal work. 
Through institutionalized records, NCKU continuously tracked the average monthly salaries of male and female staff from 2022 to 2024. Data shows that in 2022, the average monthly salary was NT$39,546 for men and NT$41,837 for women; by 2024, it reached NT$43,880 for men and NT$45,054 for women, demonstrating no gender-based pay disadvantage. Furthermore, NCKU revised its "Implementation Regulations for Employing University Contracted Personnel," explicitly prohibiting any wage disparities based on gender. By conducting continuous annual tracking and publishing transparent remuneration reports—including salary ratios compared to the national minimum wage—NCKU provides concrete evidence of maintaining a gender-equitable pay scale. 

 

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