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    ADMISSIONS OPEN 2025







    Decent Work and Economic Growth

    The United Nations Sustainable Development Goal (SDG) 8 focuses on promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. At BML Munjal University (BMU), our Human Resources (HR) practices align with the principles of SDG 8 by fostering a work environment that encourages fairness, inclusivity, professional growth, and well-being. By upholding ethical and transparent HR practices, BMU plays a crucial role in contributing to the university’s mission of academic excellence and broader global sustainability goals.

    8.2 Employment practice

    8.2.1 Employment practice living wage

     Compensation and Benefits: Ensuring Fair Wages and Supportive Benefits:

    Salary Structure and Equal Pay: BMU adheres to fair and transparent salary structures based on experience, qualifications, and performance, aligning with SDG 8’s call for decent work. The commitment to gender pay equity further reinforces the university’s dedication to inclusivity and fairness.

    Employee Benefits: BMU offers a comprehensive benefits package, including health insurance, maternity leave, housing assistance, and transportation. BMU supports SDG 8’s emphasis on fostering a safe and supportive work environment by offering flexible working arrangements and focusing on employee well-being.

    Incentives and Rewards: BMU’s rewards system includes bonuses, academic incentives, and employee recognition programs that celebrate milestones, fostering motivation and job satisfaction. This aligns with the goal of productive employment and creating a workplace that values employee contributions.

    8.2.1_ Link_Employment practice living wage_HR Practices at BML Munjal University.pdf – Google Drive

    New Policy:  –

    POLICY ON DIVERSITY, EQUITY, INCLUSION, AND NON-DISCRIMINATION.pdf

    8.2.2 Employment Practice Unions

    Separation Process: Ensuring Respect and Transparency:

    BMU follows a structured separation process that maintains dignity, fairness, and transparency. Employees who leave the university, whether due to resignation, retirement, or termination, are given an exit interview opportunity. By valuing each employee’s experience and feedback, BMU aligns with SDG 8’s values of fair treatment and integrity.

    8.2.2_ Link_HR Practices at BML Munjal University.pdf – Google Drive

    POLICY ON DIVERSITY, EQUITY, INCLUSION, AND NON-DISCRIMINATION.pdf

    8.2.3 Employment policy on discrimination

    Professional Code of Conduct and Ethics:

    BMU’s Code of Conduct promotes integrity, accountability, and professionalism among all employees. Upholding high ethical standards and fostering respect, inclusivity, and honesty within the workplace, the code contributes to SDG 8 by ensuring that the university operates as an ethical and responsible institution.

    Non-Discrimination Guidelines: Upholding Fundamental Rights:

    BMU emphasizes adherence to international human rights standards, including those from the UN and International Labor Organization. By creating a respectful environment, BMU ensures compliance with SDG 8’s principles of inclusivity and human rights, emphasizing that discrimination and exploitation have no place at the university.

    8.2.3_Link_ Employment policy on discrimination

    POLICY ON DIVERSITY, EQUITY, INCLUSION, AND NON-DISCRIMINATION.pdf

    8.2.4.Employment policy modern slavery

    Hiring Practices: Fostering Fairness and Inclusivity

    At BMU, our hiring practices are centered on ensuring fairness, inclusivity, and excellence. We strive to attract and retain individuals who align with the university’s core values of integrity, innovation, and commitment to student-centered education. By promoting a transparent, merit-based recruitment process, BMU fosters diversity and equal opportunity, which are essential to SDG 8’s emphasis on decent work and economic growth.

    Employment Application and Equal Opportunity: BMU is committed to providing equal employment opportunities, ensuring that decisions are based on merit, qualifications, and abilities, regardless of caste, creed, gender, or religion. This aligns with the SDG 8 objective of fair employment practices and demonstrates BMU’s dedication to building an inclusive community.

    Selection and Recruitment Process: Our selection process is designed to be open and competitive, with each stage—application review, initial interview, skills assessment (if applicable), and second interview—structured to maintain transparency and fairness. This commitment to ethical recruitment fosters trust and confidence among applicants, aligning with the principles of SDG 8 in creating a fair labor market.

    8.2.4_Link_Employment policy modern slavery

    New Policy –

    POLICY ON DIVERSITY, EQUITY, INCLUSION, AND NON-DISCRIMINATION.pdf

    8.2.5 Employment practice equivalent rights outsourcing

    The Third-Party Vendor Management Practice at BML Munjal University (BMU) outlines guidelines to ensure legal compliance, ethical standards, and safe working conditions across all vendor engagements. Applicable to contractors, suppliers, and service providers, the policy mandates adherence to labor laws, including minimum wage, provident fund, gratuity, and employee insurance regulations. Vendors must ensure fair wages, statutory leave, health and safety measures, regular medical checkups, and POSH training for their employees. They are expected to adopt environmentally sustainable practices, respect human rights, and maintain a discrimination-free workplace. Vendors must also establish grievance mechanisms, implement emergency response protocols, and retain accurate records for audits. Non-compliance may result in penalties or termination of contracts. The guidelines are reviewed periodically, and vendors are required to acknowledge and align with updates, reflecting BMU’s commitment to ethical, sustainable, and legally compliant practices.

    8.2.5_Link_ Employment practice equivalent rights outsourcing

    Policy on Third-Party Vendor Management Practice at BMU.pdf

    8.2.6 Employment policy pay scale equity

    BML Munjal University (BMU) is dedicated to ensuring fair and competitive compensation for all employees, including outsourced workers, in strict compliance with the Ministry of Human Resources regulations and the Government of India. The University guarantees a minimum living wage that reflects the cost of living, promoting financial independence and stability for all employees. It upholds equitable pay practices across comparable roles, proactively addressing and preventing gender or caste-based disparities. The Human Resources (HR) department regularly reviews compensation structures to rectify inequities, ensure fair progression opportunities, and monitor gender pay equity, reaffirming BMU’s commitment to non-discrimination. This comprehensive approach fosters an inclusive and equitable work environment, upholding the principle of equal pay for equal work and ensuring that every employee is valued and supported.

    8.2.6_Link_ Employment policy pay scale equity

    POLICY ON DIVERSITY, EQUITY, INCLUSION, AND NON-DISCRIMINATION.pdf

    8.2.7 Tracking pay scale for gender equity

    8.2.7_Link_ Tracking pay scale for gender equity

    Pay scale tracking_Letterhead with graph_19-11-24 New.pdf  Shadan Signed document need to upload

    POLICY ON DIVERSITY, EQUITY, INCLUSION, AND NON-DISCRIMINATION.pdf

    Average CTC for Non Faculty :

    Average CTC for Faculty :

    8.2.8 Employment practice appeal process

    Grievance Redressal and Appeal Process: Providing a Platform for Fairness:

    BMU has a robust grievance redressal mechanism to address employee concerns related to professional conduct, discrimination, harassment, and other workplace issues. With committees dedicated to these concerns, BMU’s grievance process ensures transparency, fairness, and responsiveness, aligning with SDG 8’s commitment to fostering safe and fair work environments.

    8.2.8_Link_ Employment practice appeal process

    8.2.9 Employment practice labour rights.

    Onboarding and Induction: Laying a Foundation for Growth

    BMU’s onboarding process introduces new employees to the university’s mission, culture, and policies,

    providing them with the tools needed to succeed. A structured orientation program and a six-month probation period ensure that new hires adapt effectively, reinforcing the institution’s commitment to employee support and workplace integration.

    Employee Development and Training: Empowering Growth and Learning:

    Professional Development Programs: BMU supports continuous learning and skill enhancement through workshops, conferences, and seminars. These opportunities allow employees to stay current in their fields and pursue further education, aligning with SDG 8’s focus on promoting lifelong learning for productive employment.

    Mentorship and Coaching: BMU provides mentorship and coaching programs that guide new and existing employees in career development and personal growth. This support fosters a culture of peer engagement and professional advancement, promoting a dynamic and productive workplace.

    Performance Management: A structured performance management system at BMU includes regular reviews, goal-setting, and feedback, enabling employees to achieve personal and professional goals. By focusing on performance, BMU aligns with SDG 8 by ensuring that employees are motivated and recognized for their contributions to the university’s growth.

    8.2.9_Link_ Employment practice labour rights.

    POLICY ON DIVERSITY, EQUITY, INCLUSION, AND NON-DISCRIMINATION.pdf

       8.3 Expenditure per employee

    8.3.1 Expenditure per employee.

    Number of employees – 415

    University expenditure – 824017739 in INR

    8.3.1_Link_Expenditure per employee

    8.4 Proportion of students taking work placements

    8.4.1 Proportion of students with work placements

    Number of students – 1656

    Number of students with work placements for more than a month – 612

    8.4.1_Link_ Proportion of students with work placements

    8.5 Proportion of employees on secure contracts

    8.5.1 https://drive.google.com/drive/folders/1ayZgvmZpgb1Jkm9njbIjBklTHJ1Gp-fo?usp=drive_link

    Number of employees – 415

    Number of employees on contracts of over 24 months – 192

    Commitment to SDG 8 and lasting impact:

    Through its ethical, inclusive, and transparent HR practices, BML Munjal University exemplifies the values of SDG 8 in promoting decent work and economic growth. BMU’s commitment to equal opportunity, employee development, fair compensation, and respect for fundamental human rights contributes to a sustainable, productive, and supportive workplace culture. By adhering to these practices, BMU not only fosters a high-quality academic environment but also contributes meaningfully to global efforts in achieving sustainable economic and social growth.