Monitoring Pay Scale Gender Equity

Universitas Islam Sultan Agung (UNISSULA) maintains a structured approach to monitoring pay scale equity between male and female employees.

The university applies remuneration based on objective employment-related criteria and periodically evaluates its salary scales and pay structures to identify possible differences in remuneration between male and female employees.

This approach supports UNISSULA’s commitment to fair remuneration and gender equity in employment.

Periodic Monitoring of Salary Scales

UNISSULA formalized its pay-equity monitoring mechanism through Circular No. 8398/J/SA/IX/2025, issued on 4 September 2025.

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

This establishes an institutional mechanism for tracking gender equity within the university’s remuneration system.

Objective Criteria Used in Pay-Scale Monitoring

UNISSULA applies the principle of equitable pay scales for male and female employees based on objective employment factors, including:

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

These criteria provide the basis for comparing remuneration between employees.

The university’s approach is therefore not simply to compare salary amounts between men and women, but to assess differences while considering legitimate employment-related factors.

Gender Pay Equity Tracking Process

UNISSULA’s monitoring process can be represented as follows:

Employee remuneration data
→ classification by position, grade and length of service
→ comparison of male and female remuneration
→ identification of possible differences
→ assessment against objective employment factors
→ corrective action where an unexplained gap is identified

This process enables the university to distinguish between legitimate salary differences arising from employment characteristics and differences that may indicate an unjustified gender pay gap.

Identification of Possible Gender Pay Gaps

The university specifically monitors its salary scale and remuneration structure to identify possible differences between male and female employees.

Where a difference is identified, it is reviewed against objective factors such as:

• Position;
• Grade;
• Length of service;
• Competence;
• Responsibility; and
• Employee performance.

This provides an institutional basis for assessing gender equity within the salary structure.

Corrective Action

Monitoring is linked to corrective action.

The 2025 policy states that where a salary difference cannot be explained by position, grade, length of service, competence, responsibility, or performance, UNISSULA undertakes adjustment and corrective measures to reduce and eliminate the identified gap.

Tracking therefore functions not only as an administrative exercise, but also as a mechanism for maintaining equitable remuneration.

Structured Salary Administration

The monitoring process is supported by UNISSULA’s existing salary framework, which applies structured salary administration and the principle of equality between male and female employees.

UNISSULA’s salary regulation states that employee salaries are provided according to the principle of equality between male and female employees and provides structured arrangements for salary payment, periodic salary increases, promotion, and salary scales.

This provides an additional institutional foundation for gender pay-scale monitoring.

Alignment with Indonesian Wage Regulation

UNISSULA’s approach also operates within Indonesia’s broader employment and wage-regulation framework.

For the 2025 wage period, the Government of Indonesia issued Minister of Manpower Regulation No. 16 of 2024 on the Determination of Minimum Wages for 2025. The regulation establishes the national framework for determining provincial and district/city minimum wages for 2025.

The broader national wage framework also emphasizes the use of structured and objective wage scales. Under Government Regulation No. 49 of 2025, employers are required to prepare and apply wage structures and scales by considering factors including grade, position, length of service, education, and competence.

These principles are consistent with UNISSULA’s use of objective factors in its remuneration and monitoring framework.

Government Salary-Scale Reference

Indonesia’s public-sector salary framework also demonstrates the use of objective salary structures.

Under BKN Regulation No. 1 of 2024, basic salaries for civil servants are adjusted according to grade and length of service.

For example, the regulation provides salary tables based on grade and years of service rather than employee gender.

While this regulation specifically governs civil servants and is not the direct salary regulation for all UNISSULA employees, it provides a relevant national reference for objective, grade-based salary administration.

Institution-Wide Responsibility

UNISSULA’s pay-equity policy applies across the institution.

All university leaders and work units are required to maintain the implementation of the university’s pay-equity principles.

This ensures that gender pay-scale monitoring is incorporated into the broader university employment framework rather than being limited to a single unit.

UNISSULA Gender Pay Equity Monitoring Framework

Contribution to Fair Employment

Through its salary-scale monitoring framework, UNISSULA supports:

• Equal remuneration principles;
• Objective salary determination;
• Periodic evaluation of salary structures;
• Monitoring of male and female remuneration;
• Identification of potential gender pay differences;
• Review of differences against objective employment criteria; and
• Corrective action where unjustified differences are identified.

This approach contributes to fair and transparent employment practices across the university.