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
8.2.6 Employment Policy Pay Scale Equity
Employment Policy on Pay Scale Equity and Gender Equality at Universitas Sebelas Maret
Universitas Sebelas Maret (UNS) is committed to promoting fair employment practices through a transparent and structured remuneration system. Pay scale equity is an important part of this commitment, ensuring that employees receive fair compensation based on their positions, responsibilities, length of service, and work performance, without gender-based discrimination. Through its employment and remuneration regulations, UNS establishes a framework to support equal treatment in the workplace and prevent potential inequalities in employee compensation.
1. Regulatory Framework for Fair and Equal Pay
UNS establishes its salary and remuneration arrangements through formal institutional regulations. Rector Regulation No. 12 of 2024, amending the salary list for permanent Non-Civil Servant employees at UNS, provides a structured salary system based on employee rank and length of service. This regulation supports a transparent approach to determining employee salaries through established criteria rather than individual or gender-based considerations.
Furthermore, Rector Regulation No. 3 of 2025 concerning Remuneration, as amended by Rector Regulation No. 35 of 2025, strengthens the university’s remuneration framework. The system includes several performance-related components, covering position value, management incentives, risk incentives, performance achievements, and additional academic and professional contributions. These arrangements provide an institutional basis for fair compensation according to employees’ roles, responsibilities, and performance.
References:
2. Commitment to Non-Discriminatory Remuneration
UNS implements a remuneration system based on objective employment criteria and employee performance. Under Rector Regulation No. 3 of 2025, remuneration payments are linked to the previous performance period and include components related to position, responsibilities, and individual achievements. This approach supports the principle of equal treatment in compensation and provides a framework to prevent gender-based pay differences among employees performing comparable roles and responsibilities.
The university’s commitment to fair employment practices is also supported by national legislation. Law No. 39 of 1999 on Human Rights, particularly Article 38(3), recognizes female workers’ right to equal pay for work of equal value. In addition, Law No. 13 of 2003 on Manpower, particularly Articles 5 and 6, establishes equal employment opportunities and equal treatment without discrimination. These legal principles provide a foundation for UNS in promoting pay scale equity and gender equality within its workforce.
References:
3. Monitoring and Commitment to Eliminate Gender Pay Gaps
UNS recognizes that establishing a fair remuneration structure must be supported by continuous monitoring and evaluation. The university’s Human Resources Department undertakes payroll monitoring and salary analysis as part of its efforts to evaluate employee compensation arrangements. These activities provide a basis for reviewing pay policy implementation and identifying potential compensation differences that may require further assessment.
Through this approach, UNS supports the principle of pay scale equity, including the need to measure and eliminate gender pay gaps. Continued evaluation of salary structures is important to ensure that compensation remains fair across employee groups and that potential inequalities can be identified and addressed. This commitment reflects the university’s broader responsibility to maintain an inclusive, equitable, and professional working environment.
References: UNS Human Resources Department
Conclusion
Through its institutional regulations, structured remuneration arrangements, and payroll monitoring practices, Universitas Sebelas Maret demonstrates its commitment to promoting pay scale equity and non-discriminatory employment practices. The university’s regulatory framework provides a foundation for fair compensation based on objective employment criteria. At the same time, its monitoring activities support the continuous evaluation of salary arrangements and the identification of potential gender pay gaps.
These efforts contribute directly to SDG 8 (Decent Work and Economic Growth), particularly by promoting decent work, equal treatment, and fair remuneration. By strengthening its commitment to measuring and eliminating gender pay gaps, UNS aims to support a more equitable, inclusive, and sustainable working environment for all employees.
SDG 8 Indicator
Employment Practice
Employment Policy Framework at Universitas Sebelas Maret
Policy | Link | Summary | Relevant Article |
Law No. 13 of 2003 on Manpower | Establishes workers’ rights and employers’ obligations, including equal employment opportunities, non-discriminatory treatment, fair wages, and employment protection. | Articles 5 and 6: Guarantee equal employment opportunities and equal treatment without discrimination. Article 88: Establishes workers’ rights to receive income that meets a decent standard of living. | |
Law No. 39 of 1999 on Human Rights | Provides the legal foundation for protecting human rights, including equal treatment, the right to work, and protection against discrimination. | Article 38(3): Guarantees female workers equal pay with male workers for work of equal value. | |
Rector Regulation No. 12 of 2024 on the Amendment to the Salary List for Permanent Non-Civil Servant Employees at UNS | Establishes salary arrangements for permanent Non-Civil Servant employees based on employee rank and length of service. The regulation supports a structured and transparent salary system. | Article 1: Establishes salary determination based on employee rank and length of service. | |
Rector Regulation No. 3 of 2025 on Remuneration | https://drive.google.com/file/d/1owYQIIsMDg5DKyKEvjb1zo7UnOV5egVZ/view?usp=drive_link | Establishes UNS’s remuneration framework through performance-related components, including position value, management incentives, risk incentives, performance achievements, and additional professional contributions. | Article 3: Establishes remuneration payments based on employee performance in the preceding period. |
Rector Regulation No. 35 of 2025 on the Amendment to Rector Regulation No. 3 of 2025 on Remuneration | https://drive.google.com/file/d/11v9pdsZBLlFk4ZdJld_DIO-YeNZP4x7Z/view?usp=drive_link | Updates the institutional remuneration framework to strengthen the implementation of employee remuneration arrangements at UNS. | Relevant provisions amending the remuneration framework. |
Government Regulation No. 49 of 2025 on the Second Amendment to Government Regulation No. 36 of 2021 on Wages | Updates national wage regulations, providing a legal framework for wage structures and fair remuneration practices. | Relevant provisions concerning wage structures and wage policies. |
Additional Institutional Implementation
Policy / Implementation | Link | Summary | Relevance to Pay Scale Equity |
Payroll Monitoring and Salary Analysis by the Human Resources Department | The Human Resources Department monitors payroll and analyzes salaries to evaluate employee compensation arrangements. | Provides an institutional basis for monitoring salary structures and identifying potential inequalities. |