{"id":4967,"date":"2026-07-16T10:42:29","date_gmt":"2026-07-16T03:42:29","guid":{"rendered":"https:\/\/www.spu.ac.th\/sdgs\/?p=4967"},"modified":"2026-10-18T14:03:56","modified_gmt":"2026-10-18T07:03:56","slug":"tracking-gender-pay-equity-every-year-how-spu-keeps-pay-and-raises-fair-for-women-and-men","status":"publish","type":"post","link":"https:\/\/www.spu.ac.th\/sdgs\/archives\/4967","title":{"rendered":"Tracking Gender Pay Equity Every Year: How SPU Keeps Pay and Raises Fair for Women and Men"},"content":{"rendered":"

Equal pay is not just a promise on paper. At Sripatum University, HR tracks average pay for women and men, the annual staff survey records sex next to pay fairness, and every raise follows one rulebook for everyone.<\/strong><\/em><\/p>\n

\"Female<\/p>\n

\"SPUSripatum University (SPU) treats pay equity as something to check, not assume. Its Policy to Promote and Support Equality of Personnel requires that evaluation and salary step increases carry no unfair discrimination on grounds of sex, age, origin, religion, health or personal status. Annual raises for every category of staff then follow a single merit rulebook, the Criteria and Procedures for Merit Consideration (Announcement 005\/2568). Under it, each raise is a percentage of current salary decided by performance evaluation, not by who the employee is.<\/p>\n

University executives, working through the Office of Human Resources, measure and monitor average salaries and compensation for women and men using staff records held in SPU’s management information system (SCMS). The comparison is reviewed regularly to make sure that no bias or discrepancy based on sex enters pay decisions.<\/p>\n

To see whether this works in practice, the Office of Human Resources also runs an annual staff opinion survey on SPU Smart Form, sent to all academic and support staff. The questionnaire records each respondent’s sex together with their views on:<\/p>\n