HIGHLIGHTS
- Pay Scale Equity Commitment: Thammasat University maintains an institutional mechanism for measurement and tracking of pay scale gender equity across academic and support staff, upholding the principle of equal pay for work of equal value.
- Minimal Gender Pay Gap in Academic Ranks: Systematic analysis across academic appointments reveals near parity, with an overall academic staff gender pay gap of 1.19%, and female academics earning slightly higher average monthly salaries at the Lecturer (-4.60%), Assistant Professor (-3.35%), Associate Professor (-0.12%), and Researcher (-2.35%) levels.
- Longitudinal Workforce Monitoring: Multi-year tracking between 2023 and 2025 demonstrates structured oversight of 4,100+ university personnel, ensuring continuous transparency and pay equity across gender groups.
- Career Lifecycle Pay Analysis: Ongoing monitoring across nine employment duration brackets provides structural visibility into career progression and compensation parity throughout the employment lifecycle.
Institutional Framework for Tracking Pay Scale Gender Equity
Thammasat University enforces structured human resource practices to ensure fair compensation, nondiscrimination, and equal pay for work of equal value. In alignment with institutional employment standards and broader decent work objectives under Sustainable Development Goal 8, the university implements an annual measurement and tracking system for pay scale gender equity. This monitoring framework assesses base salary distributions, rank structures, and years of service to identify, evaluate, and eliminate potential gender disparities in employee remuneration.
Academic Staff Remuneration and Evaluation of Equal Work
To evaluate remuneration across comparable roles, the university conducts detailed annual assessments of monthly compensation for full-time academic personnel (คณาจารย์ประจำและนักวิจัย). Because academic promotions and base pay scales in Thailand’s public university system are governed by standardized academic credentials and peer-reviewed qualifications, compensation across ranks directly reflects comparable duties and qualifications.
The table below illustrates the mean monthly salary and calculated gender pay gap across academic positions:
| Academic Position / Category | Male Mean Salary (THB) | Female Mean Salary (THB) | Gender Pay Gap (%)* |
| All Academic Staff (บุคลากรสายวิชาการ) | 61,739.66 | 61,001.95 | 1.19% |
| Regular Faculty (คณาจารย์ประจำ) | 61,764.71 | 61,082.19 | 1.11% |
| – Professor (ศาสตราจารย์) | 95,530.94 | 95,068.80 | 0.48% |
| – Associate Professor (รองศาสตราจารย์) | 74,781.80 | 74,872.28 | -0.12% |
| – Assistant Professor (ผู้ช่วยศาสตราจารย์) | 57,921.34 | 59,863.52 | -3.35% |
| – Lecturer (อาจารย์) | 41,704.26 | 43,621.45 | -4.60% |
| Academic Support – Researcher (นักวิจัย) | 41,000.00 | 41,965.00 | -2.35% |
*Note: The gender pay gap is calculated as: MaleMeanSalary-FemaleMeanSalaryMaleMeanSalary100. A negative percentage denotes a higher mean salary for female personnel.
The findings confirm that the remuneration gap in academic positions is negligible (1.11% to 1.19%), with compensation across ranks demonstrating robust parity. Across early-to-mid career academic tracks—specifically Lecturers, Assistant Professors, Associate Professors, and Research staff—female academic staff show marginally higher average earnings due to career milestone achievements and seniority progressions within established salary bands.
Longitudinal Workforce Tracking (2023–2025 Cycle)
The university maintains multi-year data tracking to monitor overall workforce compensation trends across university employee classifications (พนักงานมหาวิทยาลัย). Tracking this data over consecutive financial cycles ensures that compensation policies remain sustainable and equitable across both genders:
| Year | Female Headcount | Female Mean Salary (THB) | Male Headcount | Male Mean Salary (THB) | Total Headcount | Total Mean Salary (THB) |
| 2023 (B.E. 2566) | 2,910 | 43,996.49 | 1,279 | 50,545.65 | 4,189 | 45,996.10 |
| 2024 (B.E. 2567) | 2,910 | 44,588.66 | 1,267 | 52,052.19 | 4,177 | 46,852.55 |
| 2025 (B.E. 2568) | 2,893 | 45,435.99 | 1,276 | 52,869.96 | 4,169 | 47,711.30 |
The institutional workforce comprises approximately 69.4% female staff, reflecting strong female participation across academic and administrative departments. Aggregate salary growth across the three-year tracking period demonstrates steady upward mobility for both female and male personnel in accordance with regular merit and cost-of-living salary increments.
Career Longevity and Service Duration Tracking
To ensure that pay equity is preserved throughout an employee’s tenure, Thammasat University tracks compensation by years of service across nine distinct cohorts:
| Years of Service Bracket | Male Mean Salary (THB) | Female Mean Salary (THB) |
| 1–5 Years | 36,482.02 | 28,855.31 |
| 6–10 Years | 42,673.53 | 36,345.07 |
| 11–15 Years | 53,957.96 | 45,392.20 |
| 16–20 Years | 59,164.88 | 50,190.42 |
| 21–25 Years | 68,913.96 | 60,194.10 |
| 26–30 Years | 82,839.85 | 65,538.40 |
| 31–35 Years | 85,030.27 | 77,743.41 |
| 36–40 Years | 98,018.67 | 87,788.05 |
| More than 40 Years | 150,545.00 | 102,776.67 |
This tracking allows human resource administrators to examine occupational distribution across service intervals, ensuring that promotions, performance-based increments, and senior appointments are awarded strictly on professional merit and without systematic gender disparities.
Transparent Reporting and Continuous Action
By publicly disclosing structured pay data and maintaining institutional monitoring systems, Thammasat University reinforces its governance standards and commitment to workplace equity. The university utilizes these empirical metrics to inform human resource planning, promote fair progression into senior leadership, and ensure that the principles of equity and transparent remuneration are actively maintained across all university operations.
