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

Although societal structures have changed and the number of working women has continued to increase both domestically and internationally, the proportion of women in the workplace remains relatively low. The “glass ceiling” effect has not disappeared over time; that is, as women climb the organizational ladder, they are more likely to encounter an invisible barrier that prevents them from advancing to senior management positions. As a result, a majority of working women feel that gender discrimination in the workplace is severe, promotions are unfair, and the proportion of female supervisors is low. Only a few companies have a majority of female supervisors, and, on average, it takes women longer to attain promotion opportunities.

However, our university ensures gender equality by not assigning different job levels or salaries based on gender. The appointment of supervisors is based on professional ability and experience. Among our full-time faculty, 100 hold positions as second-level or higher supervisors, with 74 men and 26 women. Among our full-time staff, 27 hold positions as second-level or higher supervisors, with 10 men and 17 women. This clearly demonstrates our university’s commitment to providing equal opportunities for workplace development and ensuring equal pay regardless of gender.