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:
IULM is formally committed to paying all staff and faculty at least the living wage — as defined by the article n.36 of the Italian Constitution — and starting from the national standards IULM administration defined the different salary bands according to the professional level of the employees. This ensures that all staff and faculty members receive compensation that meets or exceeds the local living wage.
Università IULM recognizes unions and for all employees, including women and international staff. In fact, as stated in the official university Statute, the current employment contract for technical and administrative staff is the result of collective bargaining between the IULM Board of Directors and the unions officially recognized by the university. This process ensures that the rights of all staff members are protected and upheld through union representation.
In particular IULM recognizes the following unions, which have both participated to the collective bargaining with the Board of Director for the IULM contract for technical and administrative staff:
Università IULM has a strict policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age). As stated in the IULM Code of Ethics, IULM community must act ethically according to 3 fundamental principles: fairness & justice, respect for others, personal & professional responsibility. According to Art. 3 discrimination is the unfair treatment due to age, race, gender, sexuality, disability and religion. Violence & aggressions, both physical and verbal & any form of abuse are unacceptable. IULM will not tolerate any form of harassment, violence, abuse of sexual nature. Art. 4 lists the forms of sexual harassment that include physical contact, unwanted attention, verbal harassment of a sexual nature, etc.
In addition, IULM has established the IULM Equal Opportunities Committee as a high-level university joint body representing teaching staff, technical-administrative staff & the student community, aimed at promoting & guaranteeing equal opportunities in the university community. It aims at countering all discrimination & harassment based on gender identity, ethnicity, political thought, sexual orientation, age, religion, etc.
IULM created the Gender Equality Plan which is specifically designed to counter any form of gender-related discrimination.
Lastly, Università IULM has also a clear process for employees to appeal on matters related to employee rights and pay through a structured whistleblowing system. The university provides a dedicated platform for employees to report any unlawful behavior or violations they encounter in the workplace, including issues concerning their rights, pay, or general working conditions. This process is in full compliance with Italian legislation (D. Lgs. n. 24/2023 on whistleblowing), ensuring transparency and accountability.
Università IULM has a formal policy commitment against forced labor, modern slavery, human trafficking, and child labor. As stated in IULM's Code of Ethics, the university fully respects national legislation on modern slavery and human trafficking. In accordance with national regulations No. 24 of 2014 on the prevention and repression of human trafficking and protection of victims, IULM is committed to preventing any abuse of fundamental human rights. The university also opposes any form of discrimination, violence, or abuse, as outlined in its Code of Ethics issued by Rectoral Decree No. 14661.
IULM also complies with the Italian Labor Code (Law 81/2008 and other regulations) enforces strict laws against forced labor and child labor, prohibiting any form of exploitation and modern slavery. It also bans child labor under the age of 16, except for protected internships or apprenticeships. Additionally, as part of the European Union, Italy adheres to directives aimed at combating human trafficking and exploitation, including Directive 2011/36/EU and Directive 2009/52/EC, which establish severe penalties for employing labor under exploitative conditions.
IULM has a policy that guarantees equivalent rights for workers when outsourcing activities to third parties. IULM has established an Equal Opportunity Committee, and as outlined in its regulations, the university is committed to ensuring that all workers, including those employed by third-party contractors, receive equal treatment. The ultimate goal of the committee, as stated in its mandate, is to counter all forms of discrimination, including those based on employment status, in line with the core values that guide IULM's actions and institutional essence. Additionally, IULM complies with Italian labor laws, including the Biagi Law (Legge Biagi), which outlines the rights and protections for workers under various forms of employment, ensuring fair treatment and adherence to labor standards in outsourcing arrangements.
Università IULM has a policy on pay scale equity, including a commitment to measuring and eliminating gender pay gaps. The current contracts between IULM administration and its employees explicitly reference the national law D.Lg. 26.3.2001 n.151 and subsequent amendments, which focus on gender pay equality. Specifically, Article 3 of this law prohibits any discrimination based on gender regarding access to work, professional classification, salary, career progression, and other employment-related factors. IULM is therefore fully aligned with these legal requirements, ensuring gender pay equity and working towards eliminating any gender-based wage disparities.
Additionally, IULM adheres to the Article 28 of D.Lgs. n. 198/2006 (known as the Equal Opportunities Code) mandates the prohibition of pay discrimination between men and women: '1. Any direct or indirect discrimination concerning any aspect or condition of pay for the same work or work of equal value is prohibited. 2. Professional classification systems for determining pay must adopt common criteria for men and women and be designed to eliminate discrimination.'
IULM is therefore fully aligned with these legal requirements, ensuring gender pay equity and working towards eliminating any gender-based wage disparities.
IULM is committed to measuring and tracking pay scale gender equity. In fact current contracts with IULM administration explicitly refers to the national law D.Lg. 26.3.2001 n.151 and further modifications stating that "Discrimination on the basis of gender is prohibited in retribution, job classification, qualification and job assignment, and career progression". At IULM the employees are paid according to their job classifications and women and men with the same job classification are equally paid. IULM measures or tracks pay scale gender equity.
Additionally, IULM adheres to the Article 28 of D.Lgs. n. 198/2006 (known as the Equal Opportunities Code) mandates the prohibition of pay discrimination between men and women: '1. Any direct or indirect discrimination concerning any aspect or condition of pay for the same work or work of equal value is prohibited. 2. Professional classification systems for determining pay must adopt common criteria for men and women and be designed to eliminate discrimination.'
IULM is therefore fully aligned with these legal requirements, ensuring gender pay equity and working towards eliminating any gender-based wage disparities.
Università IULM has a clear process for employees to appeal on matters related to employee rights and pay through a structured whistleblowing system. The university provides a dedicated platform for employees to report any unlawful behavior or violations they encounter in the workplace, including issues concerning their rights, pay, or general working conditions. This process is in full compliance with Italian legislation (D. Lgs. n. 24/2023 on whistleblowing), ensuring transparency and accountability.
The whistleblowing platform is designed to protect employees by guaranteeing the confidentiality of the information provided. Reports submitted through this system are managed by IULM's Supervisory Body, which is tasked with investigating claims and ensuring appropriate actions are taken. The procedure includes several safeguards: the whistleblower will receive an acknowledgment of their report within seven days, and a comprehensive response or resolution within three months. The platform also allows employees to submit their reports anonymously if they prefer, ensuring that their identity remains protected throughout the process.
Moreover, if employees feel that their internal report has not been handled properly, or they fear retaliation, they have the option to escalate the issue by submitting their report to the National Anti-Corruption Authority (ANAC). This external mechanism further strengthens the protection and rights of employees by offering an alternative pathway for raising concerns, ensuring that all reported issues are thoroughly investigated and resolved.
Through this whistleblowing procedure, IULM demonstrates its commitment to maintaining a fair, transparent, and supportive working environment for all its employees.
Università IULM fully recognizes labor rights, including freedom of association and collective bargaining, for all staff, including women and international employees. According to the university's official Statute, the employment contract for technical and administrative staff is the result of a collective bargaining process between the IULM Board of Directors and recognized unions, specifically CGIL and CISL, ensuring that all employees have their rights safeguarded through union representation.
The most recent contract brought significant enhancements for staff at both the Milan and Rome campuses. It introduced economic increases, an employer-sponsored health insurance policy, and contributions to a supplemental pension fund. Additionally, the agreement introduced the option of agile working for two days a week. Under union guidance, new salary standards were also implemented to ensure equitable pay for new hires, aligning with public university benchmarks, which highlights IULM's commitment to fair employment practices for all staff.