Suan Dusit University (SDU) is committed to administering a fair, transparent, and equitable compensation system, in line with the principle of “equal pay for equal work.” This policy reflects the University’s dedication to promoting decent work and inclusive economic growth, ensuring that every individual—regardless of gender, position, or employment status—receives fair and lawful remuneration. The University’s compensation framework is governed by two key documents: the University Regulation on Personnel Administration B.E. 2564 (2021) and the University Announcement on the Wage Rates for University Employees B.E. 2567 (2024), both of which establish the institutional foundation for pay scale equity across all employment categories.
เปิดหน้า ข้อบังคับมหาวิทยาลัยสวนดุสิต ว่าด้วยการบริหารงานบุคคล พ.ศ. 2564 ตามลิงค์
The Regulation on Personnel Administration (2021) outlines SDU’s personnel management principles consistent with public-sector labour standards. It mandates that compensation and remuneration be determined according to the scope of responsibility, professional qualifications, and job performance—without discrimination based on gender, age, or employment status. Chapter 6 of the regulation explicitly provides that all personnel, including full-time staff, contract employees, and temporary workers, are entitled to equal access to welfare benefits and remuneration standards. Moreover, salary increases and annual adjustments are assessed through a performance-based evaluation system, thereby ensuring that professional advancement opportunities are based solely on merit and capability, not gender or personal characteristics.
เปิดหน้า ประกาศมหาวิทยาลัยสวนดุสิต เรื่อง กำหนดอัตราค่าจ้างลูกจ้างของมหาวิทยาลัย พ.ศ. 2567 ตามลิงค์
At the employee level, the University Announcement on Wage Rates for University Employees (2024) reinforces this policy by establishing transparent and fair compensation standards that comply with national labour law. The announcement sets forth wage structures based on job classification and responsibility, ensuring that remuneration practices are consistent, equitable, and reflective of each role’s value and contribution to the institution. This framework demonstrates the University’s commitment to providing fair and competitive wages that uphold the dignity of work and support a decent standard of living.
In addition, all university employees are entitled to benefits under both Thai labour law and the University’s welfare system, including social security, annual health examinations, and access to professional development programs—without discrimination based on gender, position, or employment category. These provisions not only help reduce income inequality but also strengthen long-term employment security and wellbeing within the institution.
Taken together, these two policy instruments reflect Suan Dusit University’s explicit commitment to pay scale equity. By employing a competency-based remuneration system and ensuring equal opportunities for advancement between male and female employees, the University upholds the international principles of gender equality and decent work promoted by the International Labour Organization (ILO).
Through these regulations and wage policies, Suan Dusit University has established itself as an institution that manages compensation with fairness, transparency, and integrity. Every worker—whether male, female, or of diverse gender identity—receives remuneration that accurately reflects the value of their work and enjoys equal access to professional growth. This approach exemplifies the University’s vision of fostering decent work and human dignity for all within its academic community.