Strengthening Gender Pay Equity through Structured Salary Monitoring and Remuneration Accountability
Syarif Hidayatullah State Islamic University Jakarta recognises that equitable remuneration is an essential component of decent work, institutional accountability, and equal professional opportunities for women and men. As a state Islamic university employing academic and administrative personnel under different employment arrangements, the University maintains structured salary administration and remuneration reporting mechanisms to support responsible financial management.
During 2024–2025, Syarif Hidayatullah State Islamic University Jakarta continued implementing formal salary frameworks, institutional remuneration guidelines, and financial monitoring procedures covering relevant categories of academic and administrative employees. These arrangements demonstrate the University's established practices in documenting salary structures, administering employee compensation, and monitoring remuneration expenditure. The availability of structured salary classifications and compensation records also provides an important administrative foundation for assessing gender pay equity and identifying potential differences in remuneration between female and male employees.
1. Implementing Structured Salary Systems across Employee Categories
Syarif Hidayatullah State Islamic University Jakarta maintains formal salary-management arrangements designed to support consistency and accountability in employee remuneration. The University's Bureau of General Administration and Personnel publicly identifies several institutional regulations governing salary administration.
These include Rector's Decree Number 43 of 2021 concerning the Salary System for Non-Permanent Public Service Agency Employees, Rector's Decree Number 48 of 2021 concerning the Salary System for Permanent Public Service Agency Employees, and Rector's Decree Number 1305 of 2021 concerning the Salary System for Permanent Non-Civil Servant Lecturers. These regulations demonstrate the existence of differentiated salary-management frameworks for employees holding different employment classifications.
Such arrangements are particularly important for a university employing civil servants, government employees under employment agreements, non-civil servant lecturers, and other personnel.
By establishing salary systems for defined employment groups, the University maintains an administrative foundation for recording and evaluating remuneration according to employment status. The availability of these frameworks also supports the identification of comparable employee categories when assessing salary equity. However, the existence of structured salary systems does not independently demonstrate that remuneration comparisons between female and male employees have been conducted.
2. Strengthening Salary Monitoring through National Employment Regulations
The University implements salary administration in accordance with applicable Indonesian public-sector employment regulations. For civil servants, Government Regulation Number 5 of 2024 established updated national basic salary provisions. For Government Employees with Employment Agreements, Presidential Regulation Number 11 of 2024 established updated salary and allowance arrangements.
These regulations provide formal salary structures based on the relevant employment classifications. For employees within their respective scope, the use of published salary schedules creates an identifiable reference for salary administration. Such arrangements can support consistency in the treatment of employees holding equivalent positions and classifications. They also provide benchmarks against which individual remuneration records can be reviewed. When combined with employee demographic information, structured salary records may support an assessment of whether female and male employees receive comparable remuneration for work of equal value. Nevertheless, this potential analytical use should be distinguished from evidence that gender-disaggregated salary assessments have already been completed.
3. Implementing Remuneration Administration through the Public Service Agency
UIN Jakarta's Public Service Agency financial management system provides an institutional framework for administering employee-related financial obligations. Within this system, remuneration may include applicable salaries, allowances, professional payments, and compensation for additional academic responsibilities.
The University's Institute for Quality Assurance also identifies a 2021 guideline concerning the implementation and evaluation of lecturers' workloads and remuneration activities. This document provides evidence that lecturer workload and remuneration management are included within the University's institutional guidance. Workload-related remuneration administration is relevant to equitable compensation because differences in payment may reflect differences in documented duties, professional responsibilities, and assigned activities. Recording these factors is important when undertaking a reliable assessment of possible gender-based remuneration differences. However, evaluating academic workloads and administering remuneration are not equivalent to measuring salary differences between female and male employees.
The available documentation establishes remuneration administration, but a separate gender-based comparison would be necessary to demonstrate pay-equity monitoring.
4. Strengthening Salary Documentation through Rector's Decree Number 690 of 2025
A further development in institutional salary governance was the issuance 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 regulation was issued on 13 August 2025, with its provisions applying from 1 January 2025. The decree establishes procedures concerning salary classifications, remuneration calculation, attendance, working hours, overtime compensation, and applicable employee allowances within the relevant business unit. It also provides salary parameters associated with different employee categories and placement arrangements. These provisions demonstrate the University's implementation of documented salary-management procedures within an operational unit.
The regulation provides a basis for examining remuneration according to identifiable employment-related factors. From a gender-equity perspective, this type of structured remuneration documentation is important because comparisons should consider equivalent positions, responsibilities, and working arrangements. The administrative framework can therefore support the preparation of more detailed salary-equity assessments. Nevertheless, the reviewed decree does not explicitly establish a gender-disaggregated salary review or publish the results of such an assessment.
5. Monitoring Salary and Remuneration Expenditure during 2024
The University's financial reporting demonstrates that remuneration administration was accompanied by formal monitoring of expenditure. According to the 2024 University Financial Performance Report, employee expenditure reached IDR 200,119,057,033. This expenditure included regular salary and allowance payments for civil servants and relevant lecturer certification payments.
The report also recorded expenditure under the goods and services budget category that included salaries for non-civil servant employees, Public Service Agency remuneration, and compensation for additional lecturer duties. These figures demonstrate the University's financial management and monitoring of personnel-related expenditure during 2024. They also show that remuneration payments were administered across different budget categories and employment arrangements. Such monitoring is important for institutional transparency and financial accountability.
However, aggregate expenditure figures do not provide a direct comparison of remuneration received by female and male employees. Accordingly, the report demonstrates salary expenditure monitoring rather than completed gender pay-equity measurement.
6. Continuing Remuneration Monitoring during 2025
The University's financial monitoring continued throughout 2025. According to the 2025 University Performance Report, the employee expenditure allocation reached IDR 218,726,942,000, with actual expenditure of IDR 216,759,906,930, representing 99.10% of the allocated budget.
The report identified regular salary and allowance payments for civil servants, lecturer certification payments for eligible non-civil servant personnel, and remuneration associated with additional academic responsibilities. These records demonstrate the continuation of institutional financial monitoring and salary-related budget execution during the reporting year. They also provide a documented basis for reviewing the scale of compensation expenditure and the financial administration of relevant employee groups.
The 2025 Performance Report was compiled after the close of the reporting year and therefore provides retrospective evidence of activities and expenditure recorded for 2025. Nevertheless, the published expenditure information is aggregated by financial category rather than by the gender of the employees receiving compensation. Further examination of underlying personnel and remuneration records would be required to establish differences between female and male employees.
7. Reinforcing the Institutional Commitment to Gender Equality
The University's salary administration and financial monitoring arrangements operate alongside broader institutional efforts to promote gender equality. On 18 October 2024, Syarif Hidayatullah State Islamic University Jakarta announced its recognition as a Gender-Responsive Higher Education Institution in the Intermediate (Madya) category. The recognition was presented through Indonesia's Ministry of Religious Affairs and acknowledged efforts to integrate gender-responsive perspectives into teaching, research, and community engagement.
The achievement reflected the University's commitment to strengthening gender mainstreaming across institutional activities. Such recognition provides a supportive foundation for extending gender-responsive approaches to employment and remuneration governance. An assessment of gender pay equity would be consistent with this broader commitment. However, the gender-responsive recognition should not be interpreted as evidence that the University had already conducted a gender pay-gap audit during 2024–2025.
8. Establishing the Foundation for Gender-Disaggregated Pay-Scale Analysis
Effective measurement of gender pay equity requires remuneration information to be evaluated alongside employee characteristics and employment classifications. An appropriate analysis would compare the remuneration of female and male employees within equivalent positions or groups undertaking work of equal value. Relevant factors include academic rank, administrative grade, employment status, working hours, additional responsibilities, and applicable allowances.
Using these classifications can help distinguish pay differences resulting from legitimate employment-related factors from disparities requiring further investigation. The University's published salary regulations and remuneration expenditure reports demonstrate the existence of institutional records relevant to such an assessment. However, the available public evidence for 2024–2025 does not establish a completed University-wide analysis comparing the salaries or total compensation of women and men. The publication of anonymised gender-disaggregated remuneration summaries would strengthen institutional accountability while preserving employee confidentiality.
9. Contribution to SDG 8: Decent Work and Economic Growth
Syarif Hidayatullah State Islamic University Jakarta has implemented structured salary administration and remuneration monitoring arrangements through applicable national regulations, University-level salary systems, and annual financial reporting. The University's documented salary systems address different categories of academic and administrative personnel.
Rector's Decree Number 690 of 2025 further demonstrates formal salary-management procedures within the University's Business Development Unit. The 2024 and 2025 financial reports confirm that employee compensation and related expenditure were subject to regular institutional reporting. These arrangements complement the University's broader commitment to gender equality, recognised through its 2024 Gender-Responsive Higher Education Institution Award.
Together, these measures demonstrate established institutional capacity for salary administration, remuneration documentation, and financial monitoring—essential foundations for assessing gender pay equity. To demonstrate full alignment with THE Sustainability Impact Ratings Indicator 8.2.7, additional evidence is required that these records were used to measure or track remuneration differences between female and male employees during the relevant reporting period. Such evidence would enable the University to establish more clearly its contribution to transparent, accountable, and gender-responsive employment practices under Sustainable Development Goal 8.
Source :
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