Asian Institute of Technology Office of Human Resources Services Gender Pay Equity Report 2024
1. Executive Summary
The Asian Institute of Technology (AIT) is committed to ensuring fair and equitable employment practices. The Institute’s remuneration system is designed to attract and retain high-performing staff by rewarding performance based on merit, responsibility, and contribution, not on gender or personal characteristics. Salary structures are benchmarked against comparable organizations, reviewed annually, and subject to transparent policies for promotion, reclassification, and merit increases
Key findings on gender pay equity
• Applied uniform salary scales (Annex 1 of the Institute P&Ps on Employment of Faculty / Staff: General Work Regulations, PA-1-1-1 / PA-1-3-3; issued since 1 July 2003, revised on 18 May 2023) and defined merit-based criteria for all employees.
• Standardizedpromotion, reclassification,and performance appraisal systems to prevent bias.
• Provided equal access to benefits such as parental leave (maternity, partner, and adoption leave) and education assistance for dependents, regardless of gender
Summary of actions taken or planned
• Annual review of salary structure and Cost of Living Adjustments (CoLA) to ensure fair compensation across roles
• Merit-based salary increases and promotions tied to performance appraisals and unit achievements
• Standardized parental leave policies supporting both women and men in caregiving roles
• Ongoing oversight by the Office of Human Resources Services (OHRS) to maintain consistency and transparency in pay and benefits administration
2. Introduction and Policy Context
The Asian Institute of Technology (AIT) upholds the principle of equal pay for work of equal value, as outlined in its personnel policies (PA-1-1-1 / PA-1-3-3) This policy establishes a transparent, merit-based remuneration system that rewards employees according to their qualifications, responsibilities, and performance, without discrimination based on gender, nationality, or other personal characteristics.
AIT’s pay structure and employment policies are aligned with local and international labor standards, promoting fair and inclusive compensation for all. The Institute benchmarks its salary scales against comparable international institutions and conducts regular reviews of its base salary and Cost of Living Adjustments (CoLA) to ensure fairness and competitiveness.
The scope of AIT’s pay equity commitment covers all categories of personnel – faculty, administrative, technical, and support staff – employed under permanent, renewable, or fixed-term contracts. Periodic performance appraisals and reclassification mechanisms ensure consistency and transparencyin pay andpromotion decisions across all employment types.
3. Methodology
• Data sources: payroll system, Human Resource Information System (HRIS)
• Coverage period: January to December 2024
• Metrics used: average pay, median pay, pay bands, % gender pay gap calculation
• Formula for pay gap:
4. Workforce Profile
Table 1: Employee numbers by gender and employment category
* excluding nine (9) employees who received no salary from the Institute
5. Pay ScaleAnalysis
Table 2:Average Pay by Gender and Job Category
Table 3: Pay Bands by Gender
6. Findings
• Although women earn more in administrative, technical and general support categories, the overall institutional gap (5.76%) slightly favors men, largely driven by the higherpaying faculty and research categories, where men are dominant and paid more on average.
• Men dominate higher pay bands (A–B) and are paid more within those bands.
• Women dominate the administrative pay band (C) and are paid somewhat more than men within the lower pay bands (C-E).
• This suggests a vertical segregation pattern: men concentrated in higher-paying levels, while women are better paid in lower bands, which yields an overall pay gap favoring men institution-wide.
7. Action Plan
The Institute shall aim to implement leadership and mentoring programs for women and underrepresented staff to enhance promotion readiness for higher-paying roles. It will also conduct annual workshops on unconscious bias, gender equity, and fair pay practices for hiring managers and line supervisors.
8. Conclusion
The Asian Institute of Technology (AIT) reaffirms its strong commitment to fair, transparent, and merit-based compensation aligned with local and international labor standards
The 2024 analysis indicates that while women out-earn men in several support and technical categories, overall pay gaps persist in higher-paying faculty and research roles due to occupational distribution patterns. AIT recognizes the need to address this vertical
segregation through structured career advancement, inclusive hiring, and regular pay audits.
Going forward, the Institute will review and report on gender pay equity annually, ensuring that all employees – faculty, administrative, technical, and support – receive compensation reflective of their contributions, regardless of gender or contract type.
9. Certification
This report was prepared and approved by the Office of Human Resources Services.
Maybel Belonio Diopenes Director, Office of Human Resources Services
31 January 2025