SDG 8 Decent Work and Economic Growth
The University recognises the importance of sustainability and its increasing impact to our operations. We are committed to understanding and implementing sustainable practices and to exploring the benefits to the University whilst attempting to achieve the right balance between the needs of the wider community and our focus on delivering quality education to our students.
8.2 Employment Practice
8.2.1 – Employment practice living wage
he University shall comply to the Minimum Wage Order set by the Ministry of Human Resources and all staff members will be paid at least the minimum salary set by the authority.
Minimum wages rates and rates of wages paid to employee based only on piece rate, tonnage, etc. with effect from 1 May 2022 is RM1500.00
8.2.2 – Employment practice unions
Staff members will be paid based on merits of their qualification, experience and performance, regardless of gender, disability, race, religion, belief, cultural background, sexual orientation, marriage and civil partnership, refugee and asylum seekers status, language, pregnancy and maternity/ paternity.
The Department of Trade Union Affairs, under the Ministry of Human Resources in Malaysia, provides comprehensive support to employees at the University of Cyberjaya. This includes facilitating the adherence to labour laws and regulations and advocating for employees' rights and interests. The department assist in collective bargaining negotiations, mediation, and arbitration processes. Additionally, they offer training and workshops on labour rights, workplace relations, and other relevant topics to empower employees and promote a harmonious working environment.
8.2.3 – Employment policy on discrimination
University practices policy that does not discriminate based on gender, race, religion, age, sexual orientation, or disability in the workplace and is against forced labour, modern slavery, human trafficking, and child labour.
| Indicator | Measurement | 2023 | 2024 | 2025 | Progress |
|---|---|---|---|---|---|
| Policy Implementation Status | Existence and enforcement of formal anti-discrimination policy covering gender, race, religion, age, sexual orientation, and disability | Policy established | Policy reviewed & updated | Policy strengthened with monitoring mechanism | ↑ Improved governance |
| Staff Awareness (%) | % of staff aware of anti-discrimination and ethical employment policies (via survey/training attendance) | 72% | 85% | 92% | ↑ Strong improvement |
| Training Participation (%) | % of staff completing training on anti-discrimination, modern slavery, and ethical labour practices | 65% | 80% | 90% | ↑ Continuous increase |
| Reported Discrimination Cases | Number of reported discrimination or harassment cases annually | 6 | 4 | 2 | ↓ Decreasing trend |
| Resolved Cases (%) | % of reported cases resolved within institutional timeline | 83% | 90% | 100% | ↑ Full resolution target |
8.2.4 – Employment policy modern slavery
University of Cyberjaya (UoC) stands firmly committed to safeguarding the well-being of all individuals, ensuring a resolute stance against modern slavery, forced labour, human trafficking, and child labour. At the heart of our principles, we vehemently reject any form of exploitation that threatens the dignity and rights of individuals.
| Indicator | Measurement | 2023 | 2024 | 2025 | Progress |
|---|---|---|---|---|---|
| Policy Implementation Status | Existence of formal policy prohibiting modern slavery, forced labour, human trafficking, and child labour | Policy established | Policy reviewed & aligned with ESG standards | Policy strengthened with enforcement framework | ↑ Strengthened policy |
| Staff Awareness (%) | Staff aware of modern slavery and ethical employment practices (survey/training data) | 70% | 84% | 93% | ↑ Significant increase |
| Training Participation (%) | Staff completing training on modern slavery, labour rights, and ethical sourcing | 60% | 78% | 88% | ↑ Continuous improvement |
| Supplier Screening (%) | Vendors/suppliers screened for compliance with anti-slavery and ethical labour standards | 50% | 70% | 90% | ↑ Strong progress |
| Reported Cases (Modern Slavery Risks) | Number of reported or suspected cases related to forced labour or exploitation | 1 | 0 | 0 | ↓ Eliminated cases |
8.2.5 – Employment practice equivalent rights outsourcing
University of Cyberjaya ensure that workers employed by third-party contractors and service providers receive rights and protections equivalent to those enjoyed by employees of University of Cyberjaya (UoC). UoC reflects commitment to fair labor practices and ethical outsourcing. UoC is committed to ensuring that all workers, including those employed by third-party contractors and service providers, are treated with fairness, respect, and dignity. When outsourcing activities, UoC will require that all third-party partners adhere to labor standards that guarantee equivalent rights for their workers.
8.2.6 – Employment policy pay scale equity
Uoc is committed to fostering a workplace where all employees are paid fairly and equitably for their contributions. We recognize the importance of pay equity in achieving gender equality and are dedicated to identifying and eliminating any gender-based pay disparities. This policy reflects our commitment to transparency, accountability, and continuous improvement in compensation practices.
8.2.7 – Tracking pay scale for gender equity
The University of Cyberjaya is committed to promoting fair, transparent, and merit-based employment practices as part of its alignment with Sustainable Development Goal (SDG) 8 on Decent Work and Economic Growth. In particular, the University actively monitors and tracks gender pay equity to ensure that remuneration practices are consistent with principles of equality and non-discrimination.
This commitment is guided by the University of Cyberjaya Salary and Remuneration Policy which states that staff remuneration shall be determined based on merit, academic qualifications, professional experience, and job performance, irrespective of gender or any personal characteristics.
Salary and Pay Equity Policy
Staff remuneration at the University of Cyberjaya is determined strictly based on merit, including qualifications, experience, and performance. The University upholds a non-discriminatory approach, ensuring equal pay for work of equal value regardless of gender, disability, race, religion, belief, cultural background, sexual orientation, marital status, or other personal circumstances.
Gender Pay Scale Monitoring
| Year |
Male Avg Pay (Index) |
Female Avg Pay (Index) |
Gender Pay Gap (%) |
Pay Equity Index (F/M) |
Progression Status |
Interpretation |
|---|---|---|---|---|---|---|
| 2023 |
M3 |
F3 |
(M3-F3)/M3 ×100 |
F3/M3 |
↑ / ↓ / → |
Mid-period adjustment |
| 2024 |
M4 |
F4 |
(M4-F4)/M4 ×100 |
F4/M4 |
↑ / ↓ / → |
Policy impact observation |
| 2025 |
M5 |
F5 |
(M5-F5)/M5 ×100 |
F5/M5 |
Final trend |
Overall outcome |
The Human Resources Division of the University of Cyberjaya conducts annual monitoring of gender-based pay distribution to ensure continued compliance with institutional policy and to support evidence-based decision-making in human resource management.
Source: Human Resources Department, University of Cyberjaya
Analysis of Pay Distribution Trends
Based on the gender pay scale trends observed between 2020 and 2024, the overall male-to-female salary distribution reflects minor variations across certain pay bands. These differences are primarily associated with workforce composition, particularly the representation of staff in senior academic and administrative positions.
It is important to note that employees performing equivalent roles at the same grade level receive comparable remuneration, with no evidence of gender-based disparity in pay for equal work. The observed variations are therefore attributed to differences in role seniority, years of experience, and leadership responsibilities rather than discriminatory pay practices.
Institutional Commitment to Pay Equity
The annual monitoring exercise reinforces the University of Cyberjaya’s strong commitment to transparency, accountability, and equitable compensation practices. The findings consistently support the principle that remuneration decisions are governed by Salary and Remuneration Policy, ensuring that all staff are rewarded fairly based on merit and contribution.
Through continuous tracking and policy enforcement, the University strengthens its institutional commitment to SDG 8 by promoting inclusive, fair, and sustainable employment practices across all levels of staff.
8.2.8 – Employment practice appeal process
University of Cyberjaya follows our parent company, Cyberjaya Education Group Berhad to emphasise on treating people according to Human and Labour rights.
Read for more information: https://cyberjaya.education/corporate-governance/Cyberjaya Education Group Berhad Code of Conduct
| Indicator | Measurement | 2023 | 2024 | 2025 | Progress |
|---|---|---|---|---|---|
| 1. Awareness & Training | Code of Conduct is communicated through onboarding, staff briefings, and mandatory training covering human rights, anti-discrimination, and modern slavery | 68% staff trained; basic onboarding module | 82% staff trained; refresher courses introduced | 92% staff trained; e-learning & certification implemented | ↑ Strong improvement |
| 2. Monitoring & Compliance | Compliance tracked through internal audits, HR reviews, and supplier/vendor screening aligned with ethical labour standards | 1 audit conducted; partial supplier checks | 2 audits conducted; expanded compliance checks | 3 audits conducted; full compliance monitoring system | ↑ Strengthened oversight |
| 3. Reporting & Enforcement | Staff can report violations via formal grievance channels; cases are investigated and resolved with zero-tolerance enforcement | 5 cases reported; 80% resolved | 3 cases reported; 90% resolved | 1 case reported; 100% resolved with stricter enforcement | ↑ Effective enforcement |
8.2.9 – Employment practice labour rights
Employment practices and labor rights in Malaysia are governed by various laws and regulations aimed at ensuring fair treatment, safe working conditions, and equitable rights for employees. University of Cyberjaya follows our parent company, Cyberjaya Education Group Berhad to emphasise on treating people according to Human and Labour rights.
Read for more information: https://cyberjaya.education/corporate-governance/Cyberjaya Education Group Berhad Code of Conduct
| Indicator | Measurement | 2023 | 2024 | 2025 | Progress |
|---|---|---|---|---|---|
| 1. Awareness & Training | Code of Conduct is communicated through onboarding, staff briefings, and mandatory training covering human rights, anti-discrimination, and modern slavery | 68% staff trained; basic onboarding module | 82% staff trained; refresher courses introduced | 92% staff trained; e-learning & certification implemented | ↑ Strong improvement |
| 2. Monitoring & Compliance | Compliance tracked through internal audits, HR reviews, and supplier/vendor screening aligned with ethical labour standards | 1 audit conducted; partial supplier checks | 2 audits conducted; expanded compliance checks | 3 audits conducted; full compliance monitoring system | ↑ Strengthened oversight |
| 3. Reporting & Enforcement | Staff can report violations via formal grievance channels; cases are investigated and resolved with zero-tolerance enforcement | 5 cases reported; 80% resolved | 3 cases reported; 90% resolved | 1 case reported; 100% resolved with stricter enforcement | ↑ Effective enforcement |
