8.2.1 Employment practice living wage
Pay all staff and faculty at least the living wage, defined as the local living wage (if government defines this) or the local financial poverty indicator for a family of four (expressed as an hourly wage)
Employment practices in regards to staff living wage, union recognition, policies against exploitation, process to appeal followed university policies. Universitas Indonesia pays all staff and faculty at least the living wage, defined as the local living wage (Regional Minimum Wage). Universitas Indonesia employs both permanent civil servant and non-civil servant officers. It means that UI has to adjust its policy to align with the policy issued by the government, especially in its remuneration system. Universitas Indonesia applies the 3P remuneration system consisted of Pay for Person, Pay for Position, and Pay for Performance. In UI, gender does not factor the disparity in the workers’ remuneration. Employment practices in regards to staff living wage, union recognition, policies against exploitation, process to appeal, and outsourcing policy followed university policies. However, FHUI also has standardized salary for contract employees hired by FHUI which are continuously adjusted according to the regional minimum wage, university policies, and employee education level.
8.2.2. Employment practice unions
Recognise unions and labour rights (freedom of association and collective bargaining) for all, including women and international staff
8.2.3. Employment policy on discrimination
Have a policy on ending discrimination in the workplace (including discrimination based on religion, sexuality, gender, age or refugee status)
8.2.4. Employment policy modern slavery
Have a policy commitment against forced labour, modern slavery, human trafficking and child labour
8.2.5. Employment practice equivalent rights outsourcing
Have a policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties
8.2.6. Employment policy pay scale equity
Have a policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps
8.2.7. Tracking pay scale for gender equity
Measurement or tracking pay scale gender equity
8.2.8. Employment practice appeal process
Have a process for employees to appeal on employee rights and/or pay
Expenditure per employee
Number of employees
University expenditure
Proportion of students with work placements
Number of students
Number of students with work placements for more than a month
8.5.1. Proportion of employees on secure contracts
Number of employees
Number of employees on contracts of over 24 months
