by Natetida Bunnag -

Thammasat University Mandates Energy Efficiency Standards for All Building Construction and Renovation Projects

HIGHLIGHTS

  • Official Policy Established: Two university notifications, the “Policy on Environmental Management” and the “Policy on Energy Conservation Management…” , both dated October 18, 2024, establish the requirement.
  • Covers New Builds & Renovations: The policies explicitly state that the requirements apply to “All new build developments” and “Construction and renovation of all buildings”.
  • Specific Energy Efficiency Standard Mandated: Both policies require projects to achieve a minimum “Certified” rating from TREES (Thai’s Rating of Energy and Environmental Sustainability).

Thammasat University has formally integrated stringent energy efficiency standards into its campus development guidelines through two key policies issued on October 18, 2024: the “Policy on Energy Conservation Management and Access to Modern Sustainable Energy” and the “Policy on Environmental Management.” These policies ensure that energy conservation and sustainable design principles are fundamental considerations for all new construction and renovation projects across the university.

3.-Policy-on-Environmental-Management
1.-Policy-on-Energy-Conservation-Management-and-Access-to-Modern-Energy

Setting a High Standard: The TREES Certification Requirement

A central element of this commitment is outlined in Article 9 of the Policy on Energy Conservation Management and Access to Modern Sustainable Energy. This crucial article mandates that:

“Construction and renovation of all buildings within Thammasat University will adhere to the building design principle for energy conservation and must take into account energy efficiency as a primary factor, following the minimum “Certified” rating from TREES (Thai’s Rating of Energy and Environmental Sustainability).”

This requirement ensures that both new builds and major renovations are designed and executed with energy efficiency as a top priority. Adherence to the TREES standard provides a clear, measurable benchmark for sustainable building practices recognized within Thailand.

Reinforcing Sustainable Design Principles

The Policy on Environmental Management further reinforces this direction. Article (2) requires the university to “Perform design and physical development while following sustainable building design principles”, while Article (3)specifically reiterates that “All new build developments will be required to achieve a minimum ‘Certified’ rating from TREES”.

A Comprehensive Approach

By embedding these requirements directly into official university policy, Thammasat ensures that energy efficiency is not an afterthought but a core requirement for developing and maintaining its physical infrastructure. These policies, effective from late 2024, guide the university’s efforts to reduce its overall energy consumption, minimize environmental impact, and build a more sustainable campus for the future.

by Natetida Bunnag -

Thammasat University’s Policy Commits to Equal Pay for Work of Equal Value

HIGHLIGHTS

  • Formal Policy Exists: Thammasat University has a formal “Fair and Good Governance Employment Policy”establishing clear standards against workplace discrimination.
  • Explicit Non-Discrimination Against Women (Clause 1): The policy explicitly prohibits discrimination based on gender (defined inclusively to cover sex, gender identity, sexual orientation, expression) across all employment processes, including hiring, pay, promotion, and termination.
  • Specific Commitment to Equal Pay (Clause 4): The policy enshrines “Equal Pay for Work of Equal Value”specifically “without gender bias” and commits the university to measuring and eliminating gender pay gaps.
  • Protection for Reporting Discrimination (Clause 5): The policy guarantees protection for complainants against unfair retaliation, ensuring a mechanism to uphold the non-discrimination principles.

Thammasat University reaffirms its unwavering commitment to gender equality and fair employment practices through its comprehensive Fair and Good Governance Employment Policy. This policy establishes clear and robust protections against discrimination, ensuring that women have equal opportunities and are treated with respect throughout their employment journey at the university.

Explicit Prohibition of Gender-Based Discrimination

A core tenet of the policy, outlined in Clause 1, is the strict prohibition of any form of discrimination based on gender. This explicitly includes discrimination based on sex, gender identity, sexual orientation, and gender expression. This principle applies universally across all stages of employment, including recruitment, selection, hiring, compensation, work assignments, performance evaluation, training, promotion, career advancement opportunities, benefits, and termination. This ensures women face no barriers based on their gender.

Commitment to Equal Pay and Future Analysis

Reinforcing this commitment, Clause 4 champions the principle of “Equal Pay for Work of Equal Value”. The university mandates that compensation structures are based on objective factors like skills, experience, and responsibility, explicitly “without gender bias”. Furthermore, the policy commits Thammasat to regularly measure and monitor gender pay gaps and take active steps to eliminate any disparities. As part of standard personnel management, the university systematically collects and manages staff remuneration data. This existing data provides the essential foundation for undertaking future pay equity analyses, in line with the policy’s commitment to ensuring genuine financial equity.

Protection Against Retaliation

Recognising the importance of a safe reporting environment, Clause 5 guarantees that the university will provide effective channels for lodging complaints regarding unfair treatment. Crucially, it ensures protection for complainants against any form of unfair retaliation, empowering individuals to report discrimination without fear of reprisal.

Through its specific clauses regarding gender, pay equity, and the systematic collection of necessary data, Thammasat University’s Fair and Good Governance Employment Policy provides a strong framework guaranteeing non-discrimination against women. This policy reflects Thammasat’s dedication to fostering an inclusive, equitable, and respectful workplace for all.

Fair-and-Good-Governance-Employment-Policy-2025

Thammasat University Announcement

Subject: Fair and Good Governance Employment Policy B.E. 2568 

Whereas Thammasat University is a higher education institution for the people, consistently upholding the principles of freedom, equality, and fairness, and recognizing the importance of respecting human rights in accordance with international principles, in alignment with the Sustainable Development Goals (SDGs), the University hereby establishes a human resource management policy to serve as a standard for promoting a working environment free from discrimination, grounded in ethics, and based on mutual respect. 

By virtue of the Thammasat University Act B.E. 2558, it is deemed appropriate to establish the policy guidelines on equality and fair employment as follows: 

Clause 1 Principle of Equality and Non-Discrimination

Thammasat University is committed to managing and operating under the principle of equality by treating all personnel with respect for human dignity, and strictly prohibits any discrimination, segregation, exclusion, or restriction of any benefits, whether directly or indirectly, on the grounds of differences in origin, race, nationality, skin color, religion, political belief, gender (including gender identity, sexual orientation, and gender expression), age, marital status, social status, physical or health disability, or refugee status. This principle applies throughout the employment process, including recruitment and selection, employment, remuneration, work assignment, performance evaluation, training and development, promotion and career advancement opportunities, as well as welfare and termination of employment. 

Clause 2 Anti-Forced Labor and Anti-Human Trafficking Policy 

Thammasat University has a firm determination to oppose all forms of forced labor, slave labor, human trafficking, and illegal child labor, including any acts of physical or mental abuse, whether by means of threats, harassment, unlawful detention, or the use of violence. The University shall oversee and promote all types of employment within the University to be lawful and fair. 

Clause 3 Recognition of Equal Rights for External Personnel 

The University requires that contractors or external service providers (Outsource) operating for the University must treat their personnel strictly in accordance with human rights principles and labor laws. The University will support 2 and monitor to ensure that these personnel receive equal treatment and fair compensation from their employers without discrimination. If it appears that unfair practices have occurred, the University will take necessary actions to ensure proper correction or may consider terminating the employment contract. 

Clause 4 Equal Pay and Closing the Gender Pay Gap 

The University adheres to the principle of “Equal Pay for Work of Equal Value” by determining the compensation structure based on knowledge, capability, experience, nature of work, and responsibilities, without gender bias or any other discrimination. The University is committed to regularly measuring and monitoring the gender pay gap and will establish appropriate measures to eliminate such gaps in order to achieve true fairness within the organization. 

Clause 5 Enforcement 

Personnel and executives at all levels are responsible for complying with and promoting an organizational culture that aligns with this policy. The University shall provide an effective complaint channel for personnel who receive unfair treatment and protect complainants from unfair retaliation. 

Therefore, this announcement is made known and to be adhered to as a general guideline. 

Announced on October B.E. 2568 

(Professor Dr. Supasawad Chardchawarn) Rector of Thammasat University 

by Natetida Bunnag -

Thammasat University Reinforces Commitment to Fair Employment and Good Governance

HIGHLIGHTS

  • Comprehensive Non-Discrimination Policy (Clause 1): The policy explicitly prohibits discrimination on multiple grounds including religion, gender (covering gender identity/expression & sexual orientation), age, and refugee statusacross all employment processes.
  • Strong Stance Against Forced Labour (Clause 2): Thammasat unequivocally opposes forced labour, modern slavery, human trafficking, and illegal child labour, ensuring fair and legal employment practices.
  • Equivalent Rights for Outsourced Staff (Clause 3): The policy mandates that external contractors provide their personnel with equivalent rights, fair treatment, and non-discriminatory compensation, with university oversight.
  • Commitment to Pay Equity & Gender Pay Gap Elimination (Clause 4): The university adheres to “Equal Pay for Work of Equal Value,” commits to measuring and monitoring gender pay gaps, and aims to implement measures to eliminate them.

As an institution founded on the principles of liberty, equality, and justice, Thammasat University continually strives to uphold the highest standards in managing its human resources. Reflecting our commitment to human rights and sustainable development, the university has established a comprehensive Fair and Good Governance Employment Policy, setting clear standards for a respectful, ethical, and non-discriminatory working environment.

Equality and Non-Discrimination: A Cornerstone Principle

The policy firmly embeds the principle of equality throughout all aspects of employment. Thammasat University commits to treating every staff member with dignity and respect, prohibiting any form of direct or indirect discrimination based on origin, race, nationality, colour, religion, political belief, gender (including gender identity, sexual orientation, and gender expression), age, marital status, social status, disability, or refugee status. This principle applies across the entire employment journey, from recruitment and selection through to remuneration, assignments, performance evaluation, training, promotion, benefits, and termination.

Upholding Labour Rights: Opposing Exploitation

Thammasat unequivocally opposes forced labour, modern slavery, human trafficking, and illegal child labour in all forms. The policy condemns any actions involving physical or mental abuse, threats, coercion, confinement, or violence. The university actively ensures that all employment within its purview is conducted legally and fairly.

Ensuring Fair Treatment for Outsourced Personnel

Recognising the importance of fair labour practices throughout its operations, the university mandates that external contractors and service providers (Outsource) must treat their personnel in strict accordance with human rights principles and labour laws. Thammasat commits to monitoring and encouraging equitable treatment and fair, non-discriminatory compensation for these individuals by their employers. The university reserves the right to seek corrective action or terminate contracts if unfair practices are identified.

Commitment to Pay Equity

The policy enshrines the principle of “Equal Pay for Work of Equal Value”. Thammasat determines compensation structures based on knowledge, skills, experience, job characteristics, and responsibilities, free from gender bias or any other form of discrimination. Furthermore, the university is committed to regularly measuring and monitoring any gender pay gaps and implementing appropriate measures to eliminate such disparities, ensuring genuine fairness within the organisation.

Implementation and Accountability

All personnel and administrators share the responsibility of upholding this policy and fostering a corresponding organisational culture. Thammasat provides effective grievance channels for staff who experience unfair treatment and guarantees protection for complainants against unjust retaliation.

This policy reaffirms Thammasat University’s dedication to being a responsible employer, fostering a workplace built on fairness, respect, and good governance for all members of its community.

Fair-and-Good-Governance-Employment-Policy-2025

Thammasat University Announcement 
Re: Fair and Good Governance Employment Policy B.E. 2568 (2025) 

Whereas Thammasat University is an institution of higher education for the people , and has always upheld the principles of liberty, equality, and justice , and recognizes the importance of respecting universal human rights, in line with the Sustainable Development Goals (SDGs) , the University hereby establishes a human resource management policy as a standard for promoting a working environment free from discrimination, that is ethical and mutually respectful.

By virtue of the Thammasat University Act B.E. 2558 (2015), it is deemed appropriate to establish the policy guidelines on equality and fair employment as follows:

Clause 1 Principle of Equality and Prohibition of Discrimination: Thammasat University is committed to management and operations under the principle of equality , and shall treat all personnel with respect for human dignity. Direct or indirect discrimination, segregation, exclusion, or restriction of any benefits is prohibited on the grounds of difference in origin, race, nationality, skin color, religion, political belief, sex (which includes gender identity, sexual orientation, and gender expression), age, marital status, social status, physical disability or health, or refugee status.

This principle shall apply throughout the employment process, from recruitment and selection, employment, compensation, job assignment, performance appraisal, training and development, promotion and career advancement opportunities, as well as welfare and termination of employment.

Clause 2 Policy Against Forced Labor and Human Trafficking: Thammasat University has a firm commitment to opposing all forms of forced labor, slavery, human trafficking, and illegal child labor , including any act that constitutes physical or mental abuse, whether through intimidation, harassment, wrongful detention, or violence. The University shall supervise and promote all types of employment within the University to be lawful and fair.

Clause 3 Guaranteeing Equal Rights for External Personnel: The University requires external contractors or service providers (Outsource) working for the University to strictly comply with human rights principles and labor laws in their treatment of their personnel. The University shall support and monitor that these personnel are treated equally and receive fair compensation from their employers without discrimination.

If unfair treatment is found to have occurred, the University shall take necessary action to ensure proper rectification , or may consider terminating the contract.

Clause 4 Equal Pay and Elimination of the Gender Pay Gap: The University is committed to the principle of “Equal Pay for Work of Equal Value”, and shall determine compensation structure based on knowledge, ability, experience, job characteristics, and responsibility, free from gender bias or other discrimination.

The University is committed to regularly measuring and monitoring the gender pay gap , and shall establish appropriate measures to eliminate such gaps , in order to achieve true fairness within the organization.

Clause 5 Enforcement: Personnel and management at all levels are responsible for complying with and promoting an organizational culture consistent with this policy. The University shall provide effective grievance channels for personnel who have received unfair treatment , and shall protect complainants from unfair retaliation.

This is therefore announced for general acknowledgement and compliance as a guideline.

Announced on October 15, B.E. 2568 (2025).

(Prof. Dr. Supasawad Chardchawarn) Rector of Thammasat University 

by Natetida Bunnag -

Thammasat University’s Lifelong Learning Policy: Expanding Opportunities and Ensuring Equality

HIGHLIGHTS

  • Formal Policy Exists: Thammasat University has a formal Lifelong Learning Policy (B.E. 2568 / 2025) establishing a framework for lifelong learning initiatives.
  • Explicit Non-Discrimination Clause (Article 4): The policy guarantees access equality, explicitly stating non-discrimination based on race, religion, gender identity, origin, socio-economic status, or physical disability, directly addressing the indicator’s core requirement.
  • Comprehensive Scope: The policy covers various lifelong learning activities, including online courses, credit banking, facility access (libraries, museums), and online resources (digital collections, lecture recordings).

Reinforcing its founding vision as an open “market of knowledge,” Thammasat University proudly introduces its Lifelong Learning Policy (B.E. 2568 / 2025). This landmark policy solidifies our dedication to expanding educational pathways and promoting continuous learning, directly supporting Sustainable Development Goal 4 (Quality Education) and ensuring learning opportunities are genuinely accessible to everyone.

Equality and Non-Discrimination: A Core Principle Ensured by Article 4

Central to this policy is an unwavering commitment to equal opportunity. Article 4 (Principles and Intent) explicitly enshrines this commitment, stating that Thammasat University provides educational opportunities “equally for everyone” based on democratic principles. Crucially, this article guarantees “non-discrimination based on differences in race, religion, gender identity, origin, socio-economic status, or physical disability.” This specific clause ensures that all lifelong learning activities are accessible to all members of the community, regardless of their background, fulfilling a key aspect of inclusive education.

A Comprehensive Framework for Future Learning

Beyond this core principle, the policy outlines a forward-thinking approach to lifelong education:

  • Flexible Digital Learning: Expanding short courses, upskilling/reskilling programs, and micro-credentials through accessible online platforms.
  • Credit Accumulation: Implementing a Credit Bank system, allowing learners to gather and potentially transfer learning credits towards formal degree programs.
  • Holistic Integration: Encouraging all university departments to incorporate lifelong learning into their core activities – teaching, research, and community service.
  • Strong Partnerships: Collaborating with government agencies, private businesses, and local communities to develop learning opportunities that meet societal and workforce needs.
  • Resource Accessibility: Granting lifelong learners appropriate access to vital university resources, including libraries and online databases.

The Lifelong Learning Policy, particularly the clear non-discrimination guarantee within Article 4, demonstrates Thammasat University’s proactive stance in creating an equitable and accessible learning environment. We remain dedicated to empowering individuals throughout their lives and serving the evolving needs of Thai society.

Lifelong-Learning-Policy-2025

Thammasat University Announcement
Re: Lifelong Learning Policy B.E. 2568 (2025)

In accordance with the aspiration of Professor Dr. Puey Ungphakorn, who founded Thammasat University as a “Open University” to provide equal educational opportunities to the public, amidst the rapidly changing world, Lifelong Learning is a critical key to developing the potential of individuals and creating a sustainable society. This directly aligns with the United Nations’ Sustainable Development Goal (SDG) 4, which aims to ensure inclusive and equitable quality education and promote lifelong learning opportunities for all.

Therefore, to carry on the spirit of being a “University for the People” and to drive the University’s strategy of becoming a “Leading Comprehensive University for Future Societies,” this announcement on the Lifelong Learning Policy is issued. It serves as a framework for expanding educational opportunities, reducing inequality, and creating a learning ecosystem that is truly accessible to everyone.

By virtue of Section 39 (1) of the Thammasat University Act B.E. 2558 (2015), the following announcement is made:

Clause 1 This Announcement shall be called the “Thammasat University Announcement Re: Lifelong Learning Policy B.E. 2568 (2025)”.

Clause 2 This Announcement shall come into force on the day following the date of its publication.

Clause 3 In this Announcement:

  • “Lifelong Learning” means the provision of education in the formal, non-formal, and informal systems, blended in diverse ways, to enable individuals to continuously develop the knowledge, skills, and competencies necessary for work and life throughout their lives.
  • “Learner” means the general public, current students, alumni, and University personnel who have registered as learners in the University’s lifelong learning system.
  • “Credit Bank” means a centralized registration system for accumulating learners’ learning outcomes and credits from participating in various courses or subjects, for the purpose of credit transfer toward a degree program, or for professional competency certification.

Clause 4 Principles and Intent: Thammasat University’s intent is to be a leading learning resource that provides accessible and equitable educational opportunities for everyone. The University adheres to the principles of democracy and equality, without discrimination based on race, religion, gender identity, origin, socioeconomic status, or physical disability.

Clause 5 Policies and Implementation Guidelines (1) The University shall promote access to diverse bodies of knowledge by developing Short Courses, courses for Upskilling and Reskilling, including the development of online course content in the form of learning courses and short-term competency certification (Micro-credentials) through the University’s digital learning platform, to ensure learners can access them anytime, anywhere. (2) The University shall develop a flexible learning system, allowing learners to manage their learning according to their potential and needs, and shall provide a Credit Bank system to enable learners to accumulate learning outcomes throughout their lives, which can be used for credit transfer toward the University’s degree programs, in accordance with related regulations. (3) The University shall encourage all administrative units to integrate the concept of lifelong learning with their core missions, including teaching, research, and academic service, to create a robust and sustainable learning ecosystem. (4) The University shall expand its network of cooperation with various sectors—public, private, and community—to jointly develop curricula and organize learning activities that respond to the needs of society and the country’s labor market. (5) The University shall promote access to its educational resources for learners in the lifelong learning system, such as libraries, online databases, and various academic services, in accordance with the regulations prescribed by the University.

Clause 6 The President shall be responsible for the execution of this Announcement and shall have the authority to issue additional rules, regulations, or announcements of guidelines that are not contrary to or inconsistent with this Announcement.

Announced on October 15, B.E. 2568 (2025).

(Prof. Dr. Supasawad Chardchawarn) Rector of Thammasat University