Our actions and goals
Click the SDG Goals to read the initiatives
Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.
Universitas Indonesia affirms our commitment to paying all staff and faculty at least the local defined living wage, with the policy formally in place by 2024. The total take-home pay (THP) for UI’s permanent non-PNS staff, which includes the Basic Salary (regulated by Rector’s Decree No. 427 of 2024) and various allowances (such as food, transport, and attendance incentives, regulated by Rector’s Regulation No. 19 of 2021), is guaranteed to meet or exceed the legal threshold. This threshold is defined by the regional government as the Minimum Regional Wage (UMR) of Depok. These official, publicly available university documents serve as evidence that UI’s compensation structure satisfies the standard for a local living wage.
Universitas Indonesia Implements Non-Discrimination Policy for All Employees
Universitas Indonesia implements a merit-based human resources framework that upholds equal treatment in recruitment, promotion, and compensation. Guided by Rector’s Regulation No. 33 of 2018 which is derived from national regulations on public servant remuneration, Universitas Indonesia applies pay and advancement policies based on position level and performance, not personal characteristics. This ensures that gender, religion, sexuality, age, or refugee status are never factors in employment decisions. Operational guidelines for academic promotion and staff progression further reinforce objective, transparent, and non-discriminatory practices.
Universitas Indonesia Against Forced Labour and Modern Slavery, Guarantees Equivalent Rights for Outsourced Workers
Universitas Indonesia’s institutional commitments to ethical employment and legal compliance underpin our stance against exploitative labour practices and guarantees equivalent rights for our outsourced workers. The HR framework and sustainability commitments at Universitas Indonesia emphasize lawful and ethical treatment of workers.
Universitas Indonesia for Gender Pay Equity: Measurement, Tracking, and Commitment to Equity in Pay Scale and Gender Pay-Gap
Universitas Indonesia’s pay and promotion system is grounded in defined classes and performance metrics that mirror civil‑service style rules, and these mechanisms are applied without gender differentiation in principle. The documented procedures for functional position promotions as well as rank and class progression set objective criteria for pay and rank increases, supporting pay equity through standardized application of rules and performance assessment.
Universitas Indonesia Prioritizes Employees: Implements Employee Appeals and Grievance Mechanism, Recognizes Labour Rights and Collective Bargaining
Promotion and rank procedures include formal submission, evaluation, and administrative review steps that create structured review points and administrative recourse for staff. These operational flows form the basis for appeals and reconsideration of employment decisions; codifying a clear, university‑level appeals charter would further clarify timelines, escalation routes, and protections for employees raising grievances about rights or pay. These operational flows are accessible for our employees through the Directorate for Human Resources and Talent Development’s (DSDMPT) Human Resources Guides Series.
Universitas Indonesia’s HR framework and SDG‑aligned commitments emphasize fair treatment and inclusion for staff, and university practice respects legal labour standards. This is codified in the Rector’s Regulation No. 33 of 2018 on Management of Human Resources.