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8. Decent Work and Economic Growth

8.1 Research on economic growth and employment 8.1.1 Decent Work and Economic Growth: CiteScore 8.1.2 Decent Work and Economic Growth: publications 8.2 Employment practice 8.2.1 Employment practice living wage 8.2.2 Employment practice unions 8.2.3 Employment policy on discrimination 8.2.4 Employment policy modern slavery 8.2.5 Employment practice equivalent rights outsourcing 8.2.6 Employment policy pay scale equity 8.2.7 Tracking pay scale for gender equity 8.2.8 Employment practice appeal process 8.2.9 Employment practice labour rights 8.3 Expenditure per employee 8.4 Proportion of students taking work placements 8.5 Proportion of employees on secure contracts 8.6 IGU Activities on decent work and economic growth
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8. Decent Work and Economic Growth

8.2.8 Employment practice appeal process

IGU operates a transparent and accessible grievance mechanism for its employment practices in order to provide its employees with a fair and reliable working environment. Within the framework of its Ethical Employment Policy, the University upholds the maintenance of open communication channels with all stakeholders and the conduct of business processes in line with the principles of mutual respect and communication. IGU considers the fair and respectful evaluation of grievances and feedback from employees as an institutional commitment.

To monitor and manage employee satisfaction, a structured communication channel has been established within the Quality Documentation Management System. Through this system, all employees can directly submit their complaints, feedback, or contributions to the administration online, and actively participate in the process by accessing it via IGUMER.

According to the results of the 2024 satisfaction survey, academic staff at IGU reported the highest satisfaction rate at 88,35% in the area of university-wide and senior management, followed by 87,93% in institutional commitment and 83,70% in education and training processes. Administrative staff recorded the highest satisfaction at 93,5% for job characteristics and 93,3% for interpersonal relationships. These figures indicate that in both staff groups, there is a high level of trust in management and internal relations, as well as a strong sense of belonging and a culture of collaboration within the working environment.


Figure 2. Academic Staff Satisfaction Survey Results




Figure 3. Administrative Staff Satisfaction Survey Results

The 2024 Employee Satisfaction Survey results also indicate that the University’s grievance and feedback processes are perceived by employees as accessible and effective. A total of 85,4% of academic staff stated that “the channels through which they can convey issues and suggestions operate effectively.” Additionally, 85,7% of academic staff reported that they believe their managers “make an effort to resolve problems,” while 87,3% stated that their managers are “fair.” These figures demonstrate that managerial communication is conducted on a fair and solution-oriented basis.
 

Figure 4. Academic Staff Satisfaction Survey Results

Among administrative staff, 92,9% stated that they have the opportunity to convey their problems to their managers. This indicates that complaints or grievances regarding employment practices at the University can be openly communicated to managers and that communication channels function effectively. This is an important indicator of institutional transparency and the protection of employee rights, and it demonstrates that grievance procedures are functional.


Figure 5. Academic Staff Satisfaction Survey Results