SDG 8.2.6 Employment Policy: Pay Scale Equity
Universitas Islam Internasional Indonesia
Universitas Islam Internasional Indonesia (UIII) pays its lecturers and staff on a single set of salary and allowance schedules that apply to women and men alike. Rector’s Regulation No. 5 of 2025 on Salaries and Other Income for UIII Employees determines every component of pay by job- and employment-related criteria: grade and service period for basic salary; position, job class and academic rank for allowances; and qualification and experience for non-permanent staff. No schedule sets a different rate by gender, and two December 2025 payslips reviewed against the schedules match them exactly.
These pay rules are read together with UIII’s instruments on equal opportunity and non-discrimination: Rector’s Regulation No. 23 of 2023 guarantees equal opportunity for women and men at work, and Rector’s Circular No. 1c/Rek/UIII/SE.01/1/2025 prohibits discrimination on the basis of gender, with complaint units and sanctions (Table 1). Gender-disaggregated workforce and pay-gap data are addressed under indicator 8.2.7.
Table 1. UIII instruments on pay scale equity, in force in 2025.
| Instrument | Provisions on pay scale equity | Part |
|---|---|---|
| Rector’s Regulation No. 5 of 2025 on Salaries and Other Income for UIII Employees (6 January 2025) | One basic salary scale by grade and service period (Art. 6–7, Appendix I); allowances by position, job class and academic rank (Art. 10–12, Appendices III–V); non-permanent staff pay by qualification and experience (Art. 8, Appendix II); family allowance by family status (Art. 16); no rate differs by gender | 1 |
| Rector’s Regulation No. 23 of 2023 on Gender-Responsive and Child-Friendly Workplace Facilities (1 September 2023) | Equal opportunity for women and men to carry out work, duties, functions, rights and responsibilities (Art. 4(1)); support for breastfeeding mothers and parents of young children (Art. 4(2)–(3)); facilities must not limit the productivity of women or men (Art. 6) | 2 |
| Rector’s Circular No. 1c/Rek/UIII/SE.01/1/2025 on an Inclusive and Anti-Discriminatory Campus (2 January 2025) | Equal opportunities, access and services without distinction of gender or other grounds (item 1); duty to prevent discrimination and harassment (item 2); complaint units (item 6); sanctions (item 7) | 2 |
| Codes of ethics: Rector’s Regulations No. 5 and No. 3 of 2023; Academic Senate Regulation No. 1 of 2023 | Non-discrimination as a core value; respect for gender equality; prohibition of discrimination on grounds of gender | 2 |
1. One Set of Pay Schedules for Women and Men
1.1. How pay is determined
Rector’s Regulation No. 5 of 2025 is the only remuneration regulation in force at UIII. Its basic salary scale follows the civil-service salary scale of Government Regulation No. 5 of 2024, and every pay component is fixed by a stated job- or employment-related criterion (Table 2). An employee’s gender plays no part in determining any rate.
Table 2. Determinants of each pay component under Rector’s Regulation No. 5 of 2025.
| Pay component | Determined by | Basis |
|---|---|---|
| Basic salary | Classification, rank, grade and sub-grade, and service period | Art. 6; Appendix I |
| Periodic salary increase | Every two years of service, subject to the applicable provisions | Art. 7 |
| Wage of non-permanent staff | Qualification (senior secondary, S1, S2, S3) and years of experience; the senior-secondary category is paid the Depok City Minimum Wage | Art. 8; Appendix II |
| Position allowance | Structural, functional or implementing position | Art. 10; Appendix III |
| Performance allowance | Job class (non-academic staff) or academic rank (lecturers) | Art. 11; Appendices IV–V |
| Academic allowance | Academic rank | Art. 12; Appendix V |
| Family allowance | 10% of basic salary for a spouse and 2% per child for up to two children; where both spouses work at UIII, paid once, to the spouse with the higher basic salary | Art. 16 |
| Rice, holiday and thirteenth-month payments | Eligibility by employee category | Art. 9, 17–18, 21; Appendix VI |
1.2. Equal rates for equal positions
Because each rate is attached to a grade, position, job class or rank rather than to a person, women and men in the same position receive the same amount. Table 3 gives examples from the schedules.
Table 3. Examples of scheduled monthly amounts, identical for women and men (IDR).
| Component | Scheduled amount | Women | Men |
|---|---|---|---|
| Basic salary, Grade III/a, service period 0 | 2,785,700 | Same | Same |
| Implementing-position allowance, Grade III | 185,000 | Same | Same |
| Performance allowance, job class 3 | 5,029,300 | Same | Same |
| Performance allowance, lowest lecturer rank | 14,000,000 | Same | Same |
| Wage, non-permanent staff with S1, less than 10 years’ experience | 6,000,000 | Same | Same |
| Rice allowance | 72,420 | Same | Same |
Pay for part-time lecturers (a teaching honorarium per session), foreign lecturers (individual contracts), incentives and overtime is set through the relevant articles and separate rector’s regulations, which likewise contain no gender-based rates.
SDGs Relevance: Gender Equality (5.1), Decent Work and Economic Growth (8.5), Reduced Inequalities (10.3)
2. Equal Opportunity and Non-Discrimination
Equal pay schedules are effective only if women and men have equal access to the grades, positions and ranks to which pay is attached. Rector’s Regulation No. 23 of 2023 requires equal opportunity for women and men to carry out work, duties, functions, rights and responsibilities (Art. 4(1)), supports women who are breastfeeding or caring for young children with lactation rooms, day care and time to breastfeed during working hours (Art. 3, 4(2)–(3)), and provides that workplace facilities must not limit the productivity of women or men (Art. 6). Rector’s Circular No. 1c/Rek/UIII/SE.01/1/2025 commits UIII to equal opportunities, access and services without distinction of gender, requires every lecturer and staff member to keep the workplace free from discrimination and harassment, and names the units that receive complaints, with sanctions for anyone proven to have discriminated. The codes of ethics for the University, lecturers and administrative staff make non-discrimination and respect for gender equality duties of every employee.
Public access: https://jdih.uiii.ac.id/detail/474 (Rector’s Circular No. 1c/2025); https://jdih.uiii.ac.id/ (Rector’s Regulations No. 5 of 2025 and No. 23 of 2023)
SDGs Relevance: Gender Equality (5.1, 5.5), Decent Work and Economic Growth (8.5)
3. National Legal Framework
UIII’s pay rules operate within Indonesian law on equal pay. Indonesia ratified the ILO Equal Remuneration Convention, 1951 (No. 100), by Law No. 80 of 1957, and the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), by Law No. 21 of 1999. Law No. 13 of 2003 on Manpower guarantees equal opportunity and equal treatment without discrimination (Art. 5–6), and Government Regulation No. 36 of 2021 on Wages entitles every worker to equal treatment in the application of the wage system without discrimination.
4. Application in Payroll
To check that the schedules are applied as written, UIII reviewed the December 2025 payslips of two permanent employees against the schedules. In both cases, basic salary and every recurring allowance corresponded exactly to the amount prescribed for the employee’s grade, service period, position and job class. The payslips contain personal data and are not reproduced.
Table 4. Payroll review, December 2025.
| Evidence | Result |
|---|---|
| Two December 2025 payslips of permanent employees, anonymised | Basic salary, position allowance, rice allowance and performance allowance match the schedules of Rector’s Regulation No. 5 of 2025 for the employees’ grade, service period, position and job class |
5. Measuring Gender Pay Outcomes
Pay schedules that are equal by design are the foundation of pay equity at UIII. Actual pay outcomes also depend on how women and men are distributed across grades, positions and ranks, so they require analysis of payroll and workforce data by gender; gender-disaggregated headcount and pay-gap data are addressed under indicator 8.2.7. The instruments described here set equal rates and prohibit discrimination.
6. Public Evidence
Rector’s Circular No. 1c/Rek/UIII/SE.01/1/2025: https://jdih.uiii.ac.id/detail/474
Codes of ethics: https://jdih.uiii.ac.id/detail/127; https://jdih.uiii.ac.id/detail/87; https://jdih.uiii.ac.id/detail/129
Rector’s Regulations No. 5 of 2025 and No. 23 of 2023: https://jdih.uiii.ac.id/
References
[1] Universitas Islam Internasional Indonesia. Rector’s Regulation No. 5 of 2025 on Salaries and Other Income for UIII Employees, articles and Appendices I–VI. 6 January 2025.
[2] Universitas Islam Internasional Indonesia. Rector’s Regulation No. 23 of 2023 on Gender-Responsive and Child-Friendly Workplace Facilities. 1 September 2023.
[3] Universitas Islam Internasional Indonesia. Rector’s Circular No. 1c/Rek/UIII/SE.01/1/2025 on Strengthening an Inclusive and Anti-Discriminatory Campus. 2 January 2025. https://jdih.uiii.ac.id/detail/474
[4] Universitas Islam Internasional Indonesia. Rector’s Regulation No. 5 of 2023 on the UIII Code of Ethics; Rector’s Regulation No. 3 of 2023 on the Code of Ethics for Administrative Staff; Academic Senate Regulation No. 1 of 2023 on the Lecturer Code of Ethics.
[5] Government of Indonesia. Government Regulation No. 5 of 2024 on the nineteenth amendment to Government Regulation No. 7 of 1977 on Civil Servants’ Salaries.
[6] Government of Indonesia. Law No. 80 of 1957 (ILO Convention No. 100); Law No. 21 of 1999 (ILO Convention No. 111); Law No. 13 of 2003 on Manpower; Government Regulation No. 36 of 2021 on Wages.
[7] Directorate of Human Resources, UIII. Review of two December 2025 payslips against the salary schedules (anonymised; source documents confidential).