Advancing Gender Pay Equity through Structured Remuneration Policies and Fair Employment Practices

Syarif Hidayatullah State Islamic University Jakarta demonstrates its commitment to fair employment and gender equality through the implementation of structured remuneration policies, transparent salary administration, and institutional financial management mechanisms. The University recognises that equitable remuneration is essential to creating an inclusive workplace where female and male employees have opportunities to receive fair compensation based on their professional responsibilities, qualifications, workload, and employment classifications.

During 2024–2025, Syarif Hidayatullah State Islamic University Jakarta implemented salary and remuneration arrangements supported by national employment regulations, institutional guidelines, and annual financial management procedures. These measures demonstrate the University's ongoing efforts to strengthen fair remuneration practices and establish an administrative foundation for evaluating pay equity across its academic and administrative workforce.

1. Implementing Equal Remuneration Principles in Employment Governance

Syarif Hidayatullah State Islamic University Jakarta operates within Indonesia's national legal framework on equal remuneration. A central legal foundation is Law Number 80 of 1957, which ratified International Labour Organization Convention Number 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value. The convention establishes the principle that female and male workers should receive equal remuneration for work of equal value.

This principle is particularly relevant to higher education institutions employing individuals in academic, administrative, technical, and professional positions. Within its employment governance framework, the University implements applicable national salary regulations governing public-sector employees, including civil servants and Government Employees with Employment Agreements. These regulations establish formal compensation schedules associated with employment classifications.

By operating under these structured arrangements, the University applies remuneration mechanisms based on defined employment criteria rather than unrestricted individual salary determination. Such mechanisms contribute to consistency and transparency in salary administration and provide a foundation for evaluating equitable remuneration across employee groups.

2. Implementing Structured Salary and Remuneration Systems

The University has established institutional mechanisms for managing salaries and remuneration across relevant employment categories. For civil servants, the applicable salary framework follows Government Regulation Number 5 of 2024, which establishes the national salary structure for Indonesian civil servants. For eligible government employees under employment agreements, remuneration follows the applicable provisions of Presidential Regulation Number 11 of 2024.

These regulations support standardised salary administration according to formal employment classifications. In addition, the University maintains institutional remuneration arrangements through its Public Service Agency financial management framework. The University's Institute for Quality Assurance has published guidance concerning the implementation and evaluation of academic workload and lecturer remuneration.

These arrangements demonstrate that compensation management forms part of the University's established administrative and institutional governance processes. By documenting academic responsibilities and remuneration procedures, the University maintains an administrative framework relevant to assessing whether employees undertaking comparable duties are compensated appropriately.

3. Strengthening Remuneration Governance through Rector's Decree Number 690 of 2025

A significant development in the University's remuneration administration was the establishment of Rector's Decree Number 690 of 2025 concerning Guidelines for the Management of Salaries and Allowances for Employees of the Business Development Unit. The decree was issued on 13 August 2025, with its provisions applying from 1 January 2025. The regulation establishes salary-management procedures for employees within the University's Business Development Unit. Its provisions address employee classifications, salary calculation, attendance records, working hours, overtime compensation, allowances, and other employment-related administrative arrangements.

Article 2 establishes salary-management procedures and requires consideration of relevant local minimum wage regulations when salary amounts are revised.

Article 3 establishes salary parameters according to employment placement and classification.

Article 4 provides mechanisms for calculating remuneration based on recorded attendance and working hours, including the treatment of overtime.

These provisions demonstrate that the University has implemented documented salary-management procedures within an operational employment unit. The classification-based framework provides administrative records that can support comparisons of compensation among employees with comparable responsibilities and employment arrangements. Importantly, the decree provides evidence of structured remuneration governance, although it does not independently establish that gender-based salary disparities have been measured or eliminated.

4. Demonstrating Remuneration Implementation through Financial Reporting

The University's commitment to structured remuneration is also reflected in its annual financial reporting. The 2024 University Financial Performance Report documented salary and allowance payments for civil servants, salary payments for non-civil servant personnel, Public Service Agency remuneration, and payments associated with additional lecturer responsibilities. In 2025, the University continued implementing these remuneration arrangements as part of its institutional financial management.

According to the 2025 University Performance Report, employee expenditure reached IDR 216,759,906,930, representing 99.10% of the allocated employee expenditure budget. The report also documented regular salary and allowance payments for civil servants, professional certification payments for eligible non-civil servant lecturers, and remuneration associated with additional academic responsibilities.

These figures provide evidence that employee compensation arrangements were implemented and financially administered during the reporting period. The University's financial reporting also demonstrates the availability of expenditure records that support institutional accountability. Such records are important for remuneration governance, although aggregate expenditure alone cannot establish the existence or absence of gender-based pay differences.

5. Strengthening Gender-Responsive Employment Practices

The University's approach to remuneration operates alongside its broader commitment to gender equality. In October 2024, Syarif Hidayatullah State Islamic University Jakarta received the Gender-Responsive Higher Education Institution Award in the Intermediate (Madya) category. This recognition acknowledged institutional efforts to integrate gender-responsive perspectives into higher education governance and activities.

The recognition provides supporting evidence of the University's engagement with gender equality. Within employment management, the combination of structured salary classifications, academic workload assessment, and financial accountability provides a foundation for strengthening equitable remuneration practices. These mechanisms offer relevant administrative information for examining compensation differences between female and male employees.

For a comprehensive gender pay-equity assessment, the University would need to analyse remuneration by gender while considering employment classification, academic rank, working hours, responsibilities, and other legitimate compensation factors. Where unjustified differences are identified, documented corrective measures would be necessary to demonstrate progress toward eliminating gender-based pay gaps.

6. Institutional Contribution to SDG 8: Decent Work and Economic Growth

During 2024–2025, Syarif Hidayatullah State Islamic University Jakarta maintained and implemented formal salary and remuneration arrangements through national employment regulations, institutional policies, and financial management systems. The University applied structured salary frameworks for eligible government employees, maintained institutional guidance on academic workload and remuneration, and strengthened salary administration through Rector's Decree Number 690 of 2025.

Its annual financial reporting confirms that salary, allowance, and remuneration payments formed part of ongoing University operations. These documented measures demonstrate practical implementation of remuneration governance rather than reliance solely on general policy commitments.

Through its established salary-management framework, institutional remuneration procedures, and documented financial implementation, Syarif Hidayatullah State Islamic University Jakarta has developed an operational foundation for advancing fair compensation and strengthening gender-responsive employment practices. The University's existing regulatory and administrative arrangements support the development of more systematic gender pay-equity evaluation. To demonstrate full compliance with THE Sustainability Impact Ratings Indicator 8.2.6, this foundation should be complemented by an explicit institutional commitment to measuring gender pay gaps and implementing corrective actions to eliminate unjustified disparities.

Source :
https://asset.uinjkt.ac.id/uploads/TkyZgnBj/2025/10/skrekt1.PDF 
https://asset.uinjkt.ac.id/uploads/assets/pengumuman/Laporan_Kinerja_Universitas_2025___PUBLISH.pdf 
https://asset.uinjkt.ac.id/uploads/EeDtDVkt/2025/02/250225-laporan-kinerja-keuangan-2024compressed.pdf 
https://lpm.uinjkt.ac.id/id/pedoman