The University of Economics Ho Chi Minh City (UEH) implements a policy of non-discrimination against women through a system of regulations on conduct, human resource management, recruitment, planning, appointment, salaries, benefits, and protection of the rights of staff and learners. The policy focus is established in Clause 3 and Clause 6, Article 7 of the UEH Code of Conduct, combined with regulations on non-discrimination against learners, monitoring responsibilities, handling of violations, and mechanisms for preventing sexual harassment.
In 2025, UEH continued to publicly disclose and implement these principles, updated the mechanism for receiving and resolving complaints and denunciations; and implemented gender equality education activities, protection of learners from harassment, development of female human resources, and care for women’s rights. The UEH Trade Union continued to promote its role of representation, monitoring, and protection of the legitimate rights and interests of employees, thereby contributing to promoting a fair, safe, and inclusive higher education environment, towards SDG 5 – Gender Equality.
1. UEH’s policy of non-discrimination against women
1.1. Legal basis and internal policy
UEH implements its policy of non-discrimination against women on the basis of Vietnamese law and internal regulations applied in governance, education, and labor relations.
National legal basis::
Law on Gender Equality No. 73/2006/QH11 dated November 29, 2006 stipulates::
- Article 13: Ensuring gender equality in the labor field, including recruitment, employment, wages, bonuses, social insurance, and working conditions.
- Article 14: Ensuring gender equality in education and training, creating equal opportunities in learning and developing qualifications.
- Article 40: Defining acts violating the law on gender equality in the labor field.
Labor Code No. 45/2019/QH14 dated November 20, 2019 continues to stipulate:
- Article 8: Strictly prohibiting acts of discrimination in labor and sexual harassment at the workplace.
- Clause 3, Article 90: Ensuring equal pay, without gender discrimination, for employees doing work of equal value
These regulations are the legal basis for UEH to implement and carry out internal policies to ensure gender equality in recruitment, salaries, benefits, and the working environment.
Policy stipulated directly in the UEH Code of Conduct
UEH issued the Code of Conduct for staff under Decision No. 695/QD-DHKT-CTCT dated April 4, 2017..
At Clause 3, Article 7, the Code of Conduct establishes the principle of non-discrimination based on gender and other personal characteristics.
At Clause 6, Article 7, UEH stipulates that harassment of others is not permitted in any case.
According to Article 2, the Code applies to UEH staff and personnel groups within the prescribed scope, including contract personnel, visiting lecturers, and persons performing work under related commitments.
Notably, at Clause 3, Article 16, UEH requires staff not to repress, favor, discriminate, or have prejudice against learners. Thus, the policy not only regulates relationships among members in the working environment but also sets out the responsibility to ensure fair treatment of learners, including female students.
These regulations affirm the existence of a university-level policy with direct content against gender-based discrimination, applicable to prescribed target groups and maintained through an internal monitoring system.
Evidence sources:
- 5.6.1. Policy of non-discrimination against women – UEH Future – first part of the article on policy, Clause 3 and Clause 6 Article 7.
- UEH Code of Conduct – Department of Student Affairs – Article 2, Article 7, and Article 16.
UEH Code of Conduct, Article 2 on scope of application, Article 7 on anti-discrimination, and Article 16 on non-discrimination against learners.
1.2. Recruitment, appointment, salary, and career development policies with gender equality
UEH implements the principle of recruitment, planning, and appointment of personnel based on capacity, professional qualifications, personal achievements, and job position requirements, without discrimination based on gender, marital status, age, ethnicity, religion, or other personal characteristics.
This content is publicly disclosed by UEH in the article “The Implementation of Human Resource Policies Linked to the 17 SDGs in terms of Intellectual Contribution to Sustainable Development”, dated January 27, 2025 and August 5, 2026.
UEH determines that recruitment and human resource development must be based on capacity and achievements, maintaining a working environment free from discrimination and sexual harassment. In its salary policy, the University bases on professional qualifications, experience, and job position, while implementing the principle of equal pay for work of equal value. Additionally, UEH implements support policies for women during maternity and childcare, ensuring the rights of female staff according to legal regulations and welfare policies publicly disclosed by the University.
Source: UEH Human Resource Policies – Portal UEH 73372, section Recruitment policy for talented individuals and the gender equality welfare system.
Recruitment and appointment policies based on capacity, without discrimination based on gender or marital status; the prohibition of sexual harassment at the workplace from UEH Portal 73372.
1.3. Responsibility for monitoring and handling policy violations
UEH not only defines the principle of non-discrimination but also stipulates the responsibility for implementing and monitoring the implementation of the Code of Conduct.
According to Article 17 – Responsibility of organizations and individuals, leaders of units are responsible for disseminating and implementing the Code of Conduct; inspecting, monitoring, evaluating compliance, and conducting reviews when necessary. Staff are responsible for complying with and contributing to monitoring the implementation of laws, regulations, and UEH rules. Units receive, record, and respond to feedback from learners, parents, and related parties; coordinate with functional departments and the Trade Union in monitoring activities.
At Article 18 – Criticism and discipline, UEH stipulates forms of reminder, criticism, and recommendation for disciplinary consideration in cases of violation, corresponding to the nature and severity of the violation. These regulations form a responsibility mechanism to prevent and handle acts contrary to the Code of Conduct, including discrimination and harassment prohibited at Article 7.
Source:UEH Code of Conduct – DSA, Article 17 and Article 18.
Article 17 on monitoring policy implementation and Article 18 on handling violations
1.4. Role of the UEH Trade Union in monitoring policies and protecting women’s rights
In addition to the internal governance mechanism, the UEH Trade Union plays the role of representing and protecting the legitimate rights and interests of union members, staff, and employees.
According to Report No. 26/BC-CD dated June 30, 2026 on the 2025–2026 academic year activity results, the UEH Trade Union coordinated with the University in implementing grassroots democracy regulations, consulting and providing feedback on policies related to employees’ rights, maintaining dialogue channels, and supporting the resolution of difficulties arising in labor relations.
The Trade Union appointed representatives to participate in emulation – reward, discipline, and salary promotion councils, to participate in reviewing and resolving issues related to the rights of union members and employees according to regulations.
Additionally, the Trade Union participated in inspecting and monitoring the implementation of regimes, policies, and laws; participated in resolving recommendations, feedback, complaints, and denunciations, and recommended competent authorities to amend and supplement inadequacies in policies.
These mechanisms contribute to strengthening monitoring of the implementation of the fairness principle in labor relations, creating additional channels for representation and protection of the rights of female staff and employees.
Source: Report No. 26/BC-CD dated June 30, 2026
1.5. Mechanism for receiving and resolving complaints and denunciations updated in 2025
UEH continued to strengthen the mechanism for receiving and resolving feedback to protect the legitimate rights and interests of staff and learners.
In 2025, UEH published three documents on complaints and denunciations:
| Document | Date on original document | Content |
| Decision 2410/QD-DHKT-BDCLKSNB | August 14, 2025 | Issuing regulations on receiving applications and resolving complaints and denunciations at UEH.. |
| Decision 2616/QD-DHKT-BDCLKSNB | August 30, 2025 | Issuing the process for resolving denunciations. |
| Decision 2617/QĐ-ĐHKT-BĐCLKSNB | August 30, 2025 | Issuing the process for resolving complaints. |
Source: UEH Department of Quality Assurance and Internal Control website.
The processes establish mechanisms for receiving, reviewing, verifying, and resolving feedback within the scope of authority, including issues related to labor rights, income, work assignment, work performance evaluation, and the implementation of the UEH Code of Conduct.
The implementation of these processes contributes to creating conditions for female staff and employees to provide feedback on decisions and behaviors affecting their legitimate rights and interests.
1.6. Policy on preventing sexual harassment and protecting learners
UEH implements measures to prevent and support learners against acts of sexual harassment, combining the Code of Conduct, information receiving processes, and education and communication activities.
At Clause 6, Article 7 of the Code of Conduct, UEH strictly prohibits harassment of others. In the educational environment, inappropriate behaviors may include unwanted physical contact, sexual remarks or comments, sending unacceptable sensitive content or images, rude gestures, and other forms of sexual harassment.
UEH publicly discloses the Process for Receiving Information and Supporting Learners Subject to Sexual Harassment, code CSHTNH.QT.009, effective June 21, 2021.
The support process is presented in five steps:
- Receiving information and feedback from learners.
- Verifying, reviewing, and evaluating the case.
- Counseling and supporting affected learners.
- Coordinating the implementation of handling measures according to authority.
- Monitoring results and support status.
The Department of Student Affairs plays the role of supporting learners and connecting functional units within its responsibility scope.
Maintaining a separate process on sexual harassment along with the non-discrimination policy helps clarify the commitment to protecting women against acts of violation in the learning environment.
Source of original document: Process CSHTNH.QT.009 on receiving and supporting learners subject to sexual harassment.
Process for supporting learners subject to sexual harassment.
2. Results of implementing gender equality policies and protecting women’s rights
2.1. Women’s participation in professional activities and Trade Union organization
According to Trade Union Report No. 26/BC-CD dated June 30, 2026, in the 2025–2026 academic year reporting period, UEH recorded:
| Indicator | Reported figure | Meaning |
| Total staff and employees | 1373 | Reported workforce scale |
| Female staff and employees | 489 | Women account for approximately 35.6% of total staff |
| Total Trade Union members | 1308 | UEH Trade Union member scale |
| Female Trade Union members | 463 | Women account for approximately 35.4% of members |
| Females registered for the “Good at school work – Good at housework” movement | 418 | Demonstrates women’s participation in the career and family development movement in the reporting period |
Source: Report No. 26/BC-CD dated June 30, 2026, Section I.1 and Section II.3.3.
2.2. Activities supporting and recognizing women in 2025
The UEH Trade Union continued to implement activities to promote the role of female staff and employees in teaching, research, management, and building an equitable working environment.
In 2025, 272 female staff and employees were recognized as achieving the title “Phụ nữ hai giỏi” (Good at both work and family) according to the UEH Trade Union summary. This is a result recognizing women’s participation and contributions in professional work and family life.
At the same time, the Trade Union coordinated in implementing healthcare, welfare, and protection of employees’ rights. Programs for women on the occasions of March 8 and October 20, and women’s work activities, are forms of support, recognition, and raising awareness of gender equality in the UEH environment.
Source: 8 outstanding highlights of the UEH Trade Union in 2025, section on promoting a gender-equal environment.
Female staff and employees of UEH actively participating in connection and integration activities at UEH
Conference honoring exemplary female staff and employees in the emulation movement “Good at national work, good at housework” for the period 2020–2025
2.3. Summary table of policies and actual activities in 2025
| Policy / Activity | Implementation scope | Beneficiaries | Implementation content | Results – Impact – Source |
| 1. Continue public disclosure of recruitment and human resource development policies without gender discrimination – January 27, 2025 and August 5, 2025 | Entire UEH | Candidates, UEHers (including women) | Recruitment, planning, and appointment based on capacity and achievements, without discrimination based on gender or marital status; commitment to a working environment free from sexual harassment. | Anti-discrimination policy publicly announced. Source: The Implementation of Human Resource Policies Linked to the 17 SDGs in terms of Intellectual Contribution to Sustainable Development |
| 2. Update of complaint and denunciation mechanisms in 2025 | UEH level according to document scope | Staff, employees, learners within the applicable scope | Issued Decisions 2410, 2616, 2617 on receiving and resolving complaints and denunciations. | Strengthened feedback, handling, and protection of legitimate rights. Source: Department of Quality Assurance and Internal Control website. |
| 3. Trade Union participates in monitoring and protecting staff rights | UEH Trade Union and subordinate units | Union members, including female staff and employees | Policy consultation, participation in emulation, discipline, and salary promotion councils; monitoring and supporting the resolution of feedback, complaints, and denunciations. | Mechanism for representation and monitoring of employee rights. Source: Report No. 26/BC-CD, Sections II.1.2, II.1.3, II.1.8. |
| 4. Gender equality training “Where is the ‘gender’ limit?” – March 2025 | UEH student community | Male and female students | Discussion of gender stereotypes, gender norms, equal opportunities, and a diverse, inclusive educational environment. | Enhanced awareness of gender equality. Source:EH Portal – Exploring the ‘gender’ limit – What do UEH students say about gender equality? dated March 20, 2025.
Speaker Bich Phuong with UEH students in the discussion |
| 5. Talk show “Sexual Harassment – Silence or Speak Up?” – October 15, 2025 | UEH, HCMC | Nearly 400 students | Discussion on identifying sexual harassment, consent, legal regulations, coping skills, and support channels. | Nearly 400 students participated and accessed knowledge on harassment prevention. Source: Website DSA UEH
The program centered on three key topics: Understanding sexuality for a happy couple relationship; Understanding sexual harassment – love or a trap; and How the law handles sexual harassment. |
| 6. Action Month for Gender Equality and Prevention of and Response to Gender-Based Violence – November 15–December 15, 2025 | UEH learner community | Students, especially women | Communication on safety for women and girls in the digital environment, prevention of harassment and gender-based violence. | Contributed to disseminating knowledge and raising awareness. Reach not yet verified. Source: Website DSA UEH |
| 7. UEH Trade Union implements care and protection of rights activities in the first 6 months of 2025 | Entire UEH Trade Union system | Union members, staff, including women | Trade Union implemented welfare activities, commendation, and building a diverse, equitable, and inclusive culture. | Maintained the role of supporting and protecting employee rights. Source:UEH Trade Union – First 6 months of 2025 report.
Dr. Do Thi Hai Ninh – female lecturer of the School of International Business – Marketing, was honored as one of 17 outstanding young scientists nationwide at the “Creative Labor Festival 2025” organized by the Vietnam Education Trade Union on May 15, 2025. |
| 8. Emulation movement “Good at school work – Good at housework” – 2025–2026 academic year | UEH Trade Union | Female union members, staff | Encouraged women to develop professional capacity and contribute to union activities, family, and society. | 418 females registered to participate in the 2025–2026 reporting period. Source: Report 26/BC-CD, Section II.3.3. |
| 9. Recognition of female staff and employees’ contributions in 2025 | UEH Trade Union | Female union members, staff | Evaluated and recognized women’s achievements and contributions in professional activities and life. | 272 females recognized as achieving the title “Phụ nữ hai giỏi” in 2025. Source:UEH Trade Union – 8 highlights of 2025.. |
| 10. Counseling and support for female students – 2025 | UEH Department of Student Affairs | Female students needing support | Academic, psychological, and integration counseling, and access to feedback mechanisms when necessary. | Support activities publicly disclosed by DSA. Source: UEH DSA – Gender equality and women’s empowerment.. |
| 11. Eye care program – October 23, 2025 | UEH, HCMC | Staff and learners | UEH Committee for the Advancement of Women and Trade Union coordinated to organize eye health examinations and counseling. | More than 200 participants; supplementary welfare activity. Source: UEH Portal 75122 Program “Accompanying UEH in caring for bright and healthy eyes” in 2025.
Doctors providing dedicated examinations and counseling to program participants. |
2.4. Results and impact
Regarding governance and policy enforcement, UEH continued to publicly disclose the principles of recruitment, development, and salary payment without gender discrimination; defined monitoring responsibilities under the Code of Conduct and improved complaint and denunciation resolution processes.
Regarding protection of rights in labor relations, the representation, policy consultation, and monitoring activities of the UEH Trade Union supplement an organizational mechanism to ensure the rights of staff and employees, including women.
Regarding prevention of discrimination and sexual harassment, UEH implemented gender equality training, harassment prevention programs, and communication activities to raise learner awareness, encourage feedback, and seek support when inappropriate behavior arises.
Regarding women’s participation and recognition, Trade Union activities and human resource policies create conditions for female staff and employees to continue participating in professional development, organizational activities, and management work. The result of 272 females achieving the title “Phụ nữ hai giỏi” in 2025 is an example of women’s participation and contribution, but should not be considered a direct measure of the level of discrimination.
3. Comparison of implementation results in 2024 and 2025
| Category | Year 2024 | Year 2025 | Results and impact in 2025 |
| Non-discrimination policy | Implemented the UEH Code of Conduct and legal regulations on gender equality. | Continued public disclosure of recruitment, human resource development, and a working environment without gender discrimination. | Maintained policy foundation and public commitment. |
| Monitoring and handling feedback | Code of Conduct stipulated monitoring and violation handling responsibilities. | Complaint and denunciation processes updated by 2025 decisions. | Strengthened mechanisms for protecting rights and handling feedback. |
| Trade Union role | Trade Union performed the role of representing and protecting members’ rights. | Trade Union continued to participate in policy consultation, monitoring, and councils related to employee rights. | Added evidence of organizational monitoring and representation mechanisms. |
| Gender equality and women’s empowerment | Programs on gender and activities for the advancement of women. | Gender training, Trade Union movements, and programs recognizing women’s contributions. | Continued to create a supportive environment for women’s participation in professional and organizational activities. |
| Prevention of sexual harassment | Code of Conduct, learner support process, and communication activities. | Talk show on October 15, 2025 with nearly 400 students and communication activities on gender-based violence prevention. | Added specific activities to raise awareness and access to support. |
| Recognition of women’s contributions | Continued implementation of commendation and honoring activities for female members. | UEH Trade Union announced 272 females achieving the title “Phụ nữ hai giỏi” in 2025. | Specific data on women’s recognition activities in 2025. |
| Support and welfare | Maintained women’s work activities, healthcare, and support for female students. | Continued counseling, healthcare, and welfare policies. | Maintained the support system for women in the study and work environment. |
4. Conclusion
In 2025, the University of Economics Ho Chi Minh City continued to implement its policy of non-discrimination against women through the UEH Code of Conduct, human resource policies, regulations ensuring gender equality in recruitment, appointment, and salaries, along with mechanisms for preventing sexual harassment and protecting the legitimate rights and interests of learners, staff, and employees.
Compared to 2024, 2025 recorded the updating of complaint and denunciation receiving and resolution processes, while maintaining gender equality education programs, support for female students, and development of female human resources. The role of the UEH Trade Union in policy consultation, monitoring, and protection of employee rights contributes to strengthening the policy enforcement mechanism in practice.
Through the combination of official regulations, monitoring responsibilities, feedback handling mechanisms, and actual activities, UEH continues to aim for a safe, fair, and women-respecting study and work environment, creating equal conditions for women to participate, contribute, and develop, consistent with the goal of SDG 5 – Gender Equality.