8.2.7) Tracking pay scale for gender equity
Measurement or tracking pay scale gender equity.

Although the social pattern has changed and the female working population at home and abroad continues to increase, the proportion of women in the workplace is still significantly lower. The glass ceiling effect has not disappeared over time, that is, when women have been promoted up the organizational ladder, it is easier to encounter a glass ceiling, which prevents them from being promoted to senior management positions. Therefore, most female office workers feel that gender discrimination in the workplace is serious, promotion is unfair, and the proportion of female supervisors is low. Only a few companies have more than half of the number of female executives, and it takes more time for female executives on average to obtain promotion opportunities.

TKU guarantees gender equity and will not give different ranks and salaries due to gender differences. The appointment of supervisors also considers professional ability and experience. 101 full-time teaching faculties in the university hold second-level or higher supervising positions, and the number of male and female supervisors is 76 and 25 respectively; 47 full-time employees are serving as second-level or higher supervisors, and the number of male and female supervisors is 12 and 35 respectively. This fully shows that the university attaches importance to gender equality in workplace development opportunities and guarantees gender equality in salary.