The SDGs promote sustained economic growth, higher levels of productivity and technological innovation. Encouraging entrepreneurship and job creation are key to this, as are effective measures to eradicate forced labour, slavery and human trafficking. With these targets in mind, the goal is to achieve full and productive employment, and decent work, for all women and men by 2030.
42 KL is a tuition-free computer programming school with a peer-to-peer learning environment that doesn’t involve teachers and lectures. 42 KL is an innovative educational model that was designed to develop the skills needed to jumpstart a career as a software engineer using a project-based learning approach. We’re not a traditional university, and we’re not a coding bootcamp.
42 KL offers an unparalleled education opportunity to any Malaysian, regardless of socioeconomic and educational background. The concept has received tremendous traction in countries around the world, including Silicon Valley, and we are now ready to pioneer this tech talent development game changer in Malaysia.
As a One-Stop Career Centre, our goal is to equip and support students as you navigate through your career pathway on campus through different resources, avenues and counsel. We hope to support you in ways possible as you explore your career pathway and become highly sought after by employers.
Formerly known as the Start It Challenge, the Make It Challenge is an annual hackathon organised by Sunway iLabs. Students are tasked to come up with solutions to address one of the United Nations Sustainable Development Goal (SDG). Students were selected based on video submissions, where they mentioned their motive to participate in the Make It Challenge 2019.
The Start-It Challenge is a competition organised by Sunway iLabs (a not-for-profit under Sunway University) to challenge students and recent graduates from universities in Selangor to identify problems and create their own solutions or to solve problems faced by a select number of companies.
8.2.1 Employment practice living wage Pay all staff and faculty at least the living wage, defined as the local living wage (if the government defines this) or the local financial poverty indicator for a family of four (expressed as an hourly wage)
Sunway University complies with the Minimum Wage Order 2022 set by the Ministry of Human Resources, and all staff members are paid no less than the minimum salary set by the authority.
Salaries are paid based on the merits of their qualification, experience and performance, regardless of gender, disability, race, religion, belief, cultural background, sexual orientation, marriage and civil partnership, refugee and asylum seeker status, language, pregnancy and maternity/ paternity.
8.2.2 Employment practice unions Recognise unions and labour rights (freedom of association and collective bargaining) for all, including women and international staff
Sunway Staff Association is an official association for Sunway Academic staff, with the primary objective to work with Management to provide a conducive working environment for staff to realise the vision and mission of Sunway University. This association also provides an avenue for staff to voice grievances and provide suggestions for improvement. Representatives sit in committees such as the Teaching and Learning Committee, Safety, Health and Environment Committee, Food & Beverage Committee, and the Staff Welfare Committee.
8.2.3 Employment policy on discrimination Have a policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age, or refugee status)
At Sunway University, we aim to create a workplace environment that promotes dignity and respect for all. It aims to create a workplace environment that values and utilises the contributions of staff members with diverse ideas, backgrounds, experiences and perspectives for the growth of the University and the success of the customers and communities we serve.
The University shall not condone any behaviour or act of discrimination on the basis of gender, disability, race, religion, belief, cultural background, sexual orientation, marriage and civil partnership, refugee and asylum seeker status, language, pregnancy and maternity/ paternity.
8.2.4 Employment policy modern slavery Have a policy commitment against forced labour, modern slavery, human trafficking and child labour
Sunway University is committed to supporting global efforts to end modern slavery, forced labour and human trafficking. Malaysia committed to support the United Nations’ objective of ending forced labour, modern slavery and human trafficking at the 72nd United Nations General Assembly in New York in 2017. Malaysia also enacted the Anti-Trafficking in Persons and Anti-Smuggling of Migrants Act in 2007 and ratified the 2015 ASEAN Convention against Trafficking in Persons.
As a responsible Malaysian employer, Sunway University considers it essential not only to comply with the 2007 Anti-Trafficking Act but also to support any measures to assist the United Nations in its objective of eliminating modern slavery and other related forms of abuses of individual freedom and human rights globally. This directly impacts on Sustainable Development Goals 1 (No Poverty), 8 (Decent Work and Economic Growth), 10 (Reduced Inequalities) and 12 (Responsible Consumption and Production).
As an institution, Sunway University is committed to the core values of Sunway Group, one of which is “integrity”. We wholeheartedly abhor all forms of modern slavery, forced labour and human trafficking and will not knowingly support such activities nor tolerate them on the part of any organisation or individual with which we interact. This includes collaborating institutions, suppliers, contractors and sub-contractors.
8.2.5 Employment practice equivalent rights outsourcing Have a policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties
Equivalent rights of outsourced workers or associates of Sunway University are covered under the scope of the following policies, 1. Anti-Bribery and Corruption; 2. Gift, Entertainment and Hospitality; 3. Sexual Harassment; where any act in relation to bribery, corruption and sexual harassment, or any other violation of these policies shall not be condoned.
Outsourced workers and associates may include business associates, partners, agents, vendors, suppliers, contractors, consultants and any other third-party service providers or persons who perform services for or on behalf of the University.
8.2.6 Employment policy pay scale equity Have a policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps
Sunway University aims to attract and retain a diverse pool of employees at all levels and to provide them with fair and equal opportunities without discrimination. Pay equity is being practised for staff members’ compensation & benefits and recognition & rewards. Staff are compensated and rewarded based on the merits of their qualification, experience and performance, regardless of gender, disability, race, religion, belief, cultural background, and other factors.
The University salary structure applies to all staff members, and it is free from any form of discrimination and inequality arising from differences in gender, ethnicity or other factors.
8.2.7 Tracking pay scale for gender equity Measurement or tracking pay scale gender equity
The objective of pay equity is to ensure there is no gender disparity among staff members employed at Sunway University and is based on merits of qualification, experience, contribution and performance without bias. The Human Resource Department is responsible for ensuring pay scale equity and the elimination of gender pay gaps.
8.2.8 Employment practice appeal process Have a process for employees to appeal on employee rights and/or pay
The policy provides a guideline on procedures for handling employees' grievances at the workplace aimed at creating a harmonious work environment at Sunway University.
A “grievance” is defined as a serious work-related problem or any unwanted or unwelcome condition, e.g. harassment, unjust treatment, etc., which the employee believes to be unfair and adversely affects his/ her work performance. It is the intention of the University that any grievance reported be addressed as equitably and as quickly as possible.