In 2025, Rajamangala University of Technology Lanna (RMUTL) maintained standardized salary and wage criteria to promote gender equity and equal pay among all university personnel, regardless of gender. Compensation decisions are based on established criteria, qualifications, job responsibilities, and performance evaluations rather than gender. These practices support pay equity, fair compensation, and equal treatment in the university’s employment system.
According to the Announcement of Rajamangala University of Technology Lanna on the Criteria for Wage Increases for Employees in Higher Education (2019), Section 6 establishes the following principles relevant to pay equity:
6.2 Equity Principle: To ensure fairness both within the university and in comparison with external organizations.
6.3 Ability Principle: Compensation must correspond to employees’ abilities and responsibilities. Employees with higher competencies should receive appropriate and fair remuneration.
6.5 Motivation Principle: To motivate employees to perform their duties through performance- and behavior-based evaluations.
To support pay scale monitoring and transparency, all university personnel can monitor and review their salaries, wages, and compensation increments and view the results of their performance evaluations through the Human Resources Management System at https://hr.rmutl.ac.th/login/employee. This allows individuals of all genders to clearly verify the fairness of their compensation and performance evaluation processes.
If any concerns arise regarding salary, wages, compensation, or employment equity, personnel can contact the Human Resources Division for inquiries or submit complaints via the university’s website through the President’s Direct Hotline at https://www.rmutl.ac.th/hotline or through the general complaint submission channel at https://www.rmutl.ac.th/complaint.
