SDG 8: Decent Work and Economic Growth

SDG 8

Decent Work and Economic Growth

Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.

TRU contributes to local and regional economic development through research partnerships, co-op placements, and workforce development programs.

Learn more about SDG 8

Discover how TRU advanced this Sustainable Development Goal in 2024/25

Employment Practice

Thompson Rivers University is committed to fair compensation and decent work. According to Living Wage BC, the 2025 living wage for Kamloops is $24.45 per hour. All TRU employees earn above this rate through compensation frameworks established in collective agreements and employment contracts. TRU also publicly reports data on full-time teaching staff through Statistics Canada, supporting transparency and accountability. In addition, TRU’s Supplier Code of Conduct requires suppliers and subcontractors to comply with applicable labour laws, including requirements related to wages, benefits, hours of work and overtime, and to pay workers at least the applicable minimum wage.

Employment Practice Unions and Labour Rights

TRU recognizes employees' rights to union representation and collective bargaining through the Canadian Union of Public Employees (CUPE 4879), the Thompson Rivers University Faculty Association (TRUFA), the TRU Open Learning Faculty Association (TRUOLFA), and the Association of Professional Administrators (APA), which serve as recognized bargaining representatives for university employees. TRU also makes collective agreements and employment terms publicly available to support transparency and informed understanding of working conditions.

Labour relations at TRU are governed by the BC Labour Relations Code, which establishes employees' rights to union representation and collective bargaining. The Code provides protections for workers participating in union activities and sets out processes for collective bargaining, dispute resolution and the negotiation of collective agreements.

Employee Grievance and Appeal Processes

TRU's collective agreements clearly define formal processes for employees to appeal concerns related to employment rights, working conditions, and compensation through grievance, dispute resolution, and arbitration procedures.

Employment Policies

Harassment and Discrimination Prevention Policy

TRU's Harassment and Discrimination Prevention Policy prohibits discrimination and harassment and supports an inclusive workplace for employees and students, regardless of religion, sex, sexual orientation, gender identity or expression, age, or place of origin.

Supplier Code of Conduct

TRU’s Supplier Code of Conduct requires suppliers and subcontractors to uphold workers’ rights and comply with legal requirements related to wages, benefits, working conditions, health and safety, and employment practices. The code also prohibits forced labour, child labour, human trafficking and other exploitative labour practices, helping promote ethical and responsible conduct throughout TRU’s supply chain.

Worker Rights Consortium

TRU is a signatory to the Worker Rights Consortium (WRC), an independent labor rights monitoring organization.

Pay Scale Equity

Employment Equity Policy

TRU's Employment Equity Policy supports equitable employment practices and is intended to identify and eliminate barriers to employment for designated groups, including women, Indigenous Peoples, persons with disabilities, and visible minorities.

Pay Transparency and Compensation Reporting

In accordance with British Columbia’s Pay Transparency Act, Thompson Rivers University reports on pay transparency to support efforts to identify and address systemic discrimination in the workplace. This report assesses if there is a difference between how men, women, and nonbinary people were paid at TRU.