Clause 1 University Management Policy
Chiang Mai University is committed to managing and advancing its missions in accordance with the principles of respect for human rights, equality, and individual diversity in all dimensions. The University shall not discriminate against or directly or indirectly restrict any rights or benefits on the grounds of place of origin, race, nationality, skin colour, language, religion, gender (including gender identity and sexual orientation), age, marital status, physical condition or capabilities, disability, or any other individual differences.
The University shall also promote awareness among all personnel, including executives, academic staff, and administrative staff, to ensure that their work practices uphold the principles of equality and non-discrimination.
Clause 2 University Implementation Guidelines
Chiang Mai University conducts its administration based on the principle of equality and promotes an environment in which all personnel treat one another with respect and dignity and enjoy equal opportunities.
The University shall maintain political neutrality and ensure that all personnel are treated fairly, without discrimination, segregation, exclusion, or restrictions on any rights or benefits, in accordance with the guidelines specified in Section 3.
Clause 3 Guidelines for the University's Treatment of Personnel
Clause 3(1) Respect for Individual Differences and Non-Discrimination:
Recognize and treat one another with respect and dignity. All personnel shall be treated equally, without discrimination, segregation, exclusion, or unjust restrictions on any legitimate rights or benefits, whether directly or indirectly, on the grounds of race, nationality, skin colour, language, religion, gender (including gender identity and sexual orientation), age, marital status, physical condition or capabilities, disability, or any other individual differences.
Clause 3(2) Equality in Employment Practices:
Ensure equal treatment throughout all stages of employment, including recruitment and selection, equitable remuneration based on knowledge and capabilities, working hours and holidays, work assignments, performance evaluations, salary increments, rewards, training and professional development, career planning and advancement opportunities, welfare and benefits, disciplinary proceedings, appeals and grievances, termination of employment, and other related matters.
Clause 3(3) Equal Access to Welfare and Benefits:
Provide appropriate welfare and benefits for University personnel to ensure equal access and opportunities to receive such benefits. These include:
- Health insurance for University employees, including health insurance benefits for parents, children, spouses, and life partners.
- Annual health check-ups and necessary vaccinations.
- Maternity leave and childcare leave for personnel who are pregnant or raising children.
- Educational subsidies for employees' children.
- Housing welfare, including accommodation services for University personnel.
Clause 3(4) Support for Family Institutions:
Recognize the importance of family institutions and ensure equal treatment in all relevant employment practices. Pregnancy and childcare responsibilities shall not be used as grounds for discrimination or unjust restrictions on any legitimate rights or benefits, including recruitment and selection, employment, remuneration, work assignments, performance evaluations, and other related matters.
Clause 3(5) Fair and Lawful Employment Practices:
Supervise and promote awareness among University personnel regarding lawful and fair employment practices. The University shall prohibit forced labour, slavery, human trafficking, and unlawful child labour, as well as physical or psychological abuse, whether through the use of force, coercion, unlawful detention, intimidation, harassment, abuse, or any form of violence.
Clause 3(6) Equality and Fair Treatment of Outsourced Personnel:
Support and monitor outsourced personnel to ensure that they receive equal treatment and fair remuneration from their employers without discrimination.
The University shall also apply legal compliance criteria when selecting service contractors to work for the University. If unfair treatment is identified during the contract period, the University shall take appropriate action to ensure lawful and fair practices or may terminate the service contract.
Clause 3(7) Prevention and Resolution of Sexual Harassment:
Establish measures to prevent and address sexual harassment that may occur among University personnel, ensuring a safe and supportive working environment in which everyone treats one another with respect and dignity.
The University shall prioritize the prevention and resolution of such issues, alongside efforts to promote positive attitudes and awareness regarding sexual behaviour.
Clause 3(8) Support Mechanisms for Personnel Experiencing Unfair Treatment:
Establish an agency responsible for providing assistance to University personnel who experience unfair treatment. Personnel who wish to report an incident or seek assistance from the University may contact the Appeals and Grievances Committee, Legal Affairs Division.
Clause 4 Commitment to Equality and Inclusion
Chiang Mai University places importance on equality and fairness and shall refrain from any actions that may create division. The University aims to foster a harmonious and inclusive environment in which everyone can live and work together happily and feel a sense of belonging to the University.
In summary, Chiang Mai University is committed to fostering a workplace that upholds equality, human dignity, and fairness for all personnel, regardless of their backgrounds or individual differences. Through clear measures to prevent discrimination, prohibit forced labour and all forms of abuse, and promote fair compensation for outsourced personnel, the University establishes standards for ethical and responsible employment practices. These commitments extend beyond the protection of individual rights to ensuring a safe, respectful, and inclusive working environment across all employment categories. By implementing and monitoring these practices, CMU aims to strengthen employee well-being, promote social equity, and build a sustainable organisational culture in which everyone is treated with dignity and has equal opportunities to work and thrive.