SDG 8.2.7 Tracking Pay Scale Gender Equity
Universitas Islam Internasional Indonesia
Universitas Islam Internasional Indonesia (UIII) sets the pay of all lecturers and administrative staff through a single remuneration framework, Rector Regulation No. 5 of 2025 on Salaries and Other Income for UIII Employees, stipulated on 6 January 2025. The salary and allowance schedules link every component to employment-related criteria such as grade, service period, position, job class and academic rank, and none of them sets a different rate for women and men. UIII tracks pay scale equity by comparing the scheduled amounts for women and men in representative positions and by reviewing the payroll against the schedules (Table 1).
Table 1. Summary of pay scale equity at UIII, 2025.
| Indicator | Value |
|---|---|
| Remuneration regulation | Rector Regulation No. 5 of 2025 (6 January 2025) |
| Gender-specific rates in the salary and allowance schedules | None |
| Position profiles compared by gender | 4 (implementing staff, Dean, Director, Lecturer) |
| Other employment benefits compared by gender | 12 benefit provisions |
| Scheduled amounts for women and men in equivalent positions | Equal in all profiles |
| Implementation review | December 2025 payroll checked against the schedules |
1. Remuneration Framework
Rector Regulation No. 5 of 2025 establishes an integrated framework for basic salary and other employment-related income. Basic salary is determined by grade, sub-grade and service period, with periodic increments according to the prescribed service-period requirements. Position allowances follow the structural or implementing position held, performance allowances follow the job class or academic functional rank, and, for non-permanent education personnel, pay takes account of employment category, educational qualification and work experience. The schedules do not prescribe different rates for women and men. The same schedule or payment formula applies whenever the relevant criteria are equivalent, and differences between employees arise from the classification of the position, its responsibilities, the employee’s service and academic standing, or the conditions of a particular entitlement, not from gender.
2. Comparison of Pay Scales by Gender
Four representative positions illustrate how the schedules apply to women and men: implementing staff, Dean, Director and Lecturer (Tables 2 to 5). In each table, “Equal” means that women and men receive the same nominal amount or payment formula when position, grade, service period, job class, academic rank and eligibility are equivalent.
Table 2. Implementing staff (Pelaksana): scheduled amounts for women and men.
| Component | Scheduled amount / eligibility | Women | Men |
|---|---|---|---|
| Basic salary – Grade III/a, service period 0 | IDR 2,785,700 per month | Equal | Equal |
| Implementing-position allowance – Grade III | IDR 185,000 per month | Equal | Equal |
| Performance allowance – Job Class 3 | IDR 5,029,300 per month | Equal | Equal |
| Other implementing-position allowances | Grade IV: IDR 200,000; Grade II: IDR 180,000; Grade I: IDR 175,000 | Equal | Equal |
| Other performance allowance levels | Class 4: IDR 6,019,300; Class 2: IDR 3,900,000; Class 1: IDR 3,439,300 | Equal | Equal |
| Rice allowance | IDR 72,420 per month | Equal | Equal |
For implementing staff, pay combines grade-based basic salary, an implementing-position allowance linked to the grade and a performance allowance that follows the assigned job class. The illustrative profile uses Grade III/a at the initial service point and Job Class 3; the regulation sets corresponding amounts for other grades and job classes.
Table 3. Dean: scheduled amounts for women and men.
| Component | Scheduled amount / eligibility | Women | Men |
|---|---|---|---|
| Basic salary | According to individual grade and service period under Annex I | Equal | Equal |
| Structural-position allowance – Dean (Professor) | IDR 3,152,000 per month | Equal | Equal |
| Structural-position allowance – Dean (Associate Professor / Lektor Kepala) | IDR 2,902,000 per month | Equal | Equal |
| Structural-position allowance – Dean (Assistant Professor / Lektor) | IDR 2,652,000 per month | Equal | Equal |
| Performance allowance – Job Class 18 (Dean/Director) | IDR 31,000,000 per month | Equal | Equal |
| Academic functional allowance, where applicable | Professor: IDR 1,350,000; Lektor Kepala: IDR 900,000; Lektor: IDR 700,000 per month | Equal | Equal |
| Transportation allowance | For eligible structural officials who do not receive an official vehicle; amount set by Rector's Decree | Equal | Equal |
| Rice allowance | IDR 72,420 per month | Equal | Equal |
A Dean’s pay reflects the faculty leadership position and, where applicable, the academic rank held. The structural-position allowance is set at levels for Professor, Associate Professor (Lektor Kepala) and Assistant Professor (Lektor), and the performance allowance follows Job Class 18, which covers Dean and Director positions.
Table 4. Director: scheduled amounts for women and men.
| Component | Scheduled amount / eligibility | Women | Men |
|---|---|---|---|
| Basic salary | According to individual grade and service period under Annex I | Equal | Equal |
| Structural-position allowance – Director | IDR 2,402,000 per month | Equal | Equal |
| Performance allowance – Job Class 18 (Dean/Director) | IDR 31,000,000 per month | Equal | Equal |
| Transportation allowance | For eligible structural officials who do not receive an official vehicle; amount set by Rector's Decree | Equal | Equal |
| Rice allowance | IDR 72,420 per month | Equal | Equal |
For Directors, the structural-position allowance follows the Director appointment and the performance allowance follows Job Class 18, while basic salary remains linked to grade and service period. A transportation allowance may be paid to eligible structural officials who do not receive an official vehicle.
Table 5. Lecturer (Dosen): scheduled amounts for women and men.
| Component | Scheduled amount / eligibility | Women | Men |
|---|---|---|---|
| Basic salary | According to individual grade and service period under Annex I | Equal | Equal |
| Performance allowance – Professor | IDR 19,962,700 per month | Equal | Equal |
| Performance allowance – Associate Professor (Lektor Kepala) | IDR 19,729,400 per month | Equal | Equal |
| Performance allowance – Assistant Professor (Lektor) | IDR 19,273,600 per month | Equal | Equal |
| Performance allowance – Assistant Expert (Asisten Ahli) | IDR 14,000,000 per month | Equal | Equal |
| Academic functional allowance – Professor | IDR 1,350,000 per month | Equal | Equal |
| Academic functional allowance – Lektor Kepala | IDR 900,000 per month | Equal | Equal |
| Academic functional allowance – Lektor | IDR 700,000 per month | Equal | Equal |
| Academic functional allowance – Asisten Ahli | IDR 375,000 per month | Equal | Equal |
| Professional allowance | According to applicable regulations | Equal | Equal |
| Professor honorary allowance | Two times the relevant basic salary each month | Equal | Equal |
| Rice allowance | IDR 72,420 per month | Equal | Equal |
For lecturers, performance and academic functional allowances follow academic rank, from Assistant Expert (Asisten Ahli) to Professor. The regulation also adjusts the performance allowance of permanent lecturers without an educator certificate and of candidate permanent lecturers, and provides a Professor honorary allowance of twice the relevant basic salary, separate from the academic functional allowance.
3. Other Employment Benefits
The regulation also provides family allowances, holiday allowance, thirteenth-month income, meal and overtime allowances, income-tax support, social security, performance incentives, separation payment and compassionate assistance. Each benefit has its own eligibility conditions, such as family status, attendance, overtime assignment, employment status, performance or length of service, and these conditions are the same for women and men in equivalent circumstances (Table 6).
Table 6. Other employment benefits: provisions for women and men.
| Component | Provision / eligibility | Women | Men |
|---|---|---|---|
| Family allowance – spouse | 10% of basic salary for an employee with a spouse. | Equal | Equal |
| Family allowance – child | 2% of basic salary per eligible child, for a maximum of two children. Eligibility: under 21, unmarried, no independent income and genuinely dependent; may extend to age 25 while studying. | Equal | Equal |
| Family allowance – dual UIII employee spouses | Where both spouses are UIII employees, the allowance is granted to the spouse with the higher basic salary. | Equal | Equal |
| Holiday allowance (THR) | Provided to UIII employees in connection with Idul Fitri. Amount and procedure are determined by a separate Rector Regulation. | Equal | Equal |
| Thirteenth-month income | Paid in June, or later if delayed. The amount is based on the income components paid in May; amount and details are governed by a separate Rector Regulation. | Equal | Equal |
| Meal allowance | For employees attending work on each working day, based on the monthly attendance record. Amount and procedure are regulated separately. | Equal | Equal |
| Overtime and overtime meal | Overtime requires important, non-deferrable work outside normal hours/days and an order from the superior. Overtime meal is provided for overtime of at least two hours. Amounts/procedure are regulated separately. | Equal | Equal |
| Income-tax allowance | Provided to employees other than foreign permanent lecturers to support tax payable on taxable employment income, subject to the regulation. | Equal | Equal |
| Health and employment social security | Employees are provided with health and employment social security in accordance with applicable laws and regulations. | Equal | Equal |
| Performance incentive | Additional monthly income for employees who achieve predetermined performance; amount is governed by a separate Rector Regulation. | Equal | Equal |
| Separation payment (uang pisah) | IDR 2,500,000 for employees meeting the resignation/length-of-service criteria in Article 23 and Annex VII. | Equal | Equal |
| Compassionate assistance (tali asih) | Retired employee: one monthly income. Death of employee/eligible family member: up to IDR 5,000,000. Serious illness with hospitalisation exceeding five days: IDR 3,000,000. | Equal | Equal |
4. Policy Framework for Equal Treatment
1. Equal pay schedules. Rector Regulation No. 5 of 2025 sets the same salary and allowance schedules for all employees, with no gender-specific rate.
2. Equal opportunity at work. Rector Regulation No. 23 of 2023 on Gender-Responsive and Child-Friendly Workplace Facilities provides equal opportunities for women and men in carrying out their work, duties, functions, rights and responsibilities.
3. Non-discrimination. Rector’s Circular No. 1c/Rek/UIII/SE.01/1/2025 on Strengthening an Inclusive and Anti-Discriminatory Campus commits the University to equal access and treatment without distinction of gender. SDGs Relevance: Gender Equality (5.1, 5.5), Decent Work and Economic Growth (8.5) and Reduced Inequalities (10.3).
5. Method
1. Schedules: the salary and allowance amounts are taken from Rector Regulation No. 5 of 2025 and its Annexes I to VIII.
2. Comparison: for each position profile and benefit, the scheduled amount or eligibility rule for women is compared with that for men in an equivalent position; “Equal” means the same amount or formula.
3. Implementation: the Directorate of Human Resources maintains the personnel data that determine each component (status, grade, position, service period and academic rank), and the Directorate of Planning and Finance administers and verifies salary payments. Anonymised payroll records for December 2025 were examined against the schedules and corresponded to them.
4. Where a component is governed by a separate Rector Regulation or Rector’s Decree, that instrument is part of the reference for the review.
6. Grade-Level Remuneration Comparison
| Grade | Men (n) | Women (n) | Mean men | Mean women | Mean difference |
|---|---|---|---|---|---|
| III/a | 38 | 28 | IDR 9.13 million | IDR 9.98 million | -9.32% |
| III/c | 29 | 6 | IDR 31.24 million | IDR 25.86 million | 17.22% |
Only grade groups with at least five employees of each gender are shown. Other grade groups are withheld to reduce the risk of disclosure from small groups. Within grade III/a, the reported mean is higher for women; within grade III/c, it is higher for men. This demonstrates why the overall aggregate comparison should not be read in isolation.
Grade is an important classification variable, but it does not make employees identical in all other respects. Employees within the same grade may differ in service period, position, job class, academic rank, responsibilities, employment status and eligibility for allowances. The grade-level results are therefore descriptive monitoring comparisons, not definitive like-for-like comparisons.
References
[1] Universitas Islam Internasional Indonesia. Rector Regulation No. 5 of 2025 on Salaries and Other Income for UIII Employees, 6 January 2025, Articles and Annexes I–VIII.
[2] Universitas Islam Internasional Indonesia. Rector Regulation No. 23 of 2023 on Gender-Responsive and Child-Friendly Workplace Facilities.
[3] Universitas Islam Internasional Indonesia. Rector’s Circular No. 1c/Rek/UIII/SE.01/1/2025 on Strengthening an Inclusive and Anti-Discriminatory Campus. https://jdih.uiii.ac.id/
[4] Directorate of Human Resources and Directorate of Planning and Finance, UIII. Personnel and payroll records, December 2025.