SDG 1: NO POVERTY

SDG 2: Zero Hunger

End hunger, achieve food security and improved nutrition and promote sustainable agriculture

SDG 3: Good Health and Well-being

Mapua University is a smoke-free campus as it strictly follows Executive Order No. 26 of the Office of the President, and the ordinances of the City of Manila and the City of Makati on No Smoking Policy. The No Smoking policy is integrated into policies and guidelines for employees, students, including outsiders. No smoking campaign is also included in the Cardinal Health Corner and posters around the Campus.

• POLICY ON SMOKE-FREE
  • Overview:Mapúa University maintains a proactive stance against smoking, in response to the rising prevalence of cigarette and e-cigarette use among youth and adults. The University upholds full compliance with the Commission on Higher Education (CHED) Memorandum Order No. 6, Series of 2021, on Anti-Smoking and Tobacco Control Policy and Guidelines, as well as Republic Act No. 9211, also known as the Tobacco Regulation Act of 2003.This policy aims to reduce the use of cigarettes, vapes, e-cigarettes, hookahs, and other tobacco and aerosol products. It also seeks to raise awareness of the health risks associated with smoking among students, faculty, staff, concessionaires, and campus visitors.

     

  • Description: The University enforces a strict no-smoking policy across all its campuses, with clear signage posted throughout the grounds and banners displayed along the south and north perimeter fences to reinforce the regulation. The sale of cigarettes, cigars, vapes, e-cigarettes, hookah tobacco, pipes, and other tobacco or aerosol products is strictly prohibited within university premises. In compliance with government mandates, smoking is not allowed within a 200-meter radius of educational institutions, and the sale or distribution of tobacco-related items is banned within a 100-meter radius of the University. These measures aim to promote a healthier environment for students, faculty, staff, concessionaires, and visitors.
  • Reference:PCM-MF-02-00 Smoke-Free Policy effective December 20, 2024 CHED CMO No. 6, Series of 2021 Policy and Guidelines on Anti-Smoking and Tobacco Control R.A. 9211 Tobacco Regulation Act of 2003 Manila Ordinance No. 8521 An Ordinance Prohibiting the Use of Cigarettes, Vapes and/or Other Tobacco Products in Buildings Owned, Administered, and Used by the City Government of Manila and Imposing Penalties for Violations thereof and for Other PurposesMakati Ordinance No. 2002-090 An Ordinance Revising All Existing Anti- Smoking Ordinances in Makati City and Expanding the Coverage thereof, providing Penalty for Violation thereof

SDG 4: Quality Education

SGD 5: Gender Equality

To build a gender-sensitive friendly environment, Mapua University has programs for the academic and non-academic community to be aware of the different needs, roles, and responsibilities of women and men. This policy will enable us to meet the statutory obligations, the duty to eliminate sexual discrimination and sexual harassment, and the duty to promote gender equality of opportunity between men and women.

• POLICY ON GENDER EQUALITY, DIVERSITY AND INCLUSION 
  • Overview:Mapúa University’s Gender Equality Policy is designed to foster a gender- sensitive and inclusive environment. The University’s initiatives, directed toward both academic and non-academic sectors, promote awareness and understanding of the diverse needs, roles, and responsibilities of women, men, and transgender individuals.

     

    Statutory obligations encompass the responsibility to eliminate sexual discrimination and harassment, ensure proper reporting mechanisms within educational and workplace settings.

     

  • Description:The University upholds a strong commitment to cultivating a respectful, inclusive, and equitable environment for all members of the community, regardless of gender, race, ethnicity, religion, or physical ability. It ensures equal opportunities in both academic and non-academic services, while fostering a culture of dignity and fairness in every interaction. Gender stereotypes are actively challenged throughout school life, and open dialogue on issues of diversity is promoted to deepen awareness and understanding. The institution takes decisive measures to prevent and address sexual and gender-based bullying and discrimination, ensuring that all reports are properly investigated and acted upon. In support of its inclusive goals, the school continuously evaluates its disciplinary practices, teaching strategies, and curriculum to eliminate bias and reinforce gender equality. Recruitment and professional development initiatives are also designed to reflect and promote diversity, inclusion, and equal opportunity across all levels of the institution.

     

  • Reference:PCM-HR-06-00 Gender Equality, Diversity and Inclusion effective November 1, 2023

     

• POLICY ON CHARTER FOR EMPLOYEE DISCIPLINE COMMITTEE 
  • Overview:The Charter for Employee Discipline at Mapúa University establishes the framework for handling employee cases through the Employee Discipline Committee (EDICOM). Its primary purpose is to ensure fair and consistent evaluation, hearing, and resolution of disciplinary matters involving both teaching and non-teaching staff, regardless of rank or employment status.

     

  • Description:The Charter for Employee Discipline at Mapúa University outlines a fair and structured process for addressing employee misconduct involving both teaching and non-teaching staff. It ensures due process by requiring written notification of charges and evidence, a five-day period for response, and the option for legal counsel. The respondent is given the opportunity to be heard and present evidence, with decisions made solely on the merits of the case. Procedures in faculty and staff manuals supplement the Charter, while grave offenses involving faculty may be escalated directly to the Committee for institutional-level action.

     

  • Reference: RG-HR-45-01 Charter for Employee Discipline effective February 1, 2024

     

• POLICY THAT PROTECTS THOSE REPORTING DISCRIMINATION FROM EDUCATIONAL OR EMPLOYMENT DISADVANTAGE 
  • Overview: Mapúa University’s Open and Responsible Communication (Whistle Blowing Policy) establishes a formal framework for reporting concerns related to misconduct, fraud, abuse of authority, mismanagement, unethical or illegal behavior, and violations of institutional policies. It encourages employees, including teaching, non-teaching, seconded, and agency-deployed personnel to disclose such matters responsibly, with the option to remain anonymous. The policy also encompasses engagements with third parties and contractual obligations, promoting transparency and accountability across all levels of the university.

     

  • Description: As a university dedicated to academic excellence, Mapúa University affirms its commitment to fostering ethical behavior and moral integrity in shaping the professionalism of its students. In support of this mission, all officers and employees are expected to carry out their responsibilities with transparency, honesty, and adherence to legal and institutional standards. By complying with applicable laws, policies, and regulations, they contribute to safeguarding the University’s reputation and advancing its institutional values.

     

  • Reference: PCM-HR-08-00 Open and Responsible Communication (A Whistle Blowing Policy effective January 15, 2024

     

• POLICY ON RECRUITMENT 
  • Overview:Mapúa University’s Recruitment Policy outlines the standardized procedures for requesting, recruiting, screening, selecting, and hiring faculty members across all academic departments. It ensures a transparent and equitable process that upholds the institution’s commitment to diversity and inclusion. The University promotes non-discriminatory hiring practices by encouraging applications from qualified individuals belonging to underrepresented groups, including ethnic minorities, low-income backgrounds, non-traditional applicants, persons with disabilities, and individuals of diverse sexual orientations and gender identities.
  • Description:Mapúa University’s Recruitment Policy establishes a structured and inclusive process for hiring faculty members across all academic departments. The procedure begins with the submission of a Request Form to document the need for new hires. Once approved, the recruitment phase involves screening and evaluating candidates based on academic qualifications, experience, and alignment with institutional standards.

     

    Final selection is subject to administrative approval, ensuring transparency, fairness, and adherence to the university’s commitment to diversity and academic excellence.

     

  • Reference:PM-HR-02-03 Recruitment of Faculty effective January 25, 2025

    PM-HR-03-05 Recruitment of Non-Teaching Employees effective January 25, 2025

     

• POLICY ON JOB CONTRACTING 
  • Overview: Mapúa University’s Job Contracting Policy provides formal guidelines for engaging independent contractors to perform specific tasks, services, or projects within a defined timeframe. This arrangement applies to positions legally contracted or outsourced, ensuring compliance with the Philippine Labor Code and safeguarding the rights of all personnel, including contracted workers. The policy defines job contracting as a legitimate agreement between the University and a third-party contractor for the completion of work, while maintaining transparency, accountability, and adherence to labor standards throughout the engagement process.

     

  • Description: Mapúa University contracts only collateral services—such as janitorial work, security, construction, and maintenance—to independent contractors who are duly registered and accredited by the Department of Labor and Employment. The University ensures that contracted employees receive protection against injury or illness through safe working conditions, a weekly rest day, a one-hour meal break, and wages compliant with the National Wages and Productivity Commission’s orders. Core functions inherent to the University’s primary operations and typically performed by regular employees are excluded from contracting arrangements.

     

  • Reference: RG-HR-02-04 Job Contracting effective January 25, 2025

     

• POLICY ON CHILD AND FORCED LABOR 
  • Overview:Mapúa University’s Child and Forced Labor Policy affirms its commitment to upholding human rights and labor standards by strictly prohibiting the employment of individuals under conditions of child labor or forced labor. In accordance with Republic Act No. 9208 and other relevant laws, the University ensures that all hiring practices, particularly for non-teaching personnel are free from coercion, exploitation, and any form of involuntary servitude. This policy applies across all departments, offices, centers, and academic units, reinforcing Mapúa’s dedication to ethical employment and the protection of vulnerable groups within the workplace.

     

  • Description:Mapúa University, through its Human Resources Department, upholds a strict policy against child and forced labor in accordance with national labor laws and international standards. In compliance with Department of Labor Order No. 65, Series of 2004, and Republic Act No. 9231 amending R.A. 7610, the University prohibits the recruitment, sourcing, selection, or hiring of individuals under 18 years of age for any form of employment, temporary, permanent, or part-time recognizing that such practices may lead to exploitation or harm to a child’s well-being. Furthermore, in alignment with Republic Act No. 10364, also known as the Expanded Anti-Trafficking in Persons Act, Mapúa University does not tolerate any form of forced labor, including coercion, intimidation, or abuse of authority. The institution is committed to promoting human dignity, ensuring a safe and respectful work environment, and protecting all employees from exploitation and violence in the workplace.

     

  • Reference: RG-HR-49-01 Child & Forced Labor effective January 25, 2025

     

• POLICY ON AGAINST WORKPLACE SEXUAL HARASSMENT 
  • Overview: Mapúa University’s Anti-Sexual Harassment Policy is established in accordance with Republic Act No. 7877, the Anti-Sexual Harassment Law of 1995, and is supported by comprehensive guidelines, plans, and procedures designed to detect, prevent, and address incidents of sexual harassment within the workplace. The University affirms its commitment to maintaining a safe, respectful, and inclusive environment for all employees, free from sexual and other forms of discriminatory harassment, and ensures that appropriate mechanisms are in place to uphold this standard across all institutional levels.

     

  • Description: Mapúa University’s Guidelines and Procedures Against Workplace Sexual Harassment, as outlined in Reference Guidelines RG-HR-22-00, are designed to implement Republic Act No. 7877 by establishing a comprehensive framework for preventing, detecting, and addressing sexual harassment within the institution. These guidelines apply to all teaching and non-teaching personnel and aim to foster a safe and respectful work environment free from any form of sexual or discriminatory harassment. The policy includes mechanisms for reporting incidents, conducting investigations, and enforcing disciplinary actions, all while ensuring confidentiality, fairness, and protection for affected individuals. Through these measures, the University reinforces its

    commitment to upholding human dignity and promoting ethical conduct across all levels of the organization.

     

  • Reference: RG-HR-22-01 Guidelines and Procedures Against Workplace Sexual Harassment effective January 25, 2025

     

• POLICY ON DISABILITY ACCOMMODATION 
  • Overview: Mapúa University Disability Accommodation Policy ensures that employees with disabilities are provided reasonable support to perform their essential job functions effectively. The University commits to fair treatment in hiring, access to facilities, flexible work schedules, and adjustments to marginal or incidental duties, enabling individuals with disabilities to carry out their roles with dignity and efficiency. This policy reflects Mapúa’s dedication to inclusivity, workplace equity, and compliance with applicable labor and accessibility standards.

     

  • Description: The University is committed to providing equal employment opportunities for people with disabilities and fully adheres to applicable legal standards. The University prohibits discrimination in all aspects of employment including hiring, promotion, compensation, and training and ensures reasonable accommodation is available, such as accessible facilities (e.g., ramps and elevators), workplace safety enhancements, flexible work schedules, health monitoring, and counseling support. Employees with disabilities may request accommodation through the Human Resources Department, which will coordinate with relevant parties to determine appropriate adjustments while maintaining confidentiality and compliance with privacy policies. All employees must cooperate in providing necessary medical documentation, and accommodation will not be granted if they pose a direct threat to workplace safety. Individuals currently using illegal drugs are not covered under this policy.

     

  • Reference: RG-HR-51-01 Disability Accommodation effective January 25, 2025

     

• POLICY ON MATERNITY AND PATERNITY LEAVE 
  • Overview: This policy provides paid leaves to support employees during childbirth or miscarriage, in accordance with Philippine labor laws and Commission on Higher Education (CHED) Guidelines.

     

    Maternity Leave

    • Eligible: All female employees
    • Requirements:
      • Maternity Notification at least 30 days before leave.
      • OB History
      • Hospital Abstract or Operating Room Records (Certified True Copy)
      • Childbirth Certificate (Certified True Copy)
    • Maternity Leave Period:
      • 105 days paid leave for childbirth
      • 120 days if a solo parent
      • 60 days of miscarriage
      • Optional 30 more days (unpaid)
    • Compensation: Full Salary to be provided by Social Security System (SSS and the University) 

    Paternity Leave

    • Eligible: Married male employees
    • Requirement: Childbirth Certificate (Certified True Copy)
    • Paternity Leave Period:
      • 7 days per childbirth/miscarriage (within 4th childbirth)
      • May use 7 more days from wife’s maternity leave (if agreed)
    • ·Compensation: Full Salary to be provided by the University 
  • References: Republic Act No. 11210 (Expanded Maternity Leave Law)

    Republic Act No. 8187 (Paternity Leave Act of 1996)

    CHED and Civil Service Commission (CSC) guidelines

    RG-HR-54-00 Maternity and Paternity Policy effective January 25, 2025

SDG 6: Clean Water and Sanitation

As the global demand for clean and sustainable water increases exponentially each year, Mapua University has water conservation policy and programs to maximize water across the university.

• POLICY ON WATER CONSERVATION 
  • Overview: Mapúa University enhances its building standards to promote water efficiency and conservation across its campus. This includes the integration of systems such as rainwater harvesting and water station backwash collection, which are designed to reduce overall water consumption and support sustainable resource management.

     

  • Description:The University implements a comprehensive water conservation and management strategy that includes the use of low flow plumbing fixtures, rainwater harvesting systems, and wastewater recycling through backwashing methods. The university sets a daily water usage target of 20 liters per person and aims for a 7% annual reduction in consumption. All new buildings and renovations adhere to water-efficient design standards, while the Campus Development and Maintenance Office (CDMO) monitors system performance and ensures proper maintenance. These efforts are supported by campus-wide guidelines that apply to students, staff, tenants, and visitors, alongside educational programs that promote environmental awareness and responsible water use.

     

  • Reference:Water Conservation Guidelines effective July 1, 2021

    Water Management and Care Guidelines effective February 1, 2023

    Water Re-Use Policy effective September 29, 2021

SDG 7: Affordable and Clean Energy

The University integrates energy efficiency and renewable energy practices across its campuses, aiming to reduce carbon emissions and promote environmental stewardship. Through research, innovation, and partnerships, Mapúa fosters initiatives that encourage clean energy adoption and sustainable resource management. These efforts reflect the institution’s commitment to creating a greener future while ensuring access to energy that supports academic and operational excellence.

• POLICY ON ENERGY-RELATED 
  • Overview:Mapúa University optimizes its building standards to reduce electricity consumption and promote energy efficiency and conservation. This includes the integration of energy-efficient design principles and technologies in all construction and renovation activities across campus facilities.

     

  • Description: The University promotes energy conservation and efficiency through smart building practices and sustainable operations. It uses LED lighting, energy-saving appliances, and schedules air conditioning use carefully. The University encourages students and staff to save energy by turning off unused equipment and using natural light. Its campuses are powered by 100% renewable energy through a partnership with ACEN Renewable Energy Solutions. To reduce its carbon footprint further, Mapúa limits air travel, supports virtual events, and adds more green spaces. For building renovations and new constructions, the University follows energy-efficient design standards—using better insulation, natural ventilation, and energy-saving systems. These efforts are managed by the Campus Maintenance, Development, and Operations team to ensure long-term sustainability.

     

  • Reference:Energy Conservation Guidelines effective October 1, 2022

    Energy Efficient Building Renovation and Construction Guidelines effective July 1, 2022

     

• POLICY ON TRANSPORTATION-RELATED 
  • Overview: Mapúa University has clear rules for using service vehicles, company-issued cars, and personal vehicles for official work. These rules apply to authorized drivers, employees from both Intramuros and Makati

    campuses, and students using vehicles for meetings, practices, tournaments, and other school-related activities. Before any trip, drivers must check the vehicle’s condition and fill out a trip form. If employees use their own cars, they need approval first. Gas and toll expenses can be reimbursed, but only if the trip is officially approved and within the person’s job duties. The Campus Development and Maintenance Office (CDMO) makes sure all these rules are followed.

     

  • Description: Mapúa University enforces a structured process for the proper use and monitoring of service vehicles, whether university-owned or personal vehicles used for official business. All authorized drivers must be pre-qualified, holding valid licenses and having passed both written and practical driving exams. Before any trip, drivers are required to complete a Trip Ticket Form and conduct a BLOWBAGETS check—Battery, Lights, Oil, Water, Brakes, Air, Gas, Engine, Tires, and Safety equipment—to ensure vehicle readiness. The Campus Development and Maintenance Office (CDMO) oversees fleet operations, ensuring vehicles are used strictly for approved university activities such as meetings, tournaments, and official errands. Personal vehicles may be used for official business only with prior authorization and must comply with the same safety and documentation standards. Monitoring includes regular maintenance logs, fuel tracking, and adherence to environmental and safety protocols to promote responsible and efficient transportation across Mapúa’s campuses.

     

  • Reference: PCM-AI-03-00 Service Vehicles effective July 15, 2024

    PCM-AI-04-00 Use of Company-Issued Vehicles and Personal Vehicles including Taxi Fare effective July 15, 2024

SDG 8: Decent Work and Economic Growth

SDG 9: Industry, Innovation, and Infrastructure

SDG 10: Reduced Inequality

To reduce inequality among its students and employees, Mapua University implements non-discrimination policies that are applicable for everyone – regardless of gender, race, religious beliefs or economic status.

• POLICY ON ADMISSIONS REQUIREMENTS FOR FRESHMEN APPLICANTS 
  • Overview: Mapúa University’s admissions requirements for freshmen applicants are designed to ensure a fair and comprehensive evaluation of prospective students seeking entry into its undergraduate programs. Applicants must complete the online application form and proceed through the Mapúa Program Placement Assessment System (MPASS), which serves as the basis for program qualification and placement. The University requires submission of essential documents, including academic records and identification, and may consider additional criteria such as English language proficiency and performance in relevant subjects. Admission is competitive, and meeting the minimum requirements does not guarantee acceptance, as final decisions are based on a holistic assessment of each applicant’s qualifications and readiness for academic success.

     

  • Description: Mapúa University offers a streamlined online admissions process to guide prospective college students from application to enrollment. The process consists of five key steps: submitting an application, paying the MPASS fee, taking the Mapúa Program Placement Assessment System (MPASS), reserving a slot, and completing registration or enrollment—ensuring a smooth and accessible start to their academic journey.

     

  • Reference: PM-AD-02-04 New Freshmen Application effective December 5, 2024

    RG-AD-01-05 Admission Requirements for Freshmen Applicants effective December 5, 2024

     

• POLICY ON COUNSELING SERVICES FOR PWDs 
  • Description:Mapúa University is committed to fostering an inclusive academic environment that supports learners with special needs through a range of programs, policies, and services. The University integrates the principles of equal access, participation, and opportunity into its operations, curriculum development, facilities, and support systems, ensuring that barriers to learning are addressed through reasonable accommodations. These may include assistive technologies, flexible instruction and assessment methods, and adjustments to physical and digital learning environments. Recognizing the intersectionality of special needs with factors such as gender, race, sexual orientation, and socioeconomic status, Mapúa adopts a holistic approach to inclusion. By promoting positive attitudes among staff and students and maintaining the integrity of its academic standards, the University enables learners with special needs to fully engage in educational activities and achieve their academic goals on equal footing with their peers.

     

  • Reference: RG-GC-01-00 Counseling PWDs effective November 17, 2020

    PCM-AA-16-00 Policy for Learners with Special Needs effective August 1, 2024

SDG 11: Sustainable Cities and Communities

SDG 12: Responsible Consumption and Production

Mapúa University has set programs, processes, and guidelines to reduce the amount of waste produced to promote a more sustainable society and protect the environment. Below are the goals and priorities for school waste at the University:

• Expansion of recycling collections to reduce the volume of waste currently sent to landfill
• Education and awareness of opportunities for waste prevention, reduction, and reuse in the University to further improve waste management
• Guidelines and policy for consistent waste reduction and management practice across school premises

• POLICY ON WASTE MANAGEMENT 
  • Overview: Mapúa University Waste Management Program is guided by its commitment to environmental sustainability and responsible resource use. The University has implemented structured policies and practices aimed at minimizing waste generation, promoting recycling, and reducing landfill contributions. Key initiatives include expanding recycling collections, reducing paper usage among students and staff, and fostering awareness on waste prevention, reduction, and reuse. Mapúa also ensures consistent waste management practices across its campuses and identifies major waste streams for targeted reduction through reuse and recycling programs. These efforts align with the University’s broader sustainability goals and ISO 14001:2015 certification for environmental management.

     

  • Description: Mapúa University’s Waste Management Plan promotes sustainability through the reuse, recycling, and composting of campus-generated waste, while ensuring the safe and proper disposal of hazardous materials. The plan categorizes waste into five key types: biodegradable waste such as food, paper, and garden debris; recyclable materials including plastics, metals, glass, and wood; hazardous waste like chemicals, pesticides, and expired paints; clinical and medical waste; and electronic waste comprising gadgets, computers, and office equipment. Each category is managed with appropriate procedures to minimize environmental impact and uphold health and safety standards across the University.

     

  • Reference:RG-CD-06-04 Waste Management and Sanitation Programs effective July 1, 2021

    RG-LM-18-01 Handling and Storage of Hazardous Wastes Generated in All ILMO Laboratories effective August 12, 2019

    Policy for Minimization of Disposable Items effective January 04, 2021

    Policy on Plastic Waste Reduction effective January 15, 2025

    Policy on Single-Use Plastic Reduction effective January 15, 2025

    Memo on Disposable Policy of Mapúa University effective January 5, 2021

• POLICY ON TRANSPORTATION-RELATED 
  • Overview:Mapúa University has clear rules for using service vehicles, company-issued cars, and personal vehicles for official work. These rules apply to authorized drivers, employees from both Intramuros and Makati campuses, and students using vehicles for meetings, practices, tournaments, and other school-related activities. Before any trip, drivers must check the vehicle’s condition and fill out a trip form. If employees use their own cars, they need approval first. Gas and toll expenses can be reimbursed, but only if the trip is officially approved and within the person’s job duties. The Campus Development and Maintenance Office (CDMO) makes sure all these rules are followed.

     

  • Description:Mapúa University enforces a structured process for the proper use and monitoring of service vehicles, whether university-owned or personal vehicles used for official business. All authorized drivers must be pre-qualified, holding valid licenses and having passed both written and practical driving exams. Before any trip, drivers are required to complete a Trip Ticket Form and conduct a BLOWBAGETS check—Battery, Lights, Oil, Water, Brakes, Air, Gas, Engine, Tires, and Safety equipment—to ensure vehicle readiness. The Campus Development and Maintenance Office (CDMO) oversees fleet operations, ensuring vehicles are used strictly for approved university activities such as meetings, tournaments, and official errands. Personal vehicles may be used for official business only with prior authorization and must comply with the same safety and documentation standards. Monitoring includes regular maintenance logs, fuel tracking, and adherence to environmental and safety protocols to promote responsible and efficient transportation across Mapúa’s campuses.

     

  • Reference: PCM-AI-03-00 Service Vehicles effective July 15, 2024

    PCM-AI-04-00 Use of Company-Issued Vehicles and Personal Vehicles including Taxi Fare effective July 15, 2024

     

• POLICY ON SUSTAINABLE PROCUREMENT 
  • Overview: Mapúa University promotes sustainable procurement by integrating environmental, social, and governance (ESG) principles into all sourcing activities, covering the full lifecycle of goods and services—from design and material selection to production, transport, usage, and disposal. It aims to support environmental protection, address climate change and resource depletion, and encourage responsible purchasing practices. Procurement decisions consider long-term impacts on business quality, reduce waste and carbon emissions, and limit reliance on unsustainable sources. The policy also ensures that all transactions, whether internal or external, reflect a commitment to sustainability and deliver lasting benefits to society and the environment.

     

  • Description:The University’s sustainable procurement policy aims to enhance operational sustainability by ensuring legal compliance, strengthening supply chain capabilities, and promoting high standards of economic, social, ethical, and environmental practices. It includes identifying and managing procurement-related risks, while actively communicating the policy to internal and external stakeholders to raise awareness among suppliers and contractors. In line with this commitment, the same environmental standards will be required of all suppliers and contractors as part of the accreditation process.

     

  • Reference:PCM-PR-08-00 Responsible and Sustainable Policy effective July 15, 2025

SDG 13: Climate Action

SDG 14: Life Below Water

SDG 15: Life on Land

SDG 16: Peace, Justice, and Strong Institutions

Mapúa University is committed to fostering peace, justice, and strong institutions in alignment with the United Nations Sustainable Development Goal 16. The University upholds transparency, accountability, and ethical governance as core principles in its operations. Through policies that promote academic integrity, inclusivity, and respect for human rights, Mapúa ensures a safe and equitable environment for all stakeholders. The institution actively engages in initiatives that strengthen institutional frameworks, encourage participatory decision-making, and advocate for justice and fairness within the academic community and beyond.

• POLICY THAT PROTECTS THOSE REPORTING DISCRIMINATION FROM EDUCATIONAL OR EMPLOYMENT DISADVANTAGE 
  • Overview: Mapúa University’s Open and Responsible Communication (Whistle Blowing Policy) establishes a formal framework for reporting concerns related to misconduct, fraud, abuse of authority, mismanagement, unethical or illegal behavior, and violations of institutional policies. It encourages employees, including teaching, non-teaching, seconded, and agency-deployed personnel to disclose such matters responsibly, with the option to remain anonymous. The policy also encompasses engagements with third parties and contractual obligations, promoting transparency and accountability across all levels of the university.

     

  • Description:As a university dedicated to academic excellence, Mapúa University affirms its commitment to fostering ethical behavior and moral integrity in shaping the professionalism of its students. In support of this mission, all officers and employees are expected to carry out their responsibilities with transparency, honesty, and adherence to legal and institutional standards. By complying with applicable laws, policies, and regulations, they contribute to safeguarding the University’s reputation and advancing its institutional values.

     

  • Reference: PCM-HR-08-00 Open and Responsible Communication (A Whistle Blowing Policy effective January 15, 2024

     

• Anti-Bribery and Anti-Corruption Policy – iPeople 

  Mapúa University operates under Malayan Education System, Inc., a wholly owned subsidiary of iPeople, Inc., the education holding company of House of Investments.

   

  The University is covered by the Anti‑Bribery and Anti‑Corruption Policy of HI, which adopts a zero‑tolerance approach to bribery and corruption. This policy prohibits the offering, giving, soliciting, or receiving of any form of bribe or improper advantage. It applies to directors, officers, employees, and relevant third parties across the group. The policy establishes clear ethical standards, preventive controls, and reporting mechanisms, and is aligned with HI’s whistleblowing and corporate governance framework to promote integrity, transparency, and accountability in all operations.

SDG 17: Partnership for the Goals