SDG 8 - Decent Work and Economic Growth - Hungarian University of Agriculture and Life Sciences
SDG 8 - Decent Work and Economic Growth
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SDG 8 Decent Work and Economic Growth
Last modified: 22. November 2025
We promote inclusive economic development, aiming to reduce unemployment and support sustainable agricultural practices. Through our academic programs and research, we work to influence policies that enhance job creation, protect labour rights, and encourage fair economic practices. By embracing the principles of SDG 8, we envision a future where dignified employment is accessible to everyone and economic growth benefits all, paving the way for a brighter future.
In line with our commitment to decent work and economic growth, the Accelerate Future HEI project exemplifies our proactive approach to enhancing the entrepreneurial capacities of higher education institutions, ensuring that they effectively contribute to a resilient and future-ready workforce.
The Accelerate Future HEI Project
The Accelerate Future HEI project aims to transform higher education institutions (HEIs) across Europe by boosting their entrepreneurial and innovative capabilities. MATE collaborates with partners like TUM International GmbH, Instituto Superior Técnico, and UC Leuven to support economic and social development. This international partnership enables HEIs to assess their current capacities, develop acceleration services, and create tailored “transformation roadmaps”.
The project offers targeted skills development programs that provide HEI staff with the knowledge and tools necessary to cultivate a culture of entrepreneurship and innovation. An independent acceleration board oversees these strategies to ensure quality and promote institutional growth. Additionally, the project generates policy feedback for the European Commission, sharing best practices and insights to maximize impact.
Aligned with SDG 8, which emphasizes inclusive economic growth and decent work for all, the Accelerate Future HEI project helps HEIs create sustainable solutions for workforce development. By fostering innovation, promoting job creation, and supporting lifelong learning, the project enhances HEIs' ability to adapt to changing market needs. Ultimately, this initiative seeks to empower HEIs as key drivers of sustainable economic growth and resilience, contributing to a future-ready workforce across Europe.
https://palyazatok.uni-mate.hu/accelerate_futurehei
For detailed information see the topics by clicking on the chapters:
1. EMPLOYMENT PRACTICE
1.1. Livelihood at the University
1.2. Workers’ unions
1.3. Employee performance evaluation and recognition
1.4. Internal whistleblowing system
2. Employment policies
2.1. Employment policy on discrimination
2.2. Employment policy modern slavery
3. Labour equality
3.1. Employment policy pay scale equity
3.2. Tracking pay scale for gender equity
3.3. Practice on labour rights
3.4. Employment practice equivalent rights outsourcing
1. EMPLOYMENT PRACTICE
1.1 Livelihood at the University
MATE guarantees that all employees, including academic and administrative staff, receive at least a living wage. This is calculated either based on the officially defined local living wage or, where such a benchmark is not provided by the government, on the local poverty threshold for a family of four, converted into an hourly wage.
This is governed by Rector’s Instruction 12/2023 (IV.03.) on Ensuring Equal Opportunities and Equal Treatment at the Hungarian University of Agriculture and Life Sciences (see p. 5 below). Relevant information is provided in Chapter V., Equal Opportunity of Employees at the University, under the section Ensuring equal opportunities for people employed by the University.
In relation to Equal Treatment Act (Egyenlő bánásmód törvény) 21§, “(2) The University does not discriminate directly or indirectly against employees (f) in the determination and provision of the benefits due under the employment relationship or other employment relationship, including in particular wages and benefits guaranteed by the relevant legal provisions”.
https://net.jogtar.hu/jogszabaly?docid=a0300125.tv
Salary improvements and other benefits
MATE has completed the multiple phases of its salary development programme, which began in January, 2022. This wave of pay increases was designed to recognise performance and excellence, offering differentiated, personalized raises through a combination of a base salary adjustment aligned with job type and rank, and performance-based supplements tied to teaching, publications, and managerial recommendations. According to the university, the initiative aims to create a stable but merit-based career model, improve staff retention, and strengthen the synergy between teaching, research, and innovation.
MATE has introduced a new Supplementary Doctoral Scholarship to make its PhD programmes more attractive and financially sustainable for students. Through this initiative, the university increases the standard government doctoral stipend to a total of HUF 300,000 per month for doctoral candidates who do not hold full-time employment and who meet specific academic and administrative criteria. This additional support is designed to enable talented young researchers to focus fully on their studies and research activities, reducing the financial pressures that might otherwise limit their progress. With this measure, MATE aims to strengthen its doctoral training system, attract high-calibre applicants, and further enhance the quality and competitiveness of its research environment.
MATE provides its employees with an annually regulated cafeteria benefit, defined by Rector’s Instruction on the cafeteria system. The program offers a unified, transparent framework for all staff employed under an active employment contract. In 2024, each eligible employee receives a net 150 000 HUF allowance, transferred to their Széchenyi Recreation Card (SZÉP-card), which can be used for meals, recreation, and accommodation services as permitted by national regulations. Eligibility is adjusted proportionally based on employment start or end dates, part-time status, or extended periods of unpaid leave, and employees must submit an annual electronic declaration to verify whether they receive SZÉP-card funds from other employers. The regulation also outlines the reporting, data-submission, and repayment obligations, ensuring proper use of the benefit and compliance with legal limits. Through this system, MATE supports employee well-being, work–life balance, and access to tax-advantaged benefits.
https://cafeteria.startup.uni-mate.hu/
MATE provides comprehensive occupational health services for all employees, delivered through an external specialist provider selected via public procurement. New staff members undergo a mandatory pre-employment medical assessment, while existing employees receive periodic workplace health examinations according to their occupational health category. Referrals for these medical fitness examinations are issued by the Human Resources Directorate, and employees must return the original “Medical Fitness Opinion” document to HR after their visit. In accordance with national regulations, employees who do not complete the required examinations or who receive a “not fit” classification may not continue working in their assigned role.
MATE regularly supports voluntary blood donation campaigns across its campuses, encouraging students and employees to participate in these community health initiatives. In cooperation with national blood donation services, the university hosts on-campus blood drives several times a year, making participation convenient and accessible. These events promote social responsibility, strengthen community engagement, and contribute to the national blood supply, reflecting MATE’s commitment to public health and civic involvement.
1.2. Workers’ unions
MATE recognises unions and labour rights (freedom of association and collective bargaining) for all, including women and international staff. This is stated in 12/2023 (IV.03.) Rector's Instruction on Ensuring Equal Opportunities and Equal Treatment at MATE.
Unions and labour rights
The University fully upholds employees’ labour rights, including freedom of association and collective bargaining. In line with Section 21 of the Equal Treatment Act, it neither directly nor indirectly discriminates against staff based on their membership in, or participation in, any advocacy or trade union organisation. This commitment is outlined in Chapter V of the University’s equal opportunity regulations, under the section on ensuring equal opportunities for employees. Several unions are active at MATE, representing different groups of academic and non-academic staff, including:
- Agricultural and Research Workers' Union (Agrároktatási és Kutatási Dolgozók Szakszervezete, AOKDSZ) https://aokdsz.hu/
- Union of Higher Education Employees (Felsőoktatási Dolgozók Szakszervezete, FDSZ) https://www.facebook.com/Felsooktatasi.Dolgozok.Szakszervezete/?locale=hu_HU
- Democratic Trade Union of Scientific Workers (Tudományos Dolgozók Demokratikus Szakszervezete, TDDSZ) https://www.facebook.com/TDDSZ/?locale=hu_HU
1.3. Employee performance evaluation and recognition
MATE evaluates its staff’s performance based on multiple criteria, encompassing teaching, research, and administrative activities. Based on the results of these assessments, the University provides various forms of support, recognition, and incentives, thereby encouraging professional development and outstanding performance.
University Performance Management System
The provisions of the Employment Requirements System lay down the operational framework for the institution's Performance Management System (TMR). The system was developed to evaluate the activities of those working in functional and research-teaching positions.
According to Section 1.
- The general purpose of TMR is to serve as a dynamic supporter of employees’ effective work performance and professional development, while also aligning the expectations placed on employees with the objectives of the university’s strategy and the Public Task Financing Agreement, as well as with the individual tasks performed by the employees.
- In order to achieve the objectives, set out in the university’s strategy and the Public Task Financing Agreement, as well as annual plans, professional and quality goals, and to reinforce the established system of values and standards, the TMR provides feedback to both employees and management on the performance of the university’s staff and the current status of their competencies. Based on this, it becomes possible to identify development areas and needs, plan human resource development interventions and support, and implement university-wide performance communication.
- It provides information to senior management and human resource management regarding employees’ development needs necessary to achieve their performance targets and their contributions to shared goals.
Rewarding Excellence Incentives
The University’s strategic objective is to rank among the top agricultural universities in Europe, assuming a leading role in this sector in Central and Eastern Europe. University rankings take into account numerous factors. Among the most important indicators of scientific performance are the quantity and quality of publications produced by the university’s staff, the number and origin of citations they receive, the volume and value of research grants and funding awarded to its researchers, and the quality of doctoral education offered.
In pursuit of research excellence and meaningful improvements in research performance, the University aims to achieve internationally recognized research results and to implement innovative knowledge projects with significant societal impact. According to Rector’s Instruction No. 29/2023 (XII.19.), the purpose of the instruction is to support high-quality scientific and related publication activities carried out in 2023, which contribute to the University’s advancement in international rankings.
MATE 2030 Strategic Programmes
The MATE 2030 Strategy was finalized in February 2024 and has been actively implemented since then. The Strategy emphasizes fostering both individual and team excellence across research and education. As part of this vision, the University has established programs that recognize and reward outstanding research achievements, demonstrable research impact, and excellence in teaching. These initiatives are designed to motivate researchers and educators alike, strengthen high-quality outputs, and reinforce MATE’s position as a leading institution in scientific innovation and academic performance.
As key initiatives of the Strategy, the Flagship Research Groups (FRGP) and Research Excellence (REP) Programmes support outstanding researchers and teams, fostering a performance-based culture of excellence. Focusing on strategic areas like sustainable agriculture, food security, climate adaptation, and digital innovation, the programmes provide financial support, professional development, and international collaboration, strengthening research impact, Hungary’s knowledge economy, and MATE’s global reputation.
https://research.uni-mate.hu/en/home
The MATE Impact Awards recognize staff whose work creates measurable societal, environmental, or economic impact. Covering innovation, public engagement, sustainability, and community-building, the awards highlight the value of translating knowledge into real-world action and promote a culture of responsibility, engagement, and visible impact beyond the University.
https://uni-mate.hu/impakt-dijak
The MATE Teaching Awards recognize outstanding educators for excellence, innovation, and mentorship. Covering five categories and evaluated by faculty and students, the program enhances teaching quality, professional recognition, and supports a development-focused academic community.
https://uni-mate.hu/oktatoi-dijak
1.4. Internal whistleblowing system
Process for employees to appeal on employee rights and/or pay is stated in MATE’s Internal abuse reporting system (Belső visszaélés-bejelentési rendszer). It is an internal abuse reporting system based on the provisions of Act XXV. of 2023 on complaints, abuses in the public interest and rules related to the reporting of abuse. The internal abuse reporting system allows you to report information about illegal or suspected illegal acts or omissions or other misconduct.
You can report to the internal abuse reporting system if you are:
a) an employee of the Hungarian University of Agricultural and Life Sciences as an employer,
b) an employee whose employment relationship with the employer has been terminated, and
c) a person who wishes to establish an employment relationship with the employer and for whom the procedure for the establishment of such a relationship has been initiated.
You can report to the internal abuse reporting system also if you are:
a) a self-employed person, a sole proprietorship, a sole proprietorship if it has a contractual relationship with the employer,
b) a person who holds a share in the employer and a person who is a member of the administrative, management or supervisory body of the employer, including a non-executive member,
c) a person who has initiated a procedure for establishing a contractual relationship with the employer, or who is or has been a contractor, subcontractor, supplier or person under the supervision and direction of a contractor,
d) trainees and volunteers working for the employer,
e) a person who wishes to enter into a legal or contractual relationship with the employer within the meaning of points (a), (b) or (d) and for whom the procedure for the establishment of such a legal or contractual relationship has been initiated, and
f) a person who has ceased to have a legal or contractual relationship with the employer within the meaning of points (a), (b) or (d).
Employees may submit a report through written, postal, or verbal channels, ensuring that their concerns are communicated securely and confidentially. Each report should include relevant details of the incident, supporting evidence, and any potential witnesses.
https://uni-mate.hu/belso-visszaeles-bejelentesi-rendszer
2. EMPLOYMENT POLICIES
2.1. Policy on discrimination
Against discrimination
Rector’s Instruction 12/2023 (IV.03.) on Ensuring Equal Opportunities and Equal Treatment at the Hungarian University of Agriculture and Life Sciences outlines measures to ensure equal opportunities and equal treatment at MATE. Chapter III, in the section on Equal Treatment Requirements and violation, defines what constitutes disadvantageous discrimination.
Gender Equality Plan (2022-2024)
MATE’s policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age or refugee status) is stated in the Gender Equality Plan 2022-2024. The document provides an overview of the current status of gender equality at the University - considering different aspects, including employees and students, identifies the needs and measures which should be determined during the implementation period, and finally envisage an action plan to promote progress towards the proposed goals.
MATE can continuously monitor the implementation of Gender Equality Plan, a Gender Equality Group has been set up, consisting of two women and two men appointed by the rector. It is responsible for raising strategic questions and ensuring the action plan is followed up, by setting priorities and raising issues at meetings. Gender equality, gender balance and diversity are important viewpoints that are to be integrated into all management training and other training at MATE.
The following main goals will be the top priority in the action plan period:
- Higher rate of women in academic positions and academic management positions,
- Better gender balance in research and innovation areas,
- Strengthening the work on diversity at MATE,
- Increased ambitions to hold back harassment with the main focus on sexual harassment.
Key priority areas:
- Work-life balance and organisation culture
- Family-friendly policies and measures
- Promoting equal access to training programmes
- Gender balance in leadership and decision-making
- Diagnoses
- Gender equality in recruitment and career progression
- Recruitment initiatives
- Career initiatives
- Integration of the gender dimension into research and teaching content
- Gender-based violence, sexual harassment
https://hr.uni-mate.hu/documents/d/mate-hr-igazgatóság/mate_gep_terv_2022_2024
AGRIGEP – Gender Equality Plans in Agriculture and Life Sciences
The project “Assessment and Implementation of Agriculture and Life Science Universities’ First Gender Equality Plans in Widening Countries” (AGRIGEP) is a Horizon Europe initiative coordinated by MATE. Launched in 2023, AGRIGEP addresses gender inequality in research and education, particularly in agriculture and life sciences. It supports partner universities in developing and implementing their first Gender Equality Plans (GEPs), tailored to sector-specific challenges, focusing on capacity building, structural reforms, and inclusive strategies to promote gender balance in STEM. The project also emphasizes empowering students and staff from diverse backgrounds, including those from developing countries.
https://palyazatok.uni-mate.hu/en/agrigep
2.2. Policy on modern slavery
MATE is committed to fighting forced labour, modern slavery, human trafficking, and child labour. The University’s employment policies are outlined in the following documents:
- 12/2023 (IV.03.) Rector's Instruction on Ensuring Equal Opportunities and Equal Treatment at the Hungarian University of Agricultural and Life Sciences.
https://unimatehu-my.sharepoint.com/:b:/g/personal/mat8964_uni-mate_hu/IQDugdMP-SnTSrUFp-zFSrvCAQ5LM1z_EH4M7ZJZAs41ciw?e=iPWUFK - Organisational and Operational Rules of the Hungarian University of Agricultural and Life Sciences - Volume II.: Employment Requirements System https://unimatehu-my.sharepoint.com/:b:/g/personal/mat8964_uni-mate_hu/IQA0nVk_4FBtTa2zF9wGFUKzAUH5T2MwOXsqL1P-L5_IUGg?e=oVmi26
3. Labour equality
3.1. Policy on pay scale equity
Gender Equality Plan (2022-2024)
MATE’s policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age or refugee status) is stated in the Gender Equality Plan 2022-2024. The document provides an overview of the current status of gender equality at the University - considering different aspects, including employees and students, identifies the needs and measures which should be determined during the implementation period, and finally envisage an action plan to promote progress towards the proposed goals.
MATE can continuously monitor the implementation of Gender Equality Plan, a Gender Equality Group has been set up, consisting of two women and two men appointed by the rector. It is responsible for raising strategic questions and ensuring the action plan is followed up, by setting priorities and raising issues at meetings. Gender equality, gender balance and diversity are important viewpoints that are to be integrated into all management training and other training at MATE.
The following main goals will be the top priority in the action plan period:
- Higher rate of women in academic positions and academic management positions,
- Better gender balance in research and innovation areas,
- Strengthening the work on diversity at MATE,
- Increased ambitions to hold back harassment with the main focus on sexual harassment.
Key priority areas:
- Work-life balance and organisation culture
- Family-friendly policies and measures
- Promoting equal access to training programmes
- Gender balance in leadership and decision-making
- Diagnoses
- Gender equality in recruitment and career progression
- Recruitment initiatives
- Career initiatives
- Integration of the gender dimension into research and teaching content
- Gender-based violence, sexual harassment
https://hr.uni-mate.hu/documents/d/mate-hr-igazgatóság/mate_gep_terv_2022_2024
3.2. Tracking pay scale for gender equity
MATE continuously monitors the implementation of Gender Equality Plan, and prepares annual reports on measurement or tracking results of pay scale gender equity. ANNUAL GENDER EQUALITY REPORT is a valuable document that allows us to understand the complexity of our community in terms of the differences that distinguish it and, above all, the gaps that still pervade it and to set targeted policies that help to implement the 2022-2024 Gender Equality Plan.
AGRIGEP – Gender Equality Plans in Agriculture and Life Sciences
The project entitled “Assessment and Implementation of Agriculture and Life Science Universities’ First Gender Equality Plans in Widening Countries” (AGRIGEP) is a Horizon Europe initiative coordinated by MATE, launched in 2023.
The EU is tackling the problem by introducing mandatory Gender Equality Plans (GEPs) in R&D institutions, but different skills, capacities and expertise are hampering effective implementation. Gender inequality problems may be more pronounced in science, technology, engineering and mathematics (STEM) fields, for which concrete action plans already exist. However, STEM fields are not homogeneous, with institutions in agriculture and life sciences facing very similar problems, but lacking sector-specific measures and plans to address the problem. Moreover, in the field of agriculture, many students come to EU research and education institutions from developing countries where there is a marked sector-specific gender imbalance.
https://palyazatok.uni-mate.hu/en/agrigep
The GEP strategy implementation is continued in line with the AGRIGEP project. See the annual report 2024 for further details:
https://hr.uni-mate.hu/documents/d/mate-hr-igazgat%C3%B3s%C3%A1g/ge-annual-report-2024
3.3. Practice on labour rights
MATE recognises unions and labour rights (freedom of association and collective bargaining) for all, including women and international staff. This is stated in 12/2023 (IV.03.) Rector's Instruction on Ensuring Equal Opportunities and Equal Treatment at MATE.
Labour rights (freedom of association and collective bargaining)
The University does not directly or indirectly discriminate against employees in relation to membership of or participation in advocacy organisations in accordance with s.21 of the Equal Treatment Act 21§. (In: chapter V., EQUAL OPPORTUNITY OF EMPLOYEES AT THE UNIVERSITY in the section Ensuring equal opportunities for people employed by the University, p. 5).
Equal Opportunities Committee
The University Senate has established an Equal Opportunities Committee to actively promote and safeguard equal opportunities across the institution. Comprising 12 members, the Committee has the authority to request information and clarifications from relevant University departments regarding any decisions, actions, or omissions that may infringe on equal access to opportunities. In addition, the Committee is empowered to propose appropriate measures to address and remedy any identified violations, ensuring that the principles of fairness, inclusivity, and non-discrimination are upheld throughout the University’s operations.
The Committee is responsible for:
a) institutional coordination of equal opportunities;
b) monitoring the implementation of equal opportunities;
c) Developing an Equal Opportunities Plan and monitoring its implementation;
d) Contributing to the implementation of the Gender Equality Plan (GEP) project;
e) Reviewing registration applications from students with disabilities;
f) providing the EDJB with opinions on requests for disability-related benefits and exemptions from students with disabilities, preparing decisions;
g) Investigating complaints about violations of equal opportunities, forwarding the complaint to the Ethics Committee, if necessary, while informing the Rector;
h) monitoring the proportional representation of women and men in the functioning of the University;
i) detecting cases of discrimination and actions that violate the proportional representation of women and initiating their elimination;
j) monitoring the implementation of measures taken to improve equal opportunities for disabled university citizens and, if necessary, proposing such measures;
k) monitoring the implementation of equal opportunities for employees with large families, single parents or employees belonging to minorities, and proposing the elimination of any discrimination;
l) in particular, monitoring research and interventions targeting disadvantaged, multiply disadvantaged, ethnic minority, foreign students, disabled university students.
In: chapter VI, Organisational and staffing conditions to ensure equal opportunities, p. 6-7.
Ethics Committee
The Code of Ethics of MATE is a collection of human and professional conduct standards, reflecting the values voluntarily adopted by the University. The Code applies to both the University’s employees and students. According to the Code, Section 9§
- By adopting the Code of Ethics, the University seeks to support the maintenance of its professional and institutional integrity through the enforcement of ethical standards. This effort is carried out through the Ethics Committee (hereinafter: the Committee), which, upon request, report, or on its own initiative, provides guidance on situations that can be assessed from an ethical perspective, thereby helping to resolve conflicts.
- The Committee’s primary goal is to align the practices of university life with the principles established in the Code of Ethics, using the tools at its disposal.
- The Committee’s responsibilities include investigating ethically questionable conduct, formulating proposals and recommendations, and conducting consultations on disputed issues. […]
3.4. Employment practice equivalent rights outsourcing
MATE's Organisational and Operational Rules of the Hungarian University of Agricultural and Life Sciences - Volume II.: Employment Requirements System regulates the rights and obligations of staff:
5§ (1) The University, as the employer, and the persons exercising rights as employers on behalf of the University [...] shall act in accordance with the principle of equal treatment in the establishment, modification and termination of employment relationships. Within this framework, they are authorized to give work-related instructions to employees and other parties in an employment relationship, supervise work performance, reward outstanding or above-average achievements, and sanction breaches of obligations. To the extent of the University’s capabilities, they are also obliged to support employee training and the provision of appropriate social conditions.
After the transfer to a third party, it is the third party who is obliged to ensure the equal rights of employees in compliance with Act II. of 2012 on the Labour Code and Act CXXV of 2003 on equal treatment and the promotion of equal opportunities.