Commitment to a Fair and Inclusive Workplace

Universitas Islam Sultan Agung (UNISSULA) is committed to maintaining a fair, safe, inclusive, and dignified workplace for all employees.

In 2025, UNISSULA formalized this commitment through Circular No. 8395/J/SA/IX/2025, dated 4 September 2025, which establishes a university-wide policy prohibiting discrimination in the workplace.

The policy applies across employment practices and is intended to ensure that employees are treated fairly and without discrimination.

Prohibition of Workplace Discrimination

The 2025 circular explicitly prohibits all forms of discrimination in the workplace based on:

• Race;
• Skin color;
• Sex;
• Gender;
• Age;
• Religion or belief;
• National origin;
• Refugee status;
• Disability;
• Marital status; and
• Other personal characteristics protected under applicable laws and regulations.

This establishes a clear institutional policy against discriminatory treatment in employment.

Coverage of All Employees

The policy applies to all employees at UNISSULA, including:

• Lecturers;
• Educational and administrative staff;
• Permanent employees;
• Non-permanent employees;
• Women employees; and
• International staff.

The policy therefore covers both academic and non-academic employees and is not limited by employment status or nationality.

Scope Across Employment Practices

The anti-discrimination policy applies throughout key areas of employment, including:

• Recruitment;
• Placement;
• Career development;
• Employee rights and remuneration;
• Performance assessment;
• Promotion; and
• Other employment relationships.

This means that the policy is intended to apply throughout the employee lifecycle, from recruitment and appointment to career progression and remuneration.

Protection from Harassment and Retaliation

UNISSULA also prohibits conduct that may result in unfair or harmful treatment of employees.

The circular states that the university does not permit:

• Harassment;
• Intimidation;
• Restriction of rights;
• Retaliation; or
• Other disadvantageous treatment

arising from the protected characteristics covered by the policy.

This extends the policy beyond direct discrimination and provides protection against other forms of adverse workplace treatment.

Reporting and Handling of Discrimination

The circular further states that reports concerning discrimination are handled in accordance with the applicable university rules and mechanisms.

This provides an institutional route for concerns related to discriminatory treatment to be addressed.

Institutional Responsibility

Implementation of the policy is not limited to one university office.

The circular requires all leaders and work units within UNISSULA to implement and maintain the policy.

The document is addressed to university leadership across faculties, RSIGM, bureaus, institutions, UPTs, units, and administrative offices.

This establishes institution-wide responsibility for maintaining a non-discriminatory workplace.

Supporting Mechanism for the Prevention of Sexual Violence

UNISSULA also maintains a formal mechanism for the prevention and handling of sexual violence.

Through Rector Decree No. 13243/E.1/SA/XI/2023, UNISSULA established the Task Force for the Prevention and Handling of Sexual Violence.

The decree formally appoints the task force and assigns it responsibility for implementing duties related to the prevention, monitoring, and handling of sexual violence within the university.

This task force serves as supporting institutional evidence for UNISSULA’s broader commitment to a safe and respectful working and learning environment.

Formal Policy Period

The university-wide anti-discrimination circular was issued on 4 September 2025.

The supporting sexual-violence prevention mechanism was formally established in 2023.

Both documents therefore reflect policies and institutional mechanisms that were created or active within the recent review period.

Workplace Equality Framework

UNISSULA’s approach can be summarized as follows:

Anti-discrimination policy
→ prohibits discrimination based on religion or belief, race, color, sex, gender, age, national origin, refugee status, disability, marital status, and other legally protected characteristics.

Inclusive employee coverage
→ applies to lecturers, educational staff, permanent and non-permanent employees, women employees, and international staff.

Employment-wide scope
→ covers recruitment, placement, career development, remuneration, performance evaluation, promotion, and other employment relations.

Protection from adverse treatment
→ prohibits harassment, intimidation, restriction of rights, retaliation, and disadvantageous treatment.

Institutional implementation
→ applies across university leadership and all work units.

Supporting protection mechanism
→ includes a formal task force for the prevention and handling of sexual violence.

Contribution to Decent Work

Through these measures, UNISSULA supports decent work by promoting:

• Equal treatment in employment;
• Fair access to recruitment and career opportunities;
• Non-discriminatory remuneration and promotion;
• Protection from harassment and retaliation;
• Inclusion of women and international staff; and
• Institutional mechanisms for handling workplace concerns.

These measures contribute to a safer and more equitable employment environment across the university.