SDG 8 In Number
Number of employees
3,699
Number of academic staff
1,923
University expenditure (IDR)
1,561,027,263,159
Number of students
27,537
Number of students with work placements for more than a month
13,282
Number of employees on contracts of over 24 months
3,699
8.2.3 Employment Policy on Discrimination
Employment Policy on Ending Discrimination
Universitas Sebelas Maret (UNS) is committed to ending workplace discrimination through institutional policies that promote equal treatment, fairness, respect for diversity, and equal employment opportunities. The university has established a regulatory framework to prevent discriminatory practices and ensure that all employees and members of the university community are treated fairly, regardless of their religion, gender, age, disability, social background, or other personal characteristics. These policies apply to employee management, workplace culture, career development, and protection against discriminatory practices. Through these commitments, UNS supports SDG 8: Decent Work and Economic Growth, particularly by promoting inclusive, safe, and equitable working environments.
1. Institutional Policy on an Inclusive and Anti-Discrimination Campus
UNS demonstrates its institutional commitment to ending discrimination through Circular Letter Number 81.4/UN27/HK.06/2024 on an Inclusive and Anti-Discrimination Campus at Universitas Sebelas Maret, issued on October 1, 2024. This policy explicitly calls for a friendly, safe, inclusive, equal, and discrimination-free environment in implementing the university’s Three Pillars of Higher Education (Tridarma Perguruan Tinggi). It requires all members of the university community to prevent and address discrimination in all its forms.
The circular letter establishes concrete measures, including prohibiting discriminatory acts, imposing sanctions on individuals found responsible for discrimination, ensuring equal fulfillment of rights, and providing equal opportunities for career development regardless of gender, economic status, disability, geographical origin, nationality, or minority group membership. It also establishes protection mechanisms for individuals reporting discrimination.
These provisions demonstrate UNS’s commitment to ending discrimination and maintaining equal treatment in the workplace and across the university environment.
Reference:
2. Non-Discriminatory Employee Management Policy
UNS incorporates the principle of non-discrimination into its employee management system through Board of Trustees Regulation Number 04 of 2021 on UNS Employees. Article 12, paragraph (2), explicitly states that the non-civil servant employment system must be open, performance-based, and free from discrimination based on ethnicity, religion, race, or group. This provision establishes equal and fair principles in employment and recruitment practices.
Furthermore, Rector Regulation Number 38 of 2023 on Employee Management explicitly establishes non-discrimination as a fundamental principle of employee management under Article 3. Article 4, paragraph (3), and Article 5, particularly Article 5, paragraph (2), letter d, reinforce the core value of being harmonious by emphasizing respect for differences and individuals regardless of their backgrounds. Together, these provisions establish a policy foundation for ending discrimination in employment and promoting a respectful and inclusive workplace.
References:
3. Strengthening Equal Treatment through Updated Employee Management Regulations
UNS further strengthened its employee management framework through Rector Regulation Number 4 of 2025, which amends Rector Regulation Number 38 of 2023 on Employee Management. The amendment reinforces workplace culture by revising Article 6, paragraph (5), which defines teamwork as including respect for every individual regardless of background and the development of a safe and comfortable working environment.
This provision strengthens the implementation of non-discrimination principles in everyday workplace interactions. By integrating respect for individual differences and a safe working environment into its employee management framework, UNS reinforces its commitment to equal treatment and a professional workplace culture. This regulatory development complements the existing non-discrimination provisions in Rector Regulation Number 38 of 2023.
4. Policy on the Prevention and Handling of Discrimination and Violence
UNS also addresses discrimination through its policy framework for preventing and handling violence. Rector Regulation Number 48 of 2023 on the Prevention and Handling of Sexual Violence was subsequently replaced by Rector Regulation Number 7 of 2025 on the Prevention and Handling of Violence. The updated regulation establishes a broader framework for creating a friendly, safe, inclusive, equal, and violence-free environment in implementing the university’s Three Pillars of Higher Education.
The regulation explicitly recognizes non-discrimination as a fundamental principle and identifies discrimination and intolerance as prohibited forms of violence. It also promotes gender justice and equality, equal treatment, accessibility, and reasonable accommodation for persons with disabilities. Through these provisions, UNS strengthens institutional protection against discriminatory practices and supports a safe and inclusive environment for employees and other members of the university community.
References:
5. Supporting National Legislation on Equal Employment Opportunities
UNS’s institutional commitment to ending discrimination is supported by national legislation that guarantees equal employment opportunities and protects workers’ rights. Law Number 13 of 2003 on Manpower, particularly Articles 5 and 6, establishes equal employment opportunities and equal treatment without discrimination. These provisions provide a broader legal foundation for fair employment practices and worker protection.
In addition, Law Number 7 of 1984 on the Ratification of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) reinforces the commitment to eliminating discrimination against women, including in employment. Minister of Education, Culture, Research, and Technology Regulation Number 55 of 2024 also provides a framework for preventing and addressing violence, discrimination, and intolerance in higher education institutions. These national regulations complement UNS’s internal policies in promoting equality, fairness, and non-discriminatory employment practices.
References:
Conclusion
Through its institutional regulations and supporting national legislation, Universitas Sebelas Maret demonstrates a clear commitment to ending workplace discrimination. Its policies establish non-discrimination as a principle of employee management, prohibit discriminatory practices, guarantee equal treatment and career development opportunities, and provide protection mechanisms for individuals reporting discrimination. The updates to its employee management and violence prevention regulations further reinforce this commitment.
By integrating equality, fairness, respect for diversity, and protection against discrimination into its employment policies, UNS strives to maintain a safe, inclusive, and equitable workplace for all employees. These institutional commitments contribute to SDG 8: Decent Work and Economic Growth by promoting fair employment practices and ensuring everyone can participate in a dignified, discrimination-free working environment.
Employment Policies Ensuring Non-Discrimination at Universitas Sebelas Maret (UNS)
SDG 8 Indicator
Employment Practice
Policy | Link | Summary | Relevant Article / Provision |
Circular Letter Number 81.4/UN27/HK.06/2024 on Inclusive and Anti-Discrimination Campus at Universitas Sebelas Maret | Establishes UNS’s institutional commitment to creating a friendly, safe, inclusive, equal, and discrimination-free campus environment. It requires preventing and handling discrimination, guarantees equal rights and career development opportunities, provides sanctions for discriminatory acts, and establishes protection mechanisms for individuals reporting discrimination. | Points 4–7 and 11: Prohibit discriminatory acts, impose sanctions on perpetrators, guarantee equal fulfillment of rights, provide equal career development opportunities, and establish protection mechanisms for individuals reporting discrimination. | |
Board of Trustees Regulation Number 04 of 2021 on UNS Employees | Establishes provisions on employee status, rights, obligations, recruitment, career development, retirement age, performance targets, outsourcing, and foreign workers. It promotes an open, performance-based, and non-discriminatory employment system for UNS employees, including lecturers and educational staff. | Article 12, paragraph (2): States that the non-civil servant employment system must be open, performance-based, and free from discrimination based on ethnicity, religion, race, or group. | |
Rector Regulation Number 38 of 2023 on Employee Management | Provides a comprehensive framework for employee management at UNS, covering management principles, core values, code of ethics and conduct, workplace culture, recruitment, performance management, career and competency development, rewards, transfers, and digital employee management. It establishes non-discrimination as a fundamental principle of employee management. | Article 3: Establishes non-discrimination as a principle of employee management. Article 4, paragraph (3), and Article 5: Describe the core value of being harmonious as caring for and respecting differences and respecting everyone regardless of background. Article 5, paragraph (2), letter d: Reinforces respect for individual differences and backgrounds. | |
Rector Regulation Number 4 of 2025 concerning the Amendment to Rector Regulation Number 38 of 2023 on Employee Management | https://drive.google.com/file/d/1qe-VBxFwUD3AHHQ3g3HauqQVFuQlOp1A/view?usp=drive_link | Amends the existing employee management framework and strengthens workplace culture by emphasizing teamwork, respect for individual differences, and a safe, comfortable working environment. The amendment reinforces the implementation of non-discrimination principles in everyday workplace interactions. | Amended Article 6, paragraph (5), letter b: Requires employees to respect everyone without distinguishing based on their backgrounds. Article 6, paragraph (5), letter c: Emphasizes building a safe and comfortable working environment. |
Rector Regulation Number 7 of 2025 on the Prevention and Handling of Violence | Establishes a framework for preventing and handling violence to create a friendly, safe, inclusive, equal, and violence-free environment in implementing UNS’s Three Pillars of Higher Education. It explicitly recognizes non-discrimination as a fundamental principle and prohibits discrimination and intolerance. It also promotes gender equality, equal treatment, accessibility, and reasonable accommodation for persons with disabilities. | Article 2, letter c: Establishes the objective of creating a friendly, safe, inclusive, equal, and violence-free environment. Article 4: Establishes principles of non-discrimination, gender equality, and disability inclusion. Articles 7 and 13: Prohibit discrimination and intolerance as forms of violence. | |
Rector Regulation Number 48 of 2023 on the Prevention and Handling of Sexual Violence (Superseded) | https://drive.google.com/file/d/1qbcbB0MB_ | Previously regulated the prevention and handling of sexual violence at UNS, including preventive measures, victim support and recovery mechanisms, and sanctions for perpetrators. This regulation provided the initial institutional framework for promoting a safe and equal campus environment before Rector Regulation Number 7 of 2025 replaced it. | Relevant provisions: Provisions on the prevention and handling of sexual violence, victim protection, reporting mechanisms, and sanctions. This regulation has been replaced by Rector Regulation Number 7 of 2025. |
Law Number 13 of 2003 on Manpower | Regulates the rights, obligations, and protection of workers and employers in Indonesia. It covers equal employment opportunities without discrimination, employment relations, wages, working hours, occupational health and safety, welfare guarantees, and protection for vulnerable groups. | Articles 5 and 6: Guarantee equal employment opportunities and equal treatment without discrimination in employment. | |
Law Number 7 of 1984 on the Ratification of CEDAW | https://peraturan.bpk.go.id/Details/46978/uu-no-7-tahun-1984 | Ratifies the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). It establishes Indonesia’s commitment to eliminating discrimination against women in various areas, including employment, and promoting gender equality and women’s rights. | Article 1: Ratifies CEDAW, providing a national legal commitment to eliminating discrimination against women, including in the workplace. |
Minister of Education, Culture, Research, and Technology Regulation Number 55 of 2024 on the Prevention and Handling of Violence in Higher Education Institutions | https://peraturan.bpk.go.id/Details/305767/permendikbudriset-no-55-tahun-2024 | Establishes a regulatory framework for preventing and handling violence in higher education institutions, including discriminatory acts and intolerance. It supports a safe, inclusive, and respectful campus environment. | Article 13: Addresses forms of violence, including discrimination and intolerance, within higher education institutions. |