SDG 8 – Decent work and economic growth

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).

National legal framework for fair remuneration

Article 36 of the Italian Constitution establishes the fundamental right of workers to remuneration proportionate to the quantity and quality of their work and sufficient to guarantee a free and dignified existence for themselves and their families.

This principle is complemented by Article 2099 of the Italian Civil Code, which governs the determination and payment of remuneration, and Article 39 of the Italian Constitution, which establishes the constitutional framework for trade-union freedom and collective bargaining.

The Italian legislative framework was further developed through Decree-Law No. 62 of 30 April 2026, converted with amendments into Law No. 112 of 25 June 2026. The legislation introduces provisions concerning fair remuneration (salario giusto) and reinforces the role of nationally representative collective agreements in determining appropriate economic treatment, within the scope of its provisions.

These legal provisions contribute to a framework in which adequate remuneration is supported by constitutional guarantees, employment legislation and collective bargaining arrangements.

European standards on adequate remuneration

IULM's approach is consistent with the principles of Directive (EU) 2022/2041 on adequate minimum wages in the European Union, which establishes a European framework for promoting adequate minimum wages, collective bargaining and effective access to wage protection under national law and collective agreements.

It also reflects Article 4 of the European Social Charter, which recognises the right of workers to fair remuneration sufficient to ensure a decent standard of living for themselves and their families.

Furthermore, Article 28 of the EU Charter of Fundamental Rights protects the right of workers and employers to collective bargaining, while Article 31 recognises the right to fair and just working conditions.

IULM's institutional framework for fair remuneration

Università IULM's commitment to fair remuneration is further supported by its publicly available Statute of Autonomy.

The Statute establishes the legal and contractual frameworks governing the remuneration of academic, technical and administrative personnel.

In particular, Article 36(1) provides that the remuneration of tenured professors is governed by the legislative and regulatory provisions applicable to their counterparts at Italian state universities.

Similarly, Article 37(4) establishes the corresponding remuneration framework for permanent university researchers.

Furthermore, Article 42(6) specifies that the employment conditions and remuneration of technical and administrative personnel are governed by an employment agreement concluded between IULM's Board of Directors and trade-union representatives.

These institutional provisions complement the principles of fair and adequate remuneration established by Article 36 of the Italian Constitution, providing a formal, publicly accessible framework for the remuneration of different categories of university personnel.

IULM also maintains a formal Regulation on Salary Progression for Professors and Researchers, which further documents the University's institutional procedures governing academic salary progression.

Remuneration of university personnel and salary adjustments

For university professors and researchers, the Italian remuneration framework includes 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 provides for a 4.80% adjustment to the remuneration components specified in the decree, effective from 1 January 2024, reflecting changes in public-sector contractual remuneration measured by ISTAT — Italian National Institute of Statistics.

The application of this adjustment to IULM's tenured professors and permanent researchers is supported by the remuneration framework established in Articles 36 and 37 of the IULM Statute, subject to verification of the relevant employment arrangements and payroll implementation.

For technical and administrative personnel, remuneration is governed by the employment agreement referenced in Article 42(6) of the IULM Statute, together with the applicable Italian labour legislation and collective bargaining provisions.

These arrangements provide a structured legal and contractual basis for determining remuneration across the University's workforce..

Institutional commitment to fair remuneration and SDG 8

Through its remuneration framework, employment agreements, institutional regulations and adherence to Italian and European legal standards, Università IULM is committed to ensuring fair and adequate remuneration for its academic, technical and administrative personnel.

The University recognises that appropriate remuneration is an essential component of decent work, employee wellbeing and social sustainability.

By promoting fair pay and dignified working conditions, IULM contributes to the objectives of SDG 8 — Decent Work and Economic Growth, particularly the promotion of decent work and fair employment practices.

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.

Italian legal framework for trade union recognition and workers' rights

The recognition of trade unions at IULM is grounded in the Italian constitutional and legislative framework protecting freedom of association, collective bargaining and workers' representation.

Article 39 of the Italian Constitution establishes the fundamental principle of trade union freedom, guaranteeing workers the right to organise and participate in trade union activities.

These protections are further reinforced by Law No. 300 of 20 May 1970 (Statuto dei Lavoratori — Workers' Statute), which establishes safeguards for trade union freedom and activity in the workplace.

In particular:

• Article 14 guarantees workers the right to establish and join trade union organisations and engage in trade union activities.
• Article 15 prohibits discriminatory acts based on trade union membership or participation in trade union activities.
• Article 19 establishes the legal framework for workplace trade union representation.
• Article 20 provides for workers' assemblies and collective participation.
• Article 28 establishes legal protection against anti-union conduct by employers.

Together, these provisions protect workers' rights to union membership, representation and collective participation, without discrimination based on gender, nationality or employment arrangements.

European framework for information, consultation and collective bargaining

IULM's recognition of trade unions is also consistent with Directive 2002/14/EC of the European Parliament and of the Council, which establishes a general framework for informing and consulting employees within the European Union.

The Directive was implemented in Italy through Legislative Decree No. 25 of 6 February 2007, which regulates workers' rights to information and consultation and recognises the role of collective agreements in defining consultation procedures.

In particular, Article 4 of Legislative Decree No. 25/2007 provides that collective agreements determine the arrangements, timing, participants and procedures through which workers exercise their rights to information and consultation.

Furthermore, Article 28 of the Charter of Fundamental Rights of the European Union recognises the right of workers and employers, or their respective organisations, to negotiate and conclude collective agreements and to take collective action in accordance with European Union law and national legislation.

These provisions establish the legal foundation for effective social dialogue and collective representation within the workplace.

IULM's institutional recognition of trade unions

Union representation at Università IULM is formally recognised and supported by the University's publicly available Statute of Autonomy, accessible through the official IULM Statute and Regulations webpage.

In particular, Article 42 of the Statute establishes the institutional framework governing technical and administrative personnel.

Article 42(6) expressly provides that the employment conditions and remuneration of technical and administrative staff are regulated through an employment agreement concluded between the IULM Board of Directors and representatives of trade union organisations.

The Statute also provides for the participation of technical and administrative personnel in the University's collegial governance bodies through their representatives.

These provisions demonstrate that trade union recognition and employee representation are formally embedded in IULM's institutional governance and employment arrangements.

Recognised trade unions and institutional social dialogue

At IULM, collective bargaining and employee representation involve the following trade union organisations:

• FLC CGIL — Federazione Lavoratori della Conoscenza, including its territorial representation in Milan.
• CISL — university-sector trade union representation, including its territorial structures in Lombardy.

Through their respective representatives, these organisations participate in consultation and collective bargaining with the University's administration.

Trade union representatives engage with the IULM Board of Directors, Director General and Human Resources Office on matters concerning employment conditions, remuneration, employee welfare, professional rights and workplace organisation.

These institutional relationships provide mechanisms through which employees can participate in discussions and negotiations affecting their working conditions.

Collective Labour Agreement and improvements in employment conditions

The Collective Labour Agreement for IULM Staff 2022–2024 renewed and updated the University's institutional framework for industrial relations and employee welfare.

The agreement introduced several improvements, including:

• Salary adjustments, supporting fair and adequate remuneration.
• Extended supplementary health insurance, with the associated costs covered by the University.
• Supplementary pension fund contributions, strengthening employees' long-term financial protection.
• Smart-working arrangements, including the possibility of working remotely for two days per week, subject to the applicable organisational and contractual provisions.

The agreement was approved by the employee assembly with a large majority, demonstrating employee participation in the collective bargaining process.

These measures illustrate how collective negotiations between IULM and recognised trade unions contribute to improving employment conditions, employee wellbeing and work-life balance.

Continued collective bargaining and employee participation

Following the 2022–2024 agreement, IULM and trade union representatives initiated further discussions concerning the subsequent bargaining framework.

Ajoint CISL–CGIL–IULM working group was established to develop the next collective bargaining platform for the 2024–2026 period.

The areas identified for discussion included:

• Gender equality and equal opportunities in the workplace.
• Work-life balance and flexible working arrangements.
• Professional development and updated professional frameworks.
• Employee welfare and the continued improvement of employment conditions.

These discussions reflect IULM's commitment to maintaining an ongoing dialogue with workers' representatives and to involving trade unions in the development of employment arrangements.

Inclusive access to trade union membership and representation

Università IULM recognises the right of all employees to join trade unions and participate in lawful trade union activities, in accordance with the protections established by the Italian Constitution and the Workers' Statute.

These rights extend to women, part-time workers and international staff, without discrimination based on gender, nationality or employment arrangements.

Through its institutional recognition of trade unions, collective bargaining arrangements and employee representation mechanisms, IULM supports the principles of freedom of association, equal treatment and participation in workplace decision-making.

Institutional commitment to decent work and SDG 8

Through its Statute of Autonomy, collective labour agreements and established relationships with recognised trade unions, Università IULM ensures formal recognition of trade unions and promotes constructive social dialogue, collective bargaining and the protection of workers' rights.

The University considers trade union representation an essential component of responsible employment practices, transparent institutional governance and employee wellbeing.

By supporting freedom of association, inclusive employee representation and collective negotiation, IULM actively contributes to SDG 8 — Decent Work and Economic Growth, promoting fair employment conditions and a participatory working environment.

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.

Institutional anti-discrimination policy and Code of Ethics

This commitment is grounded in the IULM Code of Ethics, particularly Articles 3–4, which establish the principles of fairness, respect, responsibility and protection of individual dignity within the University community.

The Code prohibits discriminatory behaviour, harassment and conduct that undermines the dignity of individuals or creates an intimidating, hostile or offensive environment.

These principles apply to the relationships and activities of the University community and provide an institutional foundation for the prevention of discrimination, harassment and unequal treatment.

The Code also addresses conduct incompatible with the University's ethical standards and establishes institutional mechanisms for addressing violations, including disciplinary procedures where applicable.

Strategic commitment to equality and inclusion: IULM Strategic Plan 2025–2027

IULM's anti-discrimination framework has been further reinforced by its Strategic Plan 2025–2027, publicly available through the University's Mission and Strategic Plan webpage.

The Strategic Plan, particularly the section “Vivere la IULM, vivere alla IULM” (pages 50–55), explicitly identifies inclusion, equal opportunities and the prevention of discrimination as institutional priorities.

The University recognises education as a fundamental instrument for overcoming discrimination and promoting the participation of all individuals, regardless of ethnic background, nationality, gender, sexual orientation, or political and religious beliefs.

Building on the achievements of the Gender Equality Plan, the Strategic Plan acknowledges the importance of measures aimed at addressing inequalities and establishing listening and support mechanisms to prevent and respond to violence and abuse.

Among its strategic priorities for 2025–2027, IULM explicitly commits to:

• Updating the Gender Equality Plan and sharing its contents with the entire IULM community.
• Strengthening inclusion and equal opportunities across university activities.
• Promoting accessibility, including the dissemination of Universal Design for Learning principles throughout the academic community.
• Monitoring the implementation of these objectives, with the publication of an updated Gender Equality Plan identified as a measurable target.

The Strategic Plan therefore provides recent, formally adopted institutional evidence of IULM's continuing commitment to preventing discrimination and strengthening equality and inclusion.

Italian and European legal framework for non-discrimination

IULM's institutional policies are supported by the Italian and European legal frameworks protecting equality and non-discrimination in employment. Article 3 of the Italian Constitution establishes the fundamental principle of equality, while Article 15 of Law No. 300/1970 (Workers' Statute) prohibits discriminatory acts in employment. These protections are reinforced by Legislative Decree No. 216/2003, implementing Directive 2000/78/EC, which prohibits employment discrimination based on religion or belief, disability, age and sexual orientation, and by Legislative Decree No. 198/2006 (Equal Opportunities Code), together with Directive 2006/54/EC, which safeguard equal treatment of women and men in employment. At the European level, Article 21 of the EU Charter of Fundamental Rights further establishes a broad prohibition of discrimination, including on grounds of sex, ethnic origin, religion, disability, age and sexual orientation.

Institutional governance and equal opportunities

To promote equality and inclusion, IULM has established institutional bodies and designated responsibilities that support the implementation of its anti-discrimination commitments.

Equal Opportunities Committee

The IULM Equal Opportunities Committee promotes gender equality, equal opportunities and the prevention of discriminatory behaviour within the University community.

Its activities contribute to the development of initiatives addressing gender stereotypes, inclusion, harassment prevention and the promotion of a respectful academic and working environment.

Rector's Delegate for Equal Opportunities

The Rector's Delegate for Equal Opportunities supports the development and coordination of institutional initiatives promoting equality, inclusion and protection against discrimination.

Rector's Delegate for Inclusion, Disability and Psychological Counselling

The Rector's Delegate for Inclusion, Disability and Psychological Counselling contributes to initiatives addressing accessibility, disability inclusion and psychological wellbeing within the academic community.

These activities are supported by the Italian framework on disability rights, including Law No. 104/1992, and the principles of reasonable accommodation and equal treatment established by Legislative Decree No. 216/2003.

Gender Equality Plan and prevention of discrimination

IULM's Gender Equality Plan provides a structured institutional framework for promoting gender equality and preventing discrimination.

The Plan addresses four strategic areas:

1. Inclusive organisational culture and work-life balance, promoting equal opportunities and a respectful institutional environment.
2. Gender balance in recruitment and leadership, supporting fair access to career development and decision-making roles.
3. Integration of gender perspectives in research and teaching, promoting awareness and the elimination of gender stereotypes.
4. Prevention of gender-based violence and sexual harassment, strengthening institutional awareness and support mechanisms.

The Plan includes defined actions and monitoring indicators designed to translate institutional commitments into practical measures.

The Strategic Plan 2025–2027 explicitly identifies the renewal and publication of the Gender Equality Plan as a priority, ensuring continuity in the University's commitment to equality and inclusion.

Preventive measures, reporting and support

IULM complements its institutional policies with initiatives and support mechanisms aimed at preventing discrimination and promoting a safe, respectful working and learning environment.

Awareness and training

The University promotes seminars, educational initiatives and awareness activities addressing gender equality, diversity, inclusion, stereotypes and the prevention of harassment and gender-based violence.

These activities contribute to the dissemination of a culture of respect and equal treatment throughout the academic community.

Whistleblowing and reporting

The Italian framework for whistleblower protection is established by Legislative Decree No. 24/2023, which provides protections for individuals reporting violations falling within its statutory scope.

This framework includes safeguards concerning confidentiality and protection against retaliation.

Psychological counselling and support

IULM provides psychological counselling services and promotes listening and support initiatives addressing psychological wellbeing and situations of vulnerability.

The Gender Equality Plan also identifies measures aimed at preventing and responding to gender-based violence and sexual harassment.

Institutional commitment to ending workplace discrimination

Through its Code of Ethics, Strategic Plan 2025–2027, Gender Equality Plan and institutional governance mechanisms, Università IULM maintains a comprehensive framework for promoting equal treatment, preventing discrimination and protecting individual dignity within its academic and working environment.

The University's 2025–2027 strategic commitments demonstrate the continuing institutional importance of equality, inclusion and the prevention of discriminatory practices.

By integrating these principles into its governance, strategic planning, institutional policies and community initiatives, IULM actively contributes to SDG 8 — Decent Work and Economic Growth, while reinforcing its broader commitment to gender equality and reduced inequalities.

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.

Institutional ethical framework and Strategic Plan 2025–2027

This commitment is grounded in the IULM Code of Ethics (Rectoral Decree No. 14661), which establishes respect for human dignity, individual rights, fairness and responsible conduct as fundamental principles governing the University community.

These principles are further reinforced by IULM's Strategic Plan 2025–2027, particularly the section “Vivere la IULM, vivere alla IULM” (pp. 50–53), which identifies social sustainability, inclusion, equal opportunities and the protection of individual dignity as institutional priorities.

The Strategic Plan explicitly recognises the importance of overcoming discrimination, preventing violence and abuse, and promoting an inclusive environment that respects fundamental human rights. It also confirms IULM's commitment to the United Nations Sustainable Development Goals, including its participation in national and international sustainability networks such as RUS and PRME.

Among its objectives for 2025–2027, the University identifies the preparation and publication of its first Sustainability Report, strengthening institutional accountability and the monitoring of its social sustainability commitments.

Together, the Code of Ethics and Strategic Plan provide an institutional framework supporting IULM's commitment to ethical employment practices, respect for human dignity and the prevention of exploitation.

Italian and international legal framework

IULM's commitment is supported by Italian, European and international legislation protecting workers against exploitation. Article 36 of the Italian Constitution guarantees fair remuneration and dignified working conditions, while Article 600 of the Italian Criminal Code prohibits slavery and servitude, and Article 601 criminalises human trafficking. Legislative Decree No. 24/2014 strengthens measures against trafficking and the protection of victims, while Law No. 977/1967 regulates and protects the employment of children and adolescents. These safeguards are complemented by Directive 2011/36/EU on preventing and combating human trafficking, Directive 2009/52/EC concerning sanctions against employers of illegally staying third-country nationals, and ILO Conventions Nos. 29, 105, 138 and 182, addressing forced labour, minimum working age and the worst forms of child labour.

Protection of workers' rights and wellbeing

IULM complements its ethical commitments with employment arrangements designed to safeguard workers' dignity, health and wellbeing.

The University's Collective Labour Agreement 2022–2024 includes provisions on the right to disconnect, protecting employees from work-related digital communications between 7:30 p.m. and 8:00 a.m., except in cases of institutional emergencies.

This measure supports adequate rest periods, psychological wellbeing and work–life balance, contributing to the prevention of excessive working demands and the promotion of decent employment conditions.

Furthermore, in accordance with Legislative Decree No. 81/2008, IULM implements occupational health and safety protections, including mandatory health surveillance where required and fitness-for-duty assessments conducted by the Competent Physician under Articles 38–41.

These arrangements support the protection of employees' physical and psychological wellbeing and contribute to a safe and responsible working environment.

Whistleblowing and institutional accountability

To support the enforcement of its ethical standards, IULM has established a dedicated Whistleblowing System, publicly accessible through the University's official Whistleblowing webpage, in accordance with Legislative Decree No. 24/2023, implementing Directive (EU) 2019/1937 on the protection of persons reporting breaches of Union law.

The system is governed by IULM's publicly available Whistleblowing Procedure, which formally designates the Supervisory Body (Organismo di Vigilanza – OdV) as the Manager of the Internal Reporting Channel (Responsabile della Gestione del Canale di Segnalazione Interna – RGCSI).

The procedure applies to a broad range of individuals connected with the University, including academic, technical and administrative employees, researchers, workers of external contractors, consultants, volunteers and interns, as well as certain former employees and job applicants.

The procedure expressly identifies categories of reportable wrongdoing, including exploitation, slavery, workplace safety violations and other potentially unlawful conduct, where these fall within the applicable whistleblowing framework.

Reports may be submitted through the secure digital platform or through a confidential meeting with the OdV.

The University's reporting procedure establishes the following safeguards:

• Acknowledgment of receipt within seven days of receiving a report.
• Feedback within three months, in accordance with the applicable statutory deadlines.
• Confidential handling and assessment of reports, including the possibility of requesting additional information and conducting appropriate investigations.
• Protection of personal data and the identity of reporting individuals, in accordance with applicable confidentiality requirements.
• Protection against retaliation, including discriminatory or adverse treatment resulting from a protected report.
• Consideration of anonymous reports, where they contain sufficiently detailed and substantiated information.
• Document retention for no longer than five years following notification of the final outcome, in accordance with the applicable legal framework.

The procedure also provides for external reporting to the Italian National Anti-Corruption Authority (ANAC), where the statutory conditions for using the external reporting channel are satisfied.

Where suspected forced labour, human trafficking or other forms of exploitation fall within the applicable reporting framework, the whistleblowing mechanism can contribute to their identification and appropriate handling.

Institutional commitment to SDG 8

Through its Code of Ethics, Strategic Plan 2025–2027, employment protections, Whistleblowing Procedure adopted in July 2023 and Whistleblowing System, Università IULM promotes respect for fundamental labour rights, responsible employment practices and the prevention of exploitation.

These institutional measures reinforce IULM's commitment to SDG 8 — Decent Work and Economic Growth, particularly the promotion of safe, dignified and ethical working conditions.

Università IULM has an institutional policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties. The policy aims to ensure that third-party personnel performing services on behalf of the University—including cleaning, maintenance, security, catering and technical support—benefit from fundamental labour protections, fair working conditions, occupational health and safety standards, and safeguards against discrimination and exploitation.

Institutional framework and Strategic Plan 2025–2027

This commitment is grounded in the IULM Code of Ethics, particularly Article 3, which establishes the principles of fairness, dignity, respect and equality as fundamental values of the University's institutional conduct.

These principles are reinforced by IULM's Strategic Plan 2025–2027, which identifies social sustainability, inclusion, equal opportunities and responsible institutional governance among the University's strategic priorities.

In particular, the section “Vivere la IULM, vivere alla IULM” emphasises the importance of overcoming discrimination, protecting individual dignity and promoting an inclusive university environment. The Plan also establishes the objective of preparing and publishing IULM's first Sustainability Report, strengthening the monitoring and communication of the University's social, environmental and institutional commitments.

Together, the Code of Ethics and the Strategic Plan provide an institutional framework supporting responsible employment practices and respect for fundamental labour rights, including in activities delivered through external service providers.

The IULM Equal Opportunities Committee further contributes to the University's culture of equal treatment, inclusion and non-discrimination.

Italian and European legal framework for outsourced workers

IULM's approach is supported by Italian and European legislation protecting workers employed by external contractors. Legislative Decree No. 276/2003, particularly Article 29, regulates outsourcing arrangements and establishes protections concerning employment conditions and contractor obligations. Its framework was strengthened by Decree-Law No. 19/2024, converted into Law No. 56/2024, which introduced additional provisions concerning the collective agreements applicable to personnel employed in contracted and subcontracted activities. Furthermore, Legislative Decree No. 81/2008, particularly Article 26, establishes obligations concerning occupational health and safety, cooperation between employers and contractors, and the prevention of risks arising from overlapping activities. These protections are consistent with Article 31 of the EU Charter of Fundamental Rights, which recognises the right to fair and just working conditions.

Protection of outsourced workers and contractual safeguards

In accordance with the applicable legal framework, outsourced services must respect national employment legislation, collective bargaining provisions and occupational health and safety requirements.

These protections concern:

• Fair remuneration and contractual rights, including the application of the relevant national collective labour agreements.
• Health and safety, including the prevention of workplace risks and coordination between IULM and external service providers where required.
• Equal treatment and non-discrimination, safeguarding workers' dignity regardless of gender, nationality, religion, age or employment arrangements.
• Protection against exploitation, including compliance with legislation prohibiting forced labour, human trafficking and unlawful child labour.

These requirements contribute to ensuring that outsourcing arrangements do not undermine fundamental labour protections or expose workers to unsafe or exploitative conditions.

Whistleblowing and institutional accountability

To support transparency and accountability, IULM provides a dedicated Whistleblowing Platform, publicly accessible through its official Whistleblowing webpage, established in accordance with Legislative Decree No. 24/2023, implementing Directive (EU) 2019/1937.

The system is governed by IULM's publicly available Whistleblowing Procedure, adopted on 26 July 2023, which formally designates the Supervisory Body (Organismo di Vigilanza – OdV) as the Manager of the Internal Reporting Channel (Responsabile della Gestione del Canale di Segnalazione Interna – RGCSI).

Importantly, the procedure explicitly extends eligibility to workers of external contractors and suppliers, alongside IULM employees, researchers, consultants, volunteers and interns, as well as certain former employees and job applicants.

This ensures that eligible outsourced workers have access to the same institutional reporting channel as directly employed staff for violations falling within the applicable whistleblowing framework.

Reports may be submitted through the secure digital platform or through a confidential meeting with the OdV.

The procedure establishes the following safeguards:

• Acknowledgment of receipt within seven days of receiving a report.
• Feedback within three months, according to the applicable statutory deadlines.
• Confidential handling and assessment of reports, including appropriate investigations.
• Protection of personal data and the identity of reporting individuals.
• Protection against retaliation, including adverse treatment resulting from protected reports.
• Consideration of anonymous reports, where sufficiently detailed and substantiated.
• Document retention for no longer than five years following notification of the final outcome.

Where the legal requirements are met, outsourced workers may also access external reporting through the Italian National Anti-Corruption Authority (ANAC).

Institutional commitment to SDG 8

Through its Code of Ethics, Strategic Plan 2025–2027, applicable contractual and legislative safeguards, Whistleblowing Procedure adopted in July 2023 and Whistleblowing System, Università IULM promotes the protection of fundamental labour rights and responsible working conditions for personnel involved in outsourced activities.

These commitments contribute to SDG 8 — Decent Work and Economic Growth and SDG 10 — Reduced Inequalities, reinforcing the University's broader approach to ethical employment, social responsibility and institutional sustainability.

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 according to professional classification, contractual level and role seniority, rather than gender or personal status.

Institutional framework and Strategic Plan 2025–2027

This commitment is supported by the IULM Statute of Autonomy, particularly Articles 36, 37 and 42, which establish the remuneration frameworks applicable to academic, technical and administrative personnel, and by the University's collective labour agreements and internal employment regulations.

The IULM Code of Ethics further reinforces the principles of fairness, equality, non-discrimination and respect for individual dignity in professional relationships.

These commitments are complemented by IULM's Strategic Plan 2025–2027, particularly the section “Vivere la IULM, vivere alla IULM”, which identifies gender equality, equal opportunities and inclusive professional development as institutional priorities.

The Strategic Plan explicitly commits to updating and disseminating the Gender Equality Plan, strengthening the University's institutional framework for preventing gender-based inequalities. It also describes professional development and personalised career planning initiatives for technical and administrative staff, supporting fair opportunities for professional growth.

Furthermore, IULM's Gender Equality Plan establishes objectives concerning gender equality in recruitment, career progression, leadership and organisational culture.

Together, these documents reinforce the University's commitment to equitable remuneration, equal professional opportunities and the prevention of gender-based disparities.

Italian and European legal framework

IULM's remuneration practices are supported by Italian and European legislation safeguarding equal pay and non-discrimination in employment. Article 37 of the Italian Constitution establishes the principle of equal remuneration for women and men performing equal work, while Article 3 of Legislative Decree No. 151/2001 reinforces the prohibition of gender discrimination in employment. More specifically, Article 28 of Legislative Decree No. 198/2006 (Equal Opportunities Code) prohibits direct and indirect discrimination in remuneration and requires common criteria for the classification of professional roles. At the European level, Article 157 of the Treaty on the Functioning of the European Union and Directive 2006/54/EC establish the principle of equal pay for equal work or work of equal value. These provisions are further strengthened by Directive (EU) 2023/970 on Pay Transparency, which introduces enhanced transparency, reporting and enforcement mechanisms to address gender pay inequalities.

Monitoring, accountability and research on gender pay equity

IULM's commitment to pay scale equity is based on the application of gender-neutral salary classifications and contractual remuneration criteria, together with its stated commitment to monitoring and eliminating gender pay disparities.

To support transparency and accountability, the University maintains a secure and confidential Whistleblowing Platform, established in accordance with Legislative Decree No. 24/2023. The system allows eligible individuals to report violations falling within the applicable whistleblowing framework, with safeguards for confidentiality and protection against retaliation.

Beyond its internal employment practices, IULM actively contributes to research and public awareness concerning gender pay inequalities.

On 4 September 2025, during the Venice Film Festival, Professor Emma Zavarrone, Professor of Social Statistics at IULM, presented research developed within the University's HumanLab at the event “Gender gap e dati: progettare oggi l'equità di genere di domani”.

The discussion drew on the publication “Data Science e violenza di genere”, developed within HumanLab with contributions from Emma Zavarrone, Alessia Forciniti and Marzia Coppola.

The initiative examined persistent gender inequalities in the Italian labour market, highlighting salary disparities, unequal access to leadership positions, career progression barriers and the economic consequences of gender stereotypes.

The research emphasised the importance of integrating statistical analysis, legal frameworks, education, communication and evidence-based policies to identify and reduce structural gender inequalities.

Through its institutional remuneration framework, Strategic Plan 2025–2027, Gender Equality Plan, accountability mechanisms and academic research, Università IULM promotes pay scale equity, gender equality and fair employment practices, contributing to 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 employment regulations, which define salary bands according to professional category, contractual level and seniority rather than gender or personal characteristics. The University's Statute of Autonomy, particularly Articles 36, 37 and 42, establishes the contractual and remuneration frameworks applicable to academic, technical and administrative personnel.

Institutional commitment, gender monitoring and Strategic Plan 2025–2027

IULM's commitment to gender equity is further reinforced by its Strategic Plan 2025–2027, which identifies gender equality, equal opportunities, inclusion and fair professional development among the University's strategic priorities.

The Strategic Plan explicitly commits to updating and disseminating the Gender Equality Plan, strengthening the University's institutional framework for monitoring and addressing gender inequalities. It also promotes professional development and career progression opportunities for technical and administrative staff.

These objectives build upon the IULM Gender Equality Plan 2022–2024, which establishes actions and monitoring indicators addressing gender balance, recruitment, career progression, leadership and organisational culture.

IULM also monitors gender representation in senior professional and academic positions. In particular:

• 50% of leadership positions among technical and administrative staff are held by women.
• 51% of senior academic staff are women.

These figures demonstrate substantial female representation in leadership and senior academic roles, complementing the University's commitment to monitoring gender equality in employment and professional advancement.

Italian and European legal framework

IULM's commitment is supported by Italian and European legislation safeguarding equal remuneration. Article 37 of the Italian Constitution establishes the principle of equal pay for women and men performing equal work, while Article 3 of Legislative Decree No. 151/2001 reinforces the prohibition of gender discrimination in employment. Article 28 of Legislative Decree No. 198/2006 (Equal Opportunities Code) prohibits direct and indirect pay discrimination and requires common criteria for evaluating work of equal value. At the European level, Article 157 of the Treaty on the Functioning of the European Union and Directive 2006/54/EC establish the principle of equal remuneration, while Directive (EU) 2023/970 on Pay Transparency strengthens requirements concerning pay transparency, gender pay-gap reporting and the enforcement of equal-pay rights.

Beyond its internal monitoring activities, IULM contributes to research and public awareness concerning gender inequalities. On 4 September 2025, during the Venice Film Festival, Professor Emma Zavarrone presented research developed within IULM's HumanLab at the event “Gender gap e dati: progettare oggi l'equità di genere di domani”. Drawing on the publication “Data Science e violenza di genere”, the discussion examined persistent gender pay disparities, unequal access to leadership positions and the importance of data-driven approaches to identifying and reducing structural inequalities.

Through its institutional remuneration framework, gender monitoring practices, Strategic Plan 2025–2027 and academic research, Università IULM demonstrates its ongoing commitment to tracking and promoting pay scale gender equity, contributing to 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 institutional commitment is supported by the University's Code of Ethics, which establishes principles of fairness, respect for individual dignity, accountability and responsible conduct within the University community.

Institutional reporting procedures and employee protection

IULM provides an official Whistleblowing Platform, publicly accessible through the University's Whistleblowing webpage, established in accordance with Legislative Decree No. 24/2023, which implements Directive (EU) 2019/1937 on the protection of persons reporting breaches of Union law.

The system is governed by IULM's publicly available Whistleblowing Procedure, adopted on 26 July 2023, which formally designates the Supervisory Body (Organismo di Vigilanza – OdV) as the Manager of the Internal Reporting Channel (Responsabile della Gestione del Canale di Segnalazione Interna – RGCSI).

The procedure applies to a broad range of individuals connected with the University, including academic, technical and administrative employees, researchers, workers of external contractors, consultants, volunteers and interns, as well as certain former employees and job applicants.

Reports may be submitted through the secure digital platform or through a confidential meeting with the OdV, requested at [email protected]. The procedure also provides for communications to the OdV concerning matters outside the formal whistleblowing framework.

The University's reporting procedure establishes the following safeguards:

• Acknowledgment of receipt within seven days of receiving a report.
• Feedback within three months, in accordance with the applicable statutory deadlines.
• Confidential handling and assessment of reports, including the possibility of requesting additional information and conducting appropriate investigations.
• Protection of personal data and the identity of reporting individuals, in accordance with applicable confidentiality requirements.
• Protection against retaliation, including discriminatory or adverse treatment resulting from a protected report.
• Consideration of anonymous reports, where they contain sufficiently detailed and substantiated information.
• Document retention for no longer than five years following notification of the final outcome, in accordance with the applicable legal framework.

The procedure also provides for external reporting to the Italian National Anti-Corruption Authority (ANAC), where the statutory conditions for using the external reporting channel are satisfied.

These mechanisms provide employees and other eligible individuals with a formal, confidential and accountable means of reporting potentially unlawful conduct, supported by clearly defined institutional responsibilities and procedural safeguards.

Strategic Plan 2025–2027 and protection of employment rights

IULM's commitment to protecting employee rights is further reinforced by its Strategic Plan 2025–2027, particularly the section “Vivere la IULM, vivere alla IULM”, which identifies individual dignity, equal opportunities, inclusion and organisational wellbeing as institutional priorities.

The Plan promotes a working and learning environment based on respect, fairness and the prevention of discrimination. It also describes initiatives supporting professional development and the wellbeing of technical and administrative personnel.

These strategic commitments complement IULM's reporting procedures and reinforce the University's broader approach to transparency, institutional accountability and the protection of employees' rights.

Furthermore, Italian employment legislation provides specific safeguards for employees seeking to challenge employment-related decisions. Article 7 of Law No. 300/1970 (Workers' Statute) establishes procedural guarantees in disciplinary matters, including the employee's right to respond to allegations and receive assistance from a trade union representative. Article 36 of the Italian Constitution protects fair remuneration and dignified working conditions, while Article 24 guarantees the right to judicial protection.

Together, these institutional commitments and statutory safeguards support employees' ability to raise concerns and challenge decisions affecting their employment rights, remuneration and working conditions.

Institutional commitment to SDG 8

Through its Code of Ethics, Whistleblowing Procedure adopted in July 2023, Strategic Plan 2025–2027 and applicable employment protections, Università IULM promotes fair, transparent and accountable mechanisms for protecting employees' rights and addressing potentially unlawful conduct.

The University's publicly accessible reporting procedure, designated Supervisory Body and safeguards against retaliation reinforce its commitment to SDG 8 — Decent Work and Economic Growth, contributing to a safe, respectful and responsible working environment.

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.

Institutional framework and Strategic Plan 2025–2027

These rights are guaranteed by the IULM Statute of Autonomy, particularly Article 42, which establishes that employment relationships involving technical and administrative personnel are governed by the applicable collective labour agreements, negotiated with trade union representatives.

This institutional commitment is reinforced by IULM's Strategic Plan 2025–2027, particularly the section “Vivere la IULM, vivere alla IULM”, which identifies employee wellbeing, inclusion, equal opportunities and professional development among the University's priorities.

The Strategic Plan also describes initiatives supporting the professional development of technical and administrative personnel, including personalised training pathways, language and soft-skills development, and team-building activities, contributing to a working environment based on respect, participation and professional growth.

These commitments complement IULM's collective bargaining arrangements and reinforce its institutional approach to decent work, employee wellbeing and responsible employment practices.

Italian and European legal framework

IULM's recognition of labour rights is supported by Italian and European legislation. Article 39 of the Italian Constitution guarantees freedom of trade union organisation, while Law No. 300/1970 (Workers' Statute), particularly Articles 14, 15, 19 and 20, protects trade union freedom, prohibits discrimination based on union membership and establishes rights concerning workplace representation and assemblies. At the European level, Article 28 of the EU Charter of Fundamental Rights recognises the right to collective bargaining and collective action, while Article 12 protects freedom of association, including trade union membership. These principles are consistent with ILO Conventions Nos. 87 and 98, concerning freedom of association and the effective recognition of the right to collective bargaining.

Collective bargaining and protection of workers' rights

Collective bargaining at IULM takes place between the University's governing bodies and representative trade unions, including FLC CGIL and CISL Scuola.

The collective agreement concluded in 2024 introduced several improvements to the employment conditions of technical and administrative personnel, including:

• Salary adjustments, supporting fair remuneration and the recognition of professional responsibilities.
• Enhanced supplementary health insurance coverage and contributions to supplementary pension arrangements.
• Flexible working arrangements, including the possibility of remote working for up to two days per week, in accordance with applicable institutional provisions.
• Updated criteria for recognising seniority and determining remuneration for newly recruited personnel, promoting consistency and fairness in employment conditions.

Trade union representatives participate in collective negotiations concerning employment conditions and contractual provisions, ensuring that workers' interests are represented in institutional decision-making.

IULM also recognises the importance of protecting the labour rights of personnel employed by external service providers. Outsourcing arrangements are subject to the applicable national employment and collective bargaining legislation, including Article 29 of Legislative Decree No. 276/2003, as amended by Law No. 56/2024, which strengthens protections concerning the collective agreements applicable to contracted and subcontracted workers.

Furthermore, IULM's Whistleblowing Procedure, adopted on 26 July 2023 extends access to its protected reporting mechanisms to eligible workers of external contractors and suppliers, reinforcing institutional accountability and safeguards against retaliation for reports falling within the applicable legal framework.

Through its Statute of Autonomy, collective bargaining arrangements, Strategic Plan 2025–2027 and institutional accountability mechanisms, Università IULM demonstrates its commitment to freedom of association, collective bargaining and the protection of fundamental labour rights, contributing to SDG 8 — Decent Work and Economic Growth and the promotion of ethical and inclusive employment.