SDG 5 In Number
Number of women starting a degree
6,489
Number of first-generation women starting a degree
4,113
Number of students starting a degree
9,032
Number of first-generation students starting a degree
6,205
Number of students
27,604
Number of employees
3,760
Number of academic staff
1,950
Number of senior academic staff
685
Number of female senior academic staff
303
Number of graduates by subject area (STEM, Medicine, Arts & Humanities / Social Sciences): Total
6,192
Number of graduates: STEM
1,905
Number of graduates: Medicine
627
Number of graduates: Arts & Humanities / Social Sciences
3,660
Number of female graduates by subject area (STEM, Medicine, Arts & Humanities / Social Sciences): Total
4,353
Number of female graduates: STEM
1,244
Number of female graduates: Medicine
301
Number of female graduates: Arts & Humanities / Social Sciences
2,808
Number of graduates: Total
6,192
5.6.9 Paternity Policy
Strengthening Family-Friendly Work Culture through Paternity Policy
Universitas Sebelas Maret (UNS) continues to demonstrate its strong commitment to building a family-friendly work environment by introducing a paternity leave policy that supports gender equality, aligning with SDG 5. This policy acknowledges the vital role of fathers, not only as providers but also as active partners in childbirth and childcare.
Through this policy, male employees at UNS are entitled to special leave or permission when their spouse gives birth, ensuring that fathers can participate in early childcare duties. This initiative aims to promote balanced family roles while supporting mothers’ recovery after childbirth. As a public institution, UNS refers to National Law No. 4 of 2024 and BKN Regulation No. 7 of 2021 to ensure that its implementation aligns with existing labor regulations.
This policy serves as a tangible step in UNS’s effort to foster a fair and inclusive workplace culture. The expected impacts include increased father involvement in childcare, reduced psychological burden on mothers, and the creation of a more harmonious family environment among the university community.
Moving forward, UNS plans to develop a simpler paternity leave application mechanism, raise awareness of paternity rights among all employees, and conduct regular evaluations to improve the implementation. Through these measures, UNS reaffirms that labor rights protection applies equally to both parents, ensuring full institutional support for fathers’ active roles in modern families.
SDG 5 Indicator
Women's Progress Measures
Policy | Link | Summary | Relevant Article |
Law No. 4 of 2024 on Maternal and Child Welfare during the First 1,000 Days of Life (UU KIA) | https://peraturan.bpk.go.id/Details/289997/uu-no-4-tahun-2024 | The regulation establishes clear protections for both mothers and fathers during the early stages of parenthood. The law grants maternity leave of up to six months, with full protection of employment and salary rights. It also provides paternity leave for fathers, which is at least two days and may be extended by up to three additional days. It emphasizes the state’s responsibility in supporting families during the first 1,000 days of a child’s life, recognizing it as a critical period for development. | Article 6, paragraph (2) of the Law stipulates that husbands are entitled to companion leave when their wives give birth for two days, extendable for up to three additional days, or based on mutual agreement. The same right applies when the wife experiences a miscarriage. |
BKN Regulation No. 24 of 2017 and its Amendment (BKN Regulation No. 7 of 2021) | https://peraturan.bpk.go.id/Details/140909/peraturan-bkn-no-24-tahun-2017 | The BKN regulations govern the leave procedures for civil servants, covering various types of leave, including annual, major, sick, maternity, urgent, and unpaid leave. The amended regulation (No. 7/2021) updates the provisions to align with the latest civil service policies, clarifying the procedures for urgent and unpaid leave, ensuring fair and transparent implementation. | ANNEX III.E. Leave for Important Reasons Point 1.c: This point generally regulates Leave for Important Reasons: A male civil servant whose wife gives birth or undergoes a caesarean section may apply for Leave for Important Reasons by attaching a hospitalization certificate issued by the health service unit. |