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-2025Thammasat 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
