Pay Scale Gender Equity

Full-Time Staff Gender & Pay Analysis

LAU measure and track pay scale gender equity. This was inaugurated with LAU’s first Gender Equity Plan.

In fact, LAU has had seven female presidents – including acting presidents – long before other leading educational institutions in Europe and North America. In 1973, when the institution started accepting men, The Institute for Women’s Studies in the Arab World (IWSAW) – now The Arab Institute for Women (AiW) – was founded to honor the college’s unique heritage as the first educational institution for women in the Arab region. At the time, it was one of the world’s first university-affiliated institutes to work exclusively on women’s rights and gender equality.

AiW collaborates with all LAU entities and departments to mainstream gender and keep the LAU community informed about developments in gender equality and women’s rights across the Arab region. To support LAU’s pursuit of regional gender excellence, AiW have recently implemented the LAU Gender Equality Plan and continue to uphold our commitment to Title IX compliance.

The Full Time Staff Gender and Pay Analysis study (AY 2022-2023):

https://www.lau.edu.lb/sustainability/files/FTS-gender-pay-analysis-2023-04-11.pdf

At LAU, all decisions concerning salaries, raises, promotions, and hiring practices are carried out in a gender-neutral manner. Such is further supported by an internal survey conducted in the year 2023 which showed the presence of a staff pay gap of 3.6% in favor of women, women accounting to 50.2% of the staff while men were 49.8% of the staff, and a female leadership presence of about 40%.

Unadjusted Gender Pay Gap:

Adjusted Gender Pay Gap:

Just over half of LAU’s workforce is female, compared to 31.8 percent nation-wide.

Percentage of Women in the Workplace:

Percentage of Women Leadership Positions:

*Includes the leadership layer below President, Provost and VPs; at the level of the Assistants / Assistant to and/or Higher
[General Counsel (1F), Assistant to the President (3F, 2M), Assistant Provost (2F), DOS (2M), AVPs (9M), and IA (2M)]

Women in the Workplace as a Percentage of the Total Workplace Population:

Wage Dynamics Post–Covid-19 and Wage-Price Spiral Risks

The Department of Economics at LAU is hosting a seminar titled: “Wage Dynamics Post–Covid-19 and Wage-Price Spiral Risks” by Dr. Silvia Albrizio, Economist at IMF.

Inflation has reached a 40-year high in some economies. Although wage growth has generally stayed below inflation so far, some observers warn that prices and wages could start feeding off each other, with wage and price inflation ratcheting up in a sustained wage-price spiral. This World Economic Outlook chapter examines past and recent wage dynamics and sheds light on prospects. Similar historical episodes were not followed by wage-price spirals on average. Analysis highlights that more backward-looking expectations require stronger and more frontloaded monetary tightening to reduce risks of inflation de-anchoring. Risks of a sustained wage-price spiral appear limited since underlying inflation shocks come from outside the labor market and monetary policy is tightening aggressively.