GENDER PAY GAP REPORT

1. Introduction

The Gender Pay Gap represents the difference between the average earnings of male and female employees across an organisation. It provides an overall picture of workforce remuneration and should not be interpreted as unequal pay for employees performing the same or equivalent work. UNIMY remains committed to ensuring remuneration decisions are based on objective employment-related factors including job responsibilities, qualifications, experience, competencies and organisational requirements.

2. Workforce Overview

UNIMY’s workforce consists of 42 employees, comprising 22 female employees (52.38%) and 20 male employees (47.62%).

The University’s workforce comprises 42 employees, with female employees representing 52.38% of the workforce and male employees representing 47.62%.

3. Average Monthly Salary

The average monthly salary for male employees is RM6,915.82, while the average monthly salary for female employees is RM6,461.74.

4. Gender Pay Gap Analysis

The University’s overall Gender Pay Gap is 6.57%. This represents the overall difference between the average monthly earnings of male and female employees across the University and should not be interpreted as evidence of unequal pay for employees performing the same or equivalent work.

5. Key Findings

• Female employees represent 52.38% of the University’s workforce, while male employees represent 47.62%.
• The average monthly salary of male employees is RM6,915.82 compared to RM6,461.74 for female employees.
• The overall Gender Pay Gap is 6.57%.

6. Institutional Commitment

UNIMY remains committed to fostering an inclusive workplace where remuneration practices are objective, transparent and equitable. The University will continue to periodically review workforce remuneration data, promote diversity, equity and inclusion, and strengthen good governance through continuous improvement.

The findings indicate an overall Gender Pay Gap of 6.57% based on the available employee payroll data. UNIMY remains committed to ensuring fair, transparent and equitable remuneration practices and will continue to review its employment practices to support equality, diversity and inclusion.

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