SDG 8.3A fair workplace
UPES hires on merit, prohibits discrimination and invests in the growth of every employee, from senior leaders to housekeeping staff.
- An equal opportunity employer. UPES's Principles of Engagement bar discrimination by gender, caste, religion, age, marital status, nationality, ethnicity, region, sexual orientation or disability in hiring, promotion, transfers, pay and benefits, and career development, for full-time, part-time and contract staff alike. Source: UPES Principles of Engagement, Code of Conduct, clause 3.3.7, Non-Discrimination and Anti-Harassment Policy (PDF).
- Dignity at work. The Code of Conduct requires a workplace free of harassment, bans corruption, and keeps reports of wrongdoing confidential, with protection against retaliation for anyone who raises a concern. Source: UPES Principles of Engagement, Code of Conduct, clause 3.3.8, Non-Discrimination and Anti-Harassment Policy (PDF).
See also: PoSH awareness workshop for summer interns in Events and activities.
- Growing a career inside UPES. Through the Protsahan internal job posting programme, open positions are offered to existing staff before outside hiring. Every new joiner gets a two-day HR induction, followed by an induction in their school or department, and a buddy (Sahayak) to help them settle in. Source: UPES Principles of Engagement, Internal Job Posting (Protsahan).
See also: HR induction and PoSH training for employees in Events and activities.
- Training for all. More than 500 new employees attended the HR induction in 2024 and 2025, PoSH training is held every year for all employees and members of the Internal Complaints Committee, and a yearly training calendar sets out development programmes for faculty and staff. Source: UPES Principles of Engagement, Learning and Development Policy.
See also: HR induction and PoSH training for employees in Events and activities.
An HR induction session. (event report) - Education for families. UPES's Principles of Engagement include a child education policy that supports the education of employees' children at UPES. Source: UPES Principles of Engagement, Child Education Scholarship Policy.
- Recognising loyalty. Long Service Awards recognise employees for their years of service with UPES. Source: UPES Principles of Engagement, Long Service Awards.
- Time to learn and live. Staff can take study leave of up to two years, sabbaticals of three months to two years for research, up to seven days of paid duty leave to submit and defend a PhD, 26 weeks of maternity leave, 15 days of paternity leave and 90 days of adoption leave, and non-academic staff work flexible hours around core hours of 10 am to 4 pm. Source: UPES Principles of Engagement, Leave Policy, sabbatical leave.
- Leaders at every level. Structured programmes, including UDAAN, LEAP, SPARX, SOAR, Disha and Super Shakti, build technical and behavioural skills and leadership for faculty and staff. Source: UPES SDG 8 report (PDF).
See also: Leadership and development programmes for employees, 2024–25 in Events and activities.
Women employees at a development programme. (event report) - Disha for academic managers. A leadership programme for mid-management academic roles, combining modules on leadership, strategic thinking and decision-making with mentoring. Its 2024 cohort of 29 (24 faculty and five staff) completed three modules. Source: UPES SDG 8 report (PDF).
See also: Leadership and development programmes for employees, 2024–25 in Events and activities.
The Disha cohort of academic leaders, 2024. - Young talent. Spark develops high-performing young employees for bigger roles. Its 2025 cohort brought together seven participants, four faculty members and three staff. Source: UPES SDG 8 report (PDF).
See also: Leadership and development programmes for employees, 2024–25 in Events and activities.
The 2025 Spark cohort of young employees at the Management Development Centre. 
Spark participants during the programme, 2025. - Support for working parents. A day care facility on campus looks after children under six of employees returning from maternity leave. Source: UPES Principles of Engagement, Leave Policy, day care.
The creche on the Bidholi campus. 
Source: UPES Principles of Engagement, Leave Policy, PDF page 49. - Women leaders. The Shakti programme gives women employees leadership training, and a Shakti refresher in 2025 brought back ten women. Super Shakti, run in four modules in 2024–25 for seven women faculty and staff, helps women employees grow into management and leadership roles. Source: UPES SDG 8 report (PDF).
See also: Leadership and development programmes for employees, 2024–25 in Events and activities.
Shakti 4 participants with their trainers, 2023. - A community, not just a workplace. Anandotsav 2025, themed "Celebrating Every Shade of Us – Together", brought more than 1,000 employees and their families together for performances, games, music and activities for all ages. Source: UPES SDG 8 report (PDF).
Anandotsav 2025 brought more than 1,000 employees and their families together. - Better teaching. The Post Graduate Certificate in Academic Practice (PGCAP) helps faculty strengthen pedagogy, assessment and curriculum design. Source: UPES SDG 8 report (PDF).
- Support staff. Administrative, security and technical staff learn computer skills and English communication, and Project Swavalamban teaches Class IV women employees, including housekeeping staff, English, digital skills, communication, legal rights and personal health. Source: UPES SDG 8 report (PDF).
Security staff learn first aid and CPR at the Kandoli campus.
