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