1. HOME
  2. IULM
  3. About us
  4. IULM for sustainable development
  5. IULM and the Sustainable Development Goals (SDGs)
  6. SDG 8 – Decent work and economic growth

SDG 8 – Decent work and economic growth

IULM is committed to a comprehensive set of measures to guarantee decent work and economic growth. These include the following Employment practices:


Università IULM pays all staff and faculty at least the living wage, defined as the local living wage, in accordance with Article 36 of the Italian Constitution and the principles of fair and dignified remuneration set out in the EU Charter of Fundamental Rights (Article 31).

 

In compliance with national regulations on remuneration for university personnel, IULM applies the annual salary adjustment established by the Decree of the President of the Council of Ministers (DPCM) of 23 July 2024, issued pursuant to Article 24 of Law No. 448/1998.

The decree sets a 4.8 % increase in base salaries, special allowances, and fixed payments for university professors and researchers effective from 1 January 2024, based on data provided by ISTAT, which reported a 4.8 % overall variation in contractual remuneration for public-sector employees between 2022 and 2023.


IULM’s minimum wage therefore exceeds the national living-wage benchmark, ensuring that every employee receives fair compensation above the threshold for a dignified standard of living in Lombardy.

Through these measures, IULM guarantees full compliance with national and EU standards on fair remuneration, reaffirming its commitment to SDG 8 – Decent Work and Economic Growth.


Università IULM formally recognises unions for all employees, including women, part-time workers, and international staff, in line with Article 39 of the Italian Constitution and European Union Directive 2002/14/EC on the establishment of a general framework for informing and consulting employees.

Union representation at IULM is guaranteed by the University’s Statute of Autonomy, which states that “the technical and administrative staff participate in the management of the University through their representatives in the collegial bodies, and their employment status and remuneration are governed by a collective labour agreement negotiated with recognised trade unions.”

Collective bargaining takes place between the IULM Board of Administration and the unions formally recognised at national and institutional level:

These unions are accredited through their respective university-level representatives and regularly engage in negotiation, consultation, and information procedures with the University’s Director General and HR Office.

The Collective Labour Agreement for IULM Staff 2022–2024 (currently in process of renewal - see below) renewed and updated the institutional framework for industrial relations, introducing:

  • salary adjustment;
  • extended health insurance fully covered by the University;
  • supplementary pension fund contributions;
  • smart-working provisions (two days per week).

This contract was approved by the employee assembly with a large majority and registered by the unions as a model of participatory industrial relations.
The University and the unions have also established a joint working group (CISL-CGIL-IULM) to develop the next bargaining platform 2024–2026, with a focus on gender equality, work-life balance, and new professional frameworks.

All employees - regardless of gender, nationality, or contractual category - are entitled to union membership and representation, and are guaranteed equal participation in collective negotiation and workplace consultation.

Through these agreements and governance mechanisms, IULM ensures full recognition of trade unions, transparent social dialogue, and the protection of workers’ rights, demonstrating active commitment to SDG 8: Decent Work and Economic Growth.

Università IULM has a comprehensive institutional policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age), ensuring equal treatment, dignity, and inclusion for all members of its academic community—faculty, staff, and students.

This commitment is grounded in the IULM Code of Ethics (Articles 3–4), which defines fairness, respect, and responsibility as guiding principles of conduct.
The Code explicitly prohibits discrimination, harassment, and violence, including “any behaviour or communication, physical or verbal, that offends personal dignity or creates a hostile environment.” Sexual harassment is further defined and sanctioned through clear disciplinary procedures overseen by the Collegio di Disciplina.

Institutional framework and governance

To guarantee equality, IULM has established a robust institutional architecture that implements and monitors anti-discrimination policies at multiple levels:

  • Equal Opportunities Committee – a permanent representative body including faculty, staff, and students. It promotes gender equality, monitors compliance with anti-discrimination legislation, supports victims of harassment, and formulates actions to foster inclusion and work-life balance.
  • Rector’s Proxy for Equal Opportunities and Right to Study – coordinates equality policies and protection against discrimination across all university areas.
  • Rector’s Proxy for Inclusion, Disability, and Psychological Counseling – ensures accessibility, psychological well-being, and tailored support for students and staff with disabilities, in line with Law 104/1992 and D. Lgs. 66/2017.
  • Gender Equality Plan (GEP 2022–2024) – formally approved by the Academic Senate and Board of Administration, integrates gender and inclusion goals into all university processes: recruitment, career progression, research, and teaching.
    The Plan defines measurable actions (KPIs) across four strategic areas:
    1. Inclusive organisational culture and work–life balance;
    2. Gender balance in recruitment and leadership;
    3. Integration of gender perspectives in research and teaching;
    4. Prevention of gender-based violence and sexual harassment.

Preventive and supportive measures

IULM implements a range of proactive measures to make its anti-discrimination policy effective and measurable:

  • Training and awareness seminars on gender equality, inclusive language, and prevention of harassment and stereotypes.
  • Whistleblowing and reporting system, established under Legislative Decree 24/2023, enabling employees and collaborators to report—confidentially and without retaliation—any violation, including discrimination, unequal treatment, or harassment.
  • Psychological Counseling Service, with a dedicated listening and support channel for cases of gender violence or sexual harassment (GEP, Area 4.2).
  • Accessibility and disability inclusion measures, including assistive technologies, individualized support plans, and facilities adapted to universal design standards.

All reports of discrimination or harassment are handled by qualified professionals under strict confidentiality, with clear timelines for follow-up and resolution.

Cultural and educational initiatives

Beyond compliance, IULM promotes an inclusive culture through education, research, and dissemination.
The University regularly organises workshops, open lectures, and research projects on topics such as gender studies, inclusion and diversity management, and empowerment, coordinated by the Equal Opportunities Committee and the Rector’s Proxies. These activities extend to the public, reinforcing IULM’s role as a cultural hub for equality and social sustainability in line with SDGs 4, 5, 8, and 10.


Università IULM has a formal and enforceable policy commitment against forced labour, modern slavery, human trafficking, and child labour, applicable to all employees, contractors, suppliers, and partners.

This policy is embedded in the IULM Code of Ethics (Rectoral Decree No. 14661), which defines respect for human dignity and the protection of individual rights as fundamental principles of the University’s conduct.

IULM’s commitment is implemented in compliance with:

Protection of workers’ well-being

In line with its ethical standards, IULM’s Collective Labour Agreement (2022–2024) also enshrines the “right to disconnect”, ensuring that all employees are free from work-related digital communications outside working hours.
Specifically, staff members have the right to disconnect from all technological tools and digital platforms between 7:30 p.m. and 8:00 a.m., except in cases of institutional emergencies.
This measure protects employees’ rest time, psychological well-being, and work–life balance, and aligns with the principles of decent and sustainable employment under SDG 8.

In addition, in accordance with Legislative Decree No. 81/2008 (in force as updated to 09/08/2025), IULM implements mandatory occupational health surveillance and the “fitness-for-duty” medical examination (idoneità alla mansione specifica) conducted by the Competent Physician. As set out under Title I, Section V (Arts. 38–41), fitness assessments are carried out at hiring, periodically, upon change of tasks, and after prolonged absence, with formal fitness judgements (fit; fit with restrictions/prescriptions; temporarily or permanently unfit) issued to ensure that assigned duties are compatible with the worker’s health and safety.

Whistleblowing and accountability mechanisms

To ensure real and continuous enforcement of its ethical commitments, IULM has established a dedicated Whistleblowing System in full compliance with Legislative Decree No. 24/2023, which implements the EU Directive 2019/1937 on the protection of whistleblowers.

This mechanism provides a secure, confidential, and accessible platform through which any member of the university community—employees, students, collaborators, suppliers, or third parties—can report violations of human rights, including:

  • suspected cases of forced labour or servitude;
  • human trafficking or exploitation of workers within the supply chain;
  • child labour or recruitment practices involving minors;
  • psychological or economic coercion in employment relationships;
  • or any conduct inconsistent with the principles of dignity, safety, and fairness.

Reports can be submitted anonymously through a protected digital portal, or confidentially via the Designated Whistleblowing Officer, under the direct supervision of the Rector and the General Directorate.
Every report is subject to formal assessment, with guaranteed protection for whistleblowers from retaliation, discrimination, or adverse treatment.

Through this system, IULM ensures that its anti-exploitation policy is not only declarative but actively monitored and enforceable, guaranteeing transparency, integrity, and institutional accountability.

Università IULM has an institutional policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties. The policy ensures that third-party personnel performing services on behalf of the university — including cleaning, maintenance, security, catering, and technical support — are granted the same fundamental labour standards, safety conditions, and ethical safeguards as IULM’s directly employed staff.

This commitment is embedded in the IULM Code of Ethics (Article 3), which defines fairness, dignity, and equality as the core values of university conduct. The Code explicitly prohibits discrimination or unequal treatment based on contractual status.

Implementation is overseen by the Equal Opportunities Committee, a permanent representative body of faculty, staff, and students, which promotes equal treatment and inclusion across all employment arrangements, monitors adherence to labour legislation, and addresses cases of discrimination or inequality.

All outsourcing contracts must comply with:

Contractors are required to provide documented evidence of compliance with national collective agreements and to guarantee equal pay, benefits, and working conditions for equivalent roles, regardless of contractual origin.

To ensure transparency and accountability, IULM maintains a secure and anonymous whistleblowing platform, accessible to all employees and outsourced workers, allowing reports of unethical conduct, contractual violations, or labour rights abuses (IULM Whistleblowing Portal).
Reports are handled confidentially and independently with protection from retaliation in line with Legislative Decree No. 24/2023 implementing the EU Whistleblower Directive (2019/1937).

Through these mechanisms, IULM ensures that outsourcing never results in inferior or unsafe working conditions, but reflects its institutional commitment to ethical employment, social responsibility, and fair labour practices, fully aligned with SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities).


Università IULM has a formal policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps. The university guarantees equal economic treatment for equivalent contractual classes and professional roles, regardless of gender, age, or any other personal characteristic.

All employment contracts within IULM follow the university’s internal regulations, which define remuneration exclusively according to professional classification and role seniority, not gender or personal status.

This commitment is aligned with:

To ensure transparency and accountability, IULM maintains a secure and anonymous whistleblowing platform, accessible to all employees, which allows the reporting of any irregularities or discriminatory practices in remuneration or career progression. Reports are handled confidentially, ensuring protection from retaliation.

Through these instruments, IULM upholds its institutional commitment to equitable pay, fairness, and ethical employment practices, in line with SDG 8 (Decent Work and Economic Growth) and SDG 5 (Gender Equality).


Università IULM systematically measures, tracks and monitors pay scale gender equity across all employment categories. The university’s remuneration system is based exclusively on professional classification and contractual level, ensuring that all employees with equivalent roles receive equal economic treatment regardless of gender.

This principle is embedded in IULM’s internal regulations which define salary bands according to job category and seniority, not gender.

IULM fully complies with:

Through this structured monitoring system, IULM demonstrates its ongoing commitment to tracking and promoting pay scale gender equity, in full alignment with SDG 8 (Decent Work and Economic Growth) and SDG 5 (Gender Equality).


Università IULM has an established, formal process for employees to appeal on employee rights, pay, or workplace conditions.

This process is implemented through the IULM official whistleblowing and appeal platform, governed by Legislative Decree No. 24/2023 (transposing EU Directive 2019/1937 on whistleblower protection). The system provides a secure, anonymous, and confidential channel accessible to all staff via the IULM website.

Appeals or reports are directly managed by the Supervisory Body (Organismo di Vigilanza – OdV), an independent oversight authority responsible for assessing the admissibility of claims, investigating reported facts, and ensuring corrective measures when necessary. The procedure guarantees:

  • Acknowledgment of receipt within seven days,
  • Feedback or resolution within three months,
  • Anonymity and data protection, and
  • Protection from retaliation, in full compliance with national law.

If employees consider the internal process inadequate or fear retaliation, they can escalate their report externally to the National Anti-Corruption Authority (ANAC), as permitted by law.

Through this structured appeal and whistleblowing process, IULM guarantees that all staff have a fair, transparent, and secure mechanism to challenge or appeal employment-related issues, in line with SDG 8 (Decent Work and Economic Growth) and the highest standards of ethical governance.


Università IULM formally recognises and protects labour rights, including freedom of association, union membership, and collective bargaining, for all categories of staff including women & international staff.

These rights are guaranteed by the IULM Statute of Autonomy (Statuto di Autonomia IULM), in accordance with:

Collective bargaining is conducted between the IULM Board of Directors and the representative trade unions (CGIL, CISL). The most recent agreement, signed in 2024, introduced several contractual improvements, including:

  • salary adjustment;
  • enhanced health insurance coverage and contributions to the supplementary pension fund;
  • flexible and agile working arrangements (up to two days per week of remote work);
  • updated criteria for the recognition of seniority and equitable pay for new hires.

Union representatives are democratically elected and formally included in the negotiation process at both the Milan and Rome campuses. Furthermore, IULM ensures that outsourced workers enjoy equivalent rights through contractual clauses guaranteeing adherence to national collective agreements and union protections.

Through these measures, IULM demonstrates its institutional commitment to freedom of association, collective bargaining, and decent work for all, fully aligned with SDG 8 (Decent Work and Economic Growth) and the principles of ethical and inclusive employment.