Commitment to Pay Scale Equity

Universitas Islam Sultan Agung (UNISSULA) is committed to maintaining a fair remuneration system and ensuring equitable pay treatment for male and female employees.

In 2025, this commitment was formalized through UNISSULA Circular No. 8398/J/SA/IX/2025, which establishes the university’s principles for pay scale equity, regular monitoring of salary structures, and corrective action to reduce and eliminate unjustified gender pay gaps.

The policy applies across UNISSULA and forms part of the university’s commitment to fair employment and equitable remuneration.

Equal Pay Scale for Male and Female Employees

UNISSULA applies the principle of equitable pay scales for male and female employees.

Under the 2025 policy, remuneration is determined using objective employment-related factors, including:

• Position;
• Employment grade;
• Length of service;
• Competence;
• Level of responsibility; and
• Performance.

These criteria provide a structured basis for remuneration and ensure that pay determination is linked to employment-related factors rather than gender.

Objective Basis for Salary Determination

UNISSULA recognizes that differences in employee remuneration may legitimately arise from differences in position, grade, length of service, competence, responsibility, or performance.

Accordingly, the university distinguishes between pay differences that can be explained by objective employment factors and pay differences that cannot be objectively justified.

This framework enables UNISSULA to assess pay equity between male and female employees while taking appropriate employment-related variables into account.

Regular Evaluation and Monitoring

UNISSULA’s commitment extends beyond establishing an equal-pay principle.

The university conducts periodic evaluation and monitoring of salary scales and remuneration structures to identify possible pay gaps between male and female employees.

This monitoring provides an institutional mechanism for identifying whether gender-related differences exist within the university’s remuneration structure.

The approach can be summarized as:

Salary structure review
→ Comparison of male and female remuneration
→ Identification of possible gaps
→ Assessment against objective employment factors
→ Corrective action where necessary

Measurement of Gender Pay Gaps

Through the periodic evaluation process, UNISSULA reviews its pay scale and salary structure to identify potential differences between the remuneration of male and female employees.

The review considers whether identified differences can be explained by objective factors such as:

• Position;
• Grade;
• Length of service;
• Competence;
• Responsibility; or
• Performance.

This enables the university to distinguish legitimate variations in remuneration from potentially unjustified gender-based pay differences.

Corrective Action

UNISSULA’s policy includes an explicit commitment to corrective action.

Where a pay gap is identified that cannot be justified by position, grade, length of service, competence, responsibility, or performance, the university undertakes adjustments and corrective measures.

This makes the university’s approach both preventive and corrective.

Commitment to Reducing and Eliminating Gender Pay Gaps

The policy specifically commits UNISSULA to reducing and eliminating unjustified pay gaps between male and female employees.

If a difference in remuneration is not supported by legitimate employment-related factors, the university is required to take corrective action to address the disparity.

The institutional process therefore consists of:

Equal pay principle
→ male and female employees are subject to the same objective remuneration criteria.

Periodic monitoring
→ salary scales and remuneration structures are reviewed.

Identification of differences
→ potential gender pay gaps are identified.

Assessment
→ differences are evaluated against objective employment factors.

Correction
→ unjustified gaps are addressed through adjustment and corrective measures.

Elimination
→ the university seeks to reduce and eliminate unjustified gender pay gaps.

Institution-Wide Responsibility

The responsibility for maintaining pay equity is shared across the university.

The 2025 circular requires all leaders and work units within UNISSULA to uphold the implementation of the principle of equitable remuneration.

The policy was formally circulated to leaders of faculties, RSIGM, bureaus, institutions, UPTs, units, and administrative offices within the university.

This gives the policy institution-wide coverage rather than limiting responsibility to a single administrative office.

Policy Implementation in 2025

Circular No. 8398/J/SA/IX/2025 was formally issued on 4 September 2025 and signed on behalf of the Rector by the Vice Rector II of UNISSULA.

The policy therefore provides a formal institutional basis for pay scale equity and gender pay-gap monitoring within the university in 2025.

UNISSULA Pay Equity Framework

UNISSULA’s remuneration equity framework is based on four main principles:

Supporting Fair Employment

The policy supports fair employment practices by promoting:

• Equitable pay scales;
• Objective remuneration criteria;
• Equal treatment of male and female employees;
• Periodic monitoring of pay structures;
• Identification of possible gender pay gaps;
• Evidence-based review of salary differences;
• Corrective adjustments; and
• Institution-wide responsibility for pay equity.

Through these measures, UNISSULA aims to maintain a remuneration system in which differences in pay are based on legitimate employment-related factors rather than gender.

Contribution to Decent Work

Pay equity is an important component of decent employment.

By establishing equal salary principles, monitoring remuneration structures, and committing to corrective action, UNISSULA supports a working environment in which employees are treated fairly and remunerated according to objective professional criteria.

The university’s approach also strengthens institutional accountability by requiring pay equity to be maintained across all work units.