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
8.2.7 Tracking Pay Scale for Gender Equity
Tracking Pay Scale for Gender Equity at Universitas Sebelas Maret
Universitas Sebelas Maret (UNS) is committed to ensuring fair remuneration and equal treatment for all employees, regardless of gender. The university recognizes that gender equity in pay scales is an important part of creating a fair, inclusive, and productive working environment. Through its remuneration policies, salary structures, and institutional payroll management system, UNS establishes a framework to support fair compensation practices for academic and administrative staff. These efforts contribute to Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth, particularly by promoting decent work, equal treatment, and fair working conditions.
1. Institutional Salary Structure and Remuneration Policies
UNS regulates employee salaries and remuneration through formal institutional policies. Rector Regulation No. 12 of 2024 establishes salary adjustments for permanent non-civil servant employees, with salary levels determined by employee rank and length of service. This provides a structured basis for setting employee salaries according to defined employment criteria.
Furthermore, Rector Regulation No. 3 of 2025 on Employee Remuneration, as amended by Rector Regulation No. 35 of 2025, provides the regulatory framework for employee remuneration, including academic staff. Under Article 3 of Rector Regulation No. 3 of 2025, remuneration is provided based on employee performance in the preceding period. These policies support a structured, performance-based remuneration system in which gender is not used to determine salary levels.
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2. Institutional Monitoring and Transparency of Employee Remuneration
UNS supports the administration and monitoring of employee remuneration through its institutional remuneration management system. The Subdirectorate of Evaluation and Remuneration manages the remuneration process, including monthly remuneration calculations. Employees can access information on their monthly remuneration through the online platform and submit questions or objections regarding remuneration calculations. This mechanism supports transparency and provides an institutional channel for reviewing employee compensation.
In addition, UNS maintains employee performance and gender-related workforce information through its institutional reporting system. The 2025 UNS Performance Report presents workforce information disaggregated by gender, including the composition of female and male academic staff. Such information provides a supporting basis for understanding workforce distribution and strengthening institutional efforts toward fair employment practices. Together, these mechanisms support the university’s commitment to transparent remuneration management and the continuous improvement of fair working conditions, in line with SDG 8.
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3. National Legal Framework for Equal Pay and Non-Discrimination
UNS’s remuneration framework is supported by national legislation that protects workers’ rights and promotes equal treatment in employment. Law No. 13 of 2003 on Manpower guarantees equal employment opportunities and non-discriminatory treatment in the workplace. It also recognizes workers’ rights to receive income that provides a decent standard of living.
Furthermore, Law No. 39 of 1999 on Human Rights, particularly Article 38 paragraph (3), explicitly recognizes female workers’ right to receive equal wages as male workers for work of equal value. These legal provisions reinforce gender equity in pay scales and provide a national framework for fair compensation practices. By aligning its employment and remuneration policies with these principles, UNS contributes to decent work, equal opportunities, and inclusive economic participation under SDG 8.
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Conclusion
Through its institutional salary structure, performance-based remuneration policies, employee remuneration management system, and compliance with national employment and human rights legislation, Universitas Sebelas Maret demonstrates its commitment to fair and equitable pay practices. These measures establish an institutional framework to support gender equity in pay scales and promote transparent employee compensation. By continuously strengthening its remuneration governance and workforce management, UNS supports decent work, equal treatment, and sustainable economic growth in accordance with SDG 8.