Ensuring fairness, equality, and respect for human dignity is central to achieving Sustainable Development Goal (SDG) 10 – Reduced Inequalities. Higher education institutions must uphold anti-discrimination principles by enforcing policies that guarantee equal treatment for all members of the academic community.
RMUTL recognizes that educational equality requires both institutional commitment and compliance with the Persons with Disabilities Education Act (B.E. 2551 / 2008) and related ministerial regulations. These national laws explicitly prohibit discrimination against people with disabilities in educational settings, affirming their rights to equal access, reasonable accommodations, and participation at all levels of education.
Aligned with this framework, RMUTL has adopted an institutional Employment and Non-Discrimination Policy (2024) that ensures fairness in all operational practices and complements Thailand’s national inclusion policies.
Institutional Anti-Discrimination Policy
RMUTL enforces an official Employment Policy on Non-Discrimination and Equal Opportunity (2024) that applies to faculty, staff, and students. The policy prohibits unfair treatment in recruitment, promotion, compensation, and educational access. It also provides a grievance mechanism through the President’s Hotline and General Complaint Portal, ensuring that all members of the university community can safely report discrimination or harassment.
Legal Framework Supporting Equality
RMUTL’s policy aligns directly with the principles established in Thailand’s Persons with Disabilities Education Act (B.E. 2551) and subsequent ministerial regulations issued by the Ministry of Social Development and Human Security (MSDHS), as outlined in your attached file DSS-ManualMhesi.pdf.
Key provisions from these laws include:
- Section 4 and 45 of the Act authorize regulations promoting the quality of life and educational access for persons with disabilities.
- Section 5 ensures that persons with disabilities have the right to free education, appropriate learning technologies, assistive devices, and accessible educational services throughout their lives.
- Section 9 mandates that educational institutions receiving public funding cannot refuse admission to students with disabilities; such refusal constitutes unjust discrimination under Thai law.
- Section 8 requires institutions to prepare Individualized Education Plans (IEPs) and to revise them annually to meet the learner’s special educational needs.
These principles form the legal foundation of RMUTL’s non-discrimination practices, which emphasize equality of opportunity and the duty to provide reasonable accommodations.
DSS Center and Equality Services
At the institutional level, RMUTL’s Disability Support and Services (DSS) Center, under the Division of Student Development (DSD), plays a critical role in implementing anti-discrimination measures through direct support and advocacy.
All students with disabilities are officially registered under the DSS Center, which employs three professional specialists in disability support and rehabilitation. The unit provides comprehensive assistance to both students and staff, including:
- Facilitating hospital visits or physiotherapy for special cases.
- Managing academic leave related to health or rehabilitation needs.
- Coordinating welfare support, scholarship access, and assistive devices.
- Organizing inclusive activities, internship placements, and personal development programs to enhance employability and independence.
These services ensure that individuals with disabilities are not discriminated against in their educational or employment experiences at RMUTL, and that the university environment remains inclusive and supportive.
Integration of National Equality Standards
According to the DSS-ManualMhesi (2018), educational institutions must:
- Establish internal committees to design documentation, manuals, and diagnostic procedures for assessing disabilities.
- Provide adequate resources, inclusive learning environments, and individualized learning plans consistent with ministerial announcements from 2008 and 2011.
- Support the training and professional development of teachers and staff to ensure that they possess the knowledge, empathy, and skills required to support students with disabilities effectively (Sections 6–7).
RMUTL fully complies with these requirements through the DSS Center, which integrates these standards into student support protocols, academic adjustments, and accessibility initiatives.
Complaint and Protection Mechanisms
RMUTL has set up transparent channels for addressing discrimination and harassment cases:
- The President’s Complaint Hotline and University Ethics Portal allow staff and students to file complaints anonymously.
- The Human Resources and DSD Offices review cases confidentially and ensure non-retaliation against complainants.
- Annual training sessions on sexual harassment prevention, workplace equality, and inclusive behavior are conducted to promote awareness and accountability.
Together, these mechanisms reinforce the university’s institutional culture of fairness and protection of human rights.
| Activity / Policy | Objective | Participants | Partners |
|---|---|---|---|
| RMUTL Employment and Non-Discrimination Policy (2024) | To establish a fair and transparent system ensuring equality in education and employment | Faculty, staff, students | Human Resources Division; Office of the President |
| Enforcement of national law (Persons with Disabilities Education Act B.E. 2551) | To guarantee equal rights to education and prohibit discrimination against persons with disabilities | Students with disabilities; educational staff | Ministry of Higher Education; MSDHS |
| Registration and welfare management under DSS Center | To ensure continuous academic, medical, and welfare support for persons with disabilities | Students and staff with disabilities | DSD; DSS Center (3 specialists) |
| Complaint and anti-harassment mechanisms | To provide safe channels for reporting discrimination and misconduct | University community members | Office of the President; HR Division |
| Staff training and equality workshops | To raise awareness about inclusion and prevent discriminatory behavior | Academic and administrative personnel | DSD; Public Relations Office |
| Integration of Individualized Education Plans (IEPs) | To tailor education to the unique needs of students with disabilities | Students with disabilities | DSS Center; Academic Faculties |
RMUTL’s anti-discrimination framework reflects both institutional commitment and national compliance. The university’s policies are grounded in Thai law and international standards promoting equality and accessibility in education.
Through the active role of the DSS Center and the Employment and Non-Discrimination Policy (2024), RMUTL ensures that no individual—whether student, faculty, or staff—is denied opportunity based on disability, gender, identity, or social status.
Source Links
- Employment Policy on Non-Discrimination and Equal Opportunity (RMUTL, 2024)
https://sdgs.rmutl.ac.th/8/8-2/8-2-3/employment-policy-on-non-discrimination-2024/ - Persons with Disabilities Education Act, B.E. 2551 (2008) – from DSS-ManualMhesi.pdf
Key sections: 4, 5, 6, 8, and 9 (Non-discrimination, Equal Access, Individualized Plans, Free Education) - Ministerial Regulation on Disability Classification and Educational Rights (MSDHS, 2011 & 2015) – DSS-ManualMhesi.pdf
- RMUTL Division of Student Development (DSD) – DSS Center
https://std.rmutl.ac.th/