MSEUF

Manuel S. Enverga University Foundation (MSEUF) is strengthening a culture of fairness, dignity, and inclusion across its workforce through policy, transparency, and capacity-building. Recent actions, from publishing an institutional Gender Pay Gap Report to reinforcing anti-harassment protections, advancing human-rights education, and building neurodiversity awareness, show how the university is putting non-discrimination and equal opportunity into practice.

Pay equity and public transparency

MSEUF released its official Gender Pay Gap Report, publishing workforce representation and salary data. Results show women comprise 53% of full-time staff and that the pay gap is –3% (mean) and –9% (median), negative values indicating that, on average, women earn slightly more than men at both measures. The university commits to continued audits and annual disclosures to sustain equity and accountability.

Safer, harassment-free workplaces

The Human Resource Department reinforced compliance with the Safe Spaces Act (RA 11313), prohibiting gender-based sexual harassment on-site and online, and directing incident reports to the GAD Technical Committee, HRD, or OSAS with confidentiality safeguards. The policy explicitly links safe, respectful workplaces to productivity and decent work.

Rights awareness embedded in programs

Beyond compliance, MSEUF integrates human-rights education into academic life. CCJC faculty and leadership joined a UN/OHCHR-CHR workshop to strengthen human-rights content in criminology curricula and outreach, expanding a rights-based approach to justice education and community engagement.

Inclusion for neurodivergent learners and colleagues

HRD hosted a seminar on neurodiversity to foster inclusive learning and working environments, underscoring that people process information differently and benefit from supportive practices. This expands the university’s inclusion efforts to cognitive diversity, an often-overlooked dimension of non-discrimination.

Why MSEUF's efforts to uphold SDG 8 matters

SDG 8 focuses on employment practices that prevent discrimination and ensure equal opportunity. MSEUF’s portfolio of actions demonstrates that commitment in four ways:

Policies that protect: Clear, enforced anti-harassment rules create conditions where everyone can work and learn free from abuse or bias.
Data that drives accountability: Public pay-gap reporting, with concrete representation and salary figures, enables continuous monitoring and corrective action where needed.
Education that changes systems: Human-rights training for educators and program leaders embeds equality into curricula and professional practice.
Inclusion that reaches everyone: Neurodiversity awareness equips faculty and staff to support varied needs, reducing barriers and improving outcomes for all.

Our continuing commitments

Maintain annual pay-equity disclosures and follow-up actions led by HRD and Finance.
Sustain and publicize reporting channels for harassment and discrimination, with confidential handling and prompt resolution.
Scale staff development on rights and inclusion, extending human-rights and neurodiversity training to more units and supervisors.

Through policy, transparency, education, and inclusive practice, MSEUF shows how a university can operationalize non-discrimination and equal opportunity, the core of SDG 8, for its people and the communities it serves.