{"id":38118,"date":"2026-01-31T21:37:19","date_gmt":"2026-01-31T14:37:19","guid":{"rendered":"https:\/\/sdgscenter.undip.ac.id\/?page_id=38118"},"modified":"2026-04-04T10:33:39","modified_gmt":"2026-04-04T03:33:39","slug":"goal-5-gender-equality","status":"publish","type":"page","link":"https:\/\/sdgscenter.undip.ac.id\/id\/goal-5-gender-equality\/","title":{"rendered":"Goal 5 Gender Equality"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; specialty=&#8221;on&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; z_index=&#8221;24&#8243; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;3_4&#8243; specialty_columns=&#8221;3&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_row_inner admin_label=&#8221;Row&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; admin_label=&#8221;Column&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text module_class=&#8221;key-c&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; text_font=&#8221;||||||||solid&#8221; text_text_color=&#8221;#000352&#8243; text_font_size=&#8221;37px&#8221; header_text_color=&#8221;#000352&#8243; custom_margin=&#8221;||22px||false|false&#8221; text_font_size_tablet=&#8221;37px&#8221; text_font_size_phone=&#8221;29px&#8221; text_font_size_last_edited=&#8221;on|phone&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><strong>Goal 5 Gender Equality<\/strong><\/p>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; text_text_color=&#8221;#000352&#8243; text_font_size=&#8221;20px&#8221; custom_margin=&#8221;||-8px||false|false&#8221; text_font_size_tablet=&#8221;20px&#8221; text_font_size_phone=&#8221;15px&#8221; text_font_size_last_edited=&#8221;on|phone&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p style=\"text-align: justify;\">Achieve gender equality and empower all women and girls: what Universitas Diponegoro is doing in pursuit of this goal.<\/p>\n<p>[\/et_pb_text][et_pb_code _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_code][et_pb_image src=&#8221;https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/SDG-5-GENDER-EQUALITY.jpg&#8221; title_text=&#8221;SDG 5 GENDER EQUALITY&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;||-33px||false|false&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_image][et_pb_code _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; width=&#8221;100%&#8221; 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font-size: 1.4em;\n      }\n\n      .slide-indicator-5 {\n        font-size: 0.72em;\n        margin-top: 4px;\n      }\n    }\n    <\/style>\n    \n    <div class=\"sdg-container-5\">\n      <div class=\"custom-dropdown-5 layout-auto\">\n        <div class=\"dropdown-group-5\"><div class=\"dropdown-parent-5\">5.2 Proportion of first-generation female students<\/div><div class=\"dropdown-submenu-5\"><div data-content=\"ind-103\">5.2.1 Proportion of Women First-Generation<\/div><\/div><\/div><div class=\"dropdown-group-5\"><div class=\"dropdown-parent-5\">5.3 Student access measures<\/div><div class=\"dropdown-submenu-5\"><div data-content=\"ind-104\">5.3.1 Tracking Access Measures<\/div><\/div><\/div><div class=\"dropdown-group-5\"><div class=\"dropdown-parent-5\">5.4 Proportion of senior female academics<\/div><div class=\"dropdown-submenu-5\"><div data-content=\"ind-105\">5.3.2 Policy for Women Applications and Entry<\/div><div data-content=\"ind-106\">5.3.3 Women Access Schemes<\/div><div data-content=\"ind-107\">5.3.4 Women Application in Underrepresented Subjects<\/div><\/div><\/div><div class=\"dropdown-group-5\"><div class=\"dropdown-parent-5\">5.5 Proportion of women receiving degrees<\/div><div class=\"dropdown-submenu-5\"><div data-content=\"ind-108\">5.4.1 Proportion of Senior Female Academics<\/div><\/div><\/div><div class=\"dropdown-group-5\"><div class=\"dropdown-parent-5\">5.6 Women\u2019s progress measures<\/div><div class=\"dropdown-submenu-5\"><div data-content=\"ind-109\">5.5.1 Proportion of Female Degrees Awarded<\/div><\/div><\/div><div class=\"dropdown-group-5\"><div class=\"dropdown-parent-5\">5.7 Undip Contribution<\/div><div class=\"dropdown-submenu-5\"><div data-content=\"ind-290\">5.7.1 Undip Contribution 1<\/div><\/div><\/div>      <\/div>\n      \n      <div id=\"content-container-5\"><\/div>\n    <\/div>\n    \n    <script>\n    (function() {\n      const sdgNumber = 5;\n      const contentData = {\"ind-103\":{\"title\":\"5.2.1 Proportion of Women First-Generation\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of students: 36,538 || Number of students starting a degree: 8,286 || Number of first-generation students starting a degree: 2,640 || Number of women starting a degree: 4,280 || Number of first-generation women starting a degree: 2,236\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of students: 35,458 || Number of students starting a degree: 6,905 || Number of first-generation students starting a degree: 2,208 || Number of women starting a degree: 3,570 || Number of first-generation women starting a degree: 1,864\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of students: 35,688 || Number of students starting a degree: 6,974 || Number of first-generation students starting a degree: 2,207 || Number of women starting a degree: 3,567 || Number of first-generation women starting a degree: 1,835\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of students: 38,567 || Number of students starting a degree: 11,641 || Number of first-generation students starting a degree: 5,764 || Number of women starting a degree: 6,746 || Number of first-generation women starting a degree: 3,471\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of students: 50,605 || Number of students starting a degree: 12,906 || Number of first-generation students starting a degree: 6,058 || Number of women starting a degree: 7,480 || Number of first-generation women starting a degree: 3,516\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-104\":{\"title\":\"5.3.1 Tracking Access Measures\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP as a body systematically measures\/tracks female enrollment rates, acceptance rates and also study completion rates. UNDIP is very strict and checks everything well such as the registration process, entrance tests, verification, student monitoring, and graduation registration. In 2023, UNDIP has a total of 40,298 students, with 17,050 university students and 23,248 female students. So that the proportion of female students at UNDIP is more than men, which is 57% of the total students\",\"evidence\":[\"https:\/\/www.prestasikita.com\/2023\/11\/15\/universitas-dengan-jumlah-mahasiswa-terbanyak-di-indonesia\/#:~:text=4.20Universitas%20Dipogero%20(Undip),potensi%20akademis%20dan%20profesional%20mereka.\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP employs a systematic approach to measure and monitor various aspects of women's participation in its academic programs, including application rates, acceptance rates, and completion rates. The university maintains rigorous scrutiny throughout the entire process, from registration and entrance tests to verification, student progress tracking, and graduation registration. In 2021, UNDIP received a total of 107,472 applications and admitted 6,974 students, out of which 3,567 were female students. This indicates that the proportion of female students admitted to UNDIP exceeded that of male students, accounting for 51% of the total student body.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2020\/11\/15\/undip-membuka-pintu-lebar-bagi-perempuan-untuk-mengenyam-pendidikan-perguruan-tinggi\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP as a body systematically measure\/track women's application rate, acceptance rate and also study completion rate. UNDIP is very strict and checks everything well such as the registration, entrance test, verification, student monitoring, and graduation registration process. In 2021, the number of candidates applied for UNDIP was 107,472 applicants, UNDIP enrolled 6,974 with 3,567 female students. So that the proportion of women accepted at UNDIP is more than men, which is 51% of the total students.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/27\/kesempatan-besar-untuk-mengenyam-pendidikan-bagi-perempuan-di-universitas-diponegoro\/\",\"https:\/\/kampus.republika.co.id\/posts\/86619\/undip-sediakan-3-231-kursi-di-sbmptn-2022-cek-prodi-paling-sedikit-peminat#:~:text=Pada%20SBMPTN%202021%20tercatat%20ada,3.231%20kursi%20untuk%20mahasiswa%20baru.\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP as a body systematically measure\/track women's application rate, acceptance\/entry rate and study completion rate at the university via online system starting from registration, entrance test, verification, student monitoring, and online graduation application. In 2019, the number of male and female candidates applied for UNDIP was 171,026 applicants. Of the total number of applicants, UNDIP enrolled 11,586 students or with a ratio of 1:15. Of the total number of applicants (171,026 candidates), UNDIP accepted 7,480 female students. So that the proportion of female students enrolled was 64.5% from the total students. In the same year, number of on time female undergraduate degree awardee were 4,974 students, about 59% from total undergraduate awardee.\",\"evidence\":[\"https:\/\/um.undip.ac.id\/archives\/114\/informasi-umum-seleksi-snmpn\",\"https:\/\/sso.undip.ac.id\/auth\/user\/login#\",\"http:\/\/sustainability.undip.ac.id\/2019\/12\/27\/kesempatan-besar-untuk-mengenyam-pendidikan-bagi-perempuan-di-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP as a body systematically measure\/track women's application rate, acceptance\/entry rate and study completion rate at the university via online system starting from registration, entrance test, verification, student monitoring, and online graduation application. In 2019, the number of male and female candidates applied for UNDIP was 171,026 applicants. Of the total number of applicants, UNDIP enrolled 11,586 students or with a ratio of 1:15. Of the total number of applicants (171,026 candidates), UNDIP accepted 7,480 female students. So that the proportion of female students enrolled was 64.5% from the total students. In the same year, number of on time female undergraduate degree awardee were 4,974 students, about 59% from total undergraduate awardee.\",\"evidence\":[\"https:\/\/um.undip.ac.id\/archives\/114\/informasi-umum-seleksi-snmptn\",\"https:\/\/sso.undip.ac.id\/auth\/user\/login#\",\"http:\/\/sustainability.undip.ac.id\/2019\/12\/27\/kesempatan-besar-untuk-mengenyam-pendidikan-bagi-perempuan-di-universitas-diponegoro\/\"],\"image_url\":\"\"}]},\"ind-105\":{\"title\":\"5.3.2 Policy for Women Applications and Entry\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment and participation that is inclusive for all including women. A number of the policies are listed in PP. 55 of 2015 concerning Statues, Academic Senate Act No.3 of 2017 concerning Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No.4 of 2016 concerning the Rules of the Board of Trustees, Rector Act No.6 of 2016 concerning with the Employee Administration System of Non-Civil Servant in Undip; Rector Act No.28 of 2019 concerning the Cultural Values of the Employees Code of Ethics; Rector Act No.9 of 2016 concerning Selection of New Undergraduate Student Admissions, Decree of the Board of Trustees (MWA) No.03\/UN7.1\/HK.2019; Rector Act No.2 of 2019 concerning the Elements under the Rector of UNDIP. Reflected in all of these regulations, the university guarantees women involvement with zero discrimination in UNDIP || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencagahan-dan-penganangan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP has established inclusive policies related to placement, acceptance, recruitment, and participation, ensuring that these policies encompass women without any form of discrimination. These policies are outlined in various regulations, such as PP. 55 of 2015 regarding Statutes, Academic Senate Act No. 3 of 2017 concerning Procedures for the Appointment and Dismissal of Academic Senate Members, Board of Trustees Act No. 4 of 2016 detailing the Rules of the Board of Trustees, Rector Act No. 6 of 2016 addressing the Employee Administration System for Non-Civil Servants at UNDIP, Rector Act No. 28 of 2019 establishing the Code of Ethics for Cultural Values of Employees, Rector Act No. 9 of 2016 pertaining to the Selection of New Undergraduate Student Admissions, Decree of the Board of Trustees (MWA) No. 03\/UN7.1\/HK.2019, and Rector Act No. 2 of 2019 covering the elements under the Rector's authority at UNDIP. || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment and participation that is inclusive for all including women. A number of the policies are listed in PP. 55 of 2015 concerning Statues, Academic Senate Act No.3 of 2017 concerning Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No.4 of 2016 concerning the Rules of the Board of Trustees, Rector Act No.6 of 2016 concerning with the Employee Administration System of Non-Civil Servant in Undip; Rector Act No.28 of 2019 concerning the Cultural Values of the Employees Code of Ethics; Rector Act No.9 of 2016 concerning Selection of New Undergraduate Student Admissions, Decree of the Board of Trustees (MWA) No.03\/UN7.1\/HK.2019; Rector Act No.2 of 2019 concerning the Elements under the Rector of UNDIP. Reflected in all of these regulations, the university guarantees women involvement with zero discrimination in UNDIP. || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment and participation of women in universities until 2020. A number of these policies are listed in PP. 52 of 2015 concerning Statutes, Academic Senate Act No. 3 of 2017 concerning Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No. 4 of 2016 concerning the Rules of the Board of Trustees, Rector Act No. 6 of 2018 concerning with the Employee Administration System of Non-Civil Servant in Undip; Rector Act No. 28 of 2019 concerning the Cultural Values of the Employees Code of Ethics; Rector Act No. 9 of 2016 concerning Selection of New Undergraduate Student Admissions; Decree of the Board of Trustees (MWA) No. 03 \/ UN7.1 \/ HK \/ 2019; Rector Act No. 2 of 2019 concerning the Organization and Work Procedure of the Elements under the Rector of UNDIP. In a number of these regulations, the university guarantees women's involvement and zero discrimination in UNDIP. Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment, and participation of women in university. Numbers of policies are listed in PP. 52 of 2015 concerning Statutes, Academic Senate Act No. 3 of 2017 related Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No. 4 of 2016 about Rules of the Board of Trustees, Rector Act No. 6 of 2018 and Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP; Rector Act No. 28 of 2019 and Rector Act No. 9 of 2016 related the Cultural Values of the Employees Code of Ethics and Selection of New Undergraduate Student Admissions respectively; Rector Act No. 2 of 2019 concerning the Organization and Work Procedure of the Elements under the Rector of UNDIP. With these regulations, the university guarantees women's involvement and zero discrimination in the UNDIP. || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\",\"http:\/\/sustainability.undip.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2018\/11\/23\/peraturan-rektor-universitas-diponegoro-nomor-6-tahun-2018\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-106\":{\"title\":\"5.3.3 Women Access Schemes\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has conducted women's access schemes such as mentoring, scholarships or other provision by research and community service institutions. Mentoring was conducted in mentoring system that include various topic by the seniors to new students. Meanwhile, scholarships in UNDIP are inclusive with no discrimination against women. Other provision is that UNDIP facilitate the location room that build in every building so that students and staff can get easy access when it needed.\",\"evidence\":[\"https:\/\/lpmhayamwuruk.org\/2019\/05\/tanggapipolecehan-seksual-di-undip.html\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP has implemented initiatives to enhance women's access to opportunities, including mentoring programs, scholarships, and various support services offered by research and community service institutions. The mentoring system involves senior students providing guidance and advice to newcomers on a wide range of topics. Scholarships at UNDIP are designed to be inclusive, without any gender-based discrimination. Additionally, the university has established lactation rooms in every building, ensuring convenient access for both students and staff when needed\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2020\/10\/12\/ruang-laktasi-dukung-karier-pekerja-wanita-undip\/\",\"https:\/\/lpmhayamwuruk.org\/2019\/05\/tanggapi-pelecehan-seksual-di-undip.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has conducted women's access schemes such as mentoring, scholarships or other provision by research and community service institutions. Mentoring was conducted in mentoring system that include various topic by the seniors to new students. Meanwhile scholarships in UNDIP are inclusive with no discrimination against women. Other provision is that UNDIP facilitate the lactation room that build in every building so that students and staff can get easy access when it needed.\",\"evidence\":[\"https:\/\/bak.undip.ac.id\/tawaran-pengganti-beasiswa-bidikmisi-dan-kip-k-semester-genap-ta-2020-2021\/\",\"https:\/\/sustainability.undip.ac.id\/2020\/10\/12\/ruang-laktasi-dukung-karier-pekerja-wanita-undip\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"In 2020, Universitas Diponegoro has conducted women's access schemes, including mentoring, scholarships, or other provision by research and community service institutions. Especially the mentoring program, LPPM Universitas Diponegoro through KKN activities has conducted a devotion program during the pandemic in the form of mentoring prevention of kekerasan against women and children based on the community. This activity aims to provide knowledge of how to prevent violence in the family environment considering that in pandemic times the trend of violence is stronger than in normal times. In addition, through KKN LPPM Universitas Diponegoro activities also conduct training activities in the framework of preserving culture and as a business opportunity to help the community economy in the midst of the COVID-19 pandemic. In addition, UNDIP also provides scholarships to 67 % of female students out of a total students receiving scholarships in the class of 2020.\",\"evidence\":[\"https:\/\/www.kompasiana.com\/sintadewipermatasari\/5388464d541d111a794963\/mahasiswa-kkn-undip-berikan-edukasi-pencegahan-kekerasan-pada-perempuan-dan-anak-berbasis-masyarakat\",\"https:\/\/semarang.ayiondonesia.com\/netizen\/pr-77794232\/Pulang-Kampung-Mahasiswa-KKN-Undip-Gelar-Pelatihan-Membatik\",\"http:\/\/kepegawaan.undip.ac.id\/pengumuman-pendaftaran-beasiswa-bagi-pegawai-di-lingkungan-universitas-diponegoro-tahun-ajaran-2019-2020\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has women's access schemes, including mentoring, scholarships, or other provisions. In 2019, unit of Dharma Wanita, the rectorate, and Community Service Institutions organized mentoring program on Making Kefir-Yoghurt as a Contribution for Women in Efforts to Increase Personal Capacity and Fulfillment of Family Nutrition, which is intended for Dharma Wanita Unit members. In addition, UNDIP also provides scholarships for almost 67% of female students in batch 2019 through BIDIKMISI Scholarship Program, BIDIKMISI Aspiration, Educational Affirmation Program, and scholarships for student with disabilities. UNDIP also provides scholarships for female lecturers and staffs who will study in higher education level. Regarding community service programs for women, UNDIP has also conducted International Migration Education for Prospective Women Workers who will work abroad for targeted community.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/01\/19\/berlatih-membuat-kefir-yoghurt-sebagai-upaya-kontribusi-wanita-peningkatan-kapasitas-diri-dan-pemenuhan-nutrisi-keluarga\/\",\"http:\/\/kepegawaian.undip.ac.id\/pengumuman-pendaftaran-beasiswa-bagi-pegawai-di-lingkungan-universitas-diponegoro-tahun-ajaran-2019-2020\/\",\"http:\/\/kkn.undip.ac.id\/?p=96743\"],\"image_url\":\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/foto-dharma-wanita-kefir1-1024x768.jpg\"}]},\"ind-107\":{\"title\":\"5.3.4 Women Application in Underrepresented Subjects\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP through its units has encouraged applications by women in underrepresented fields. This program is manifested in various models such as the Thisis Women & Diversity Undergraduate Scholarships Program 2024. This program not only provides financial support of IDR 15,000,000 per semester and internship opportunities but is also aligned with UNDIP's policy to increase female participation in engineering and industry. This scholarship helps overcome the barriers often faced by female students in pursuing higher education, in line with UNDIP's commitment to the principle of gender equality.\",\"evidence\":[\"https:\/\/ft.undip.ac.id\/en\/this-women-diversity-undergraduate-scholarships-program-2024\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP through its units has encouraged applications by women in subjects where they are underrepresented. The program came into various model such as the publication of successful alumni as a pilot in Garuda airways. Moreover, a chance for woman staff to fulfill the strategic position such as a Dean\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/25501\/sukses-berkarier-jadi-pilot-garuda-indonesia-soraya-syahaz-alumni-magister-kenotariatand-undip-pendidikan-tinggi-prioritas-pertama.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"In 2021, UNDIP through its units has encouraged applications by women in subjects where they are underrepresented. The program came into various model such as the publication of successful alumni from Marine Science UNDIP who was recognized by DIVE Magazine as women in conservation. Other model is the development of Hesperene a platform that aims to empower young Indonesian women to dream bigger. Through this platform, Hesperene invites Indonesian women to dare to re-articulate their ambitions so that they are not viewed negatively.\",\"evidence\":[\"https:\/\/fpik.undip.ac.id\/2021\/07\/18\/ranny-ramadhani-alumni-ilmu-kelautan-fpik-undip-diakui-dive-magazine-sebagai-women-in-conservation\/\",\"https:\/\/komunikasi.fisip.undip.ac.id\/v1\/2021\/03\/16\/mengenal-herpshere-platform-women-empowerment-karya-mahasiswa-ilmu-komunikasi-undip\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"In 2020, UNDIP through its units has encouraged applications by women in subjects where they are underrepresented. Specifically for Cooperation of Super Specialist Master Program necessary to meet the needs world of construction in the field of water resources for all female and male students. Through cooperation of coastal area development in Central Java between the Center for ICZM UNDIP and the Central Java Provincial Government in the preparation of the Brebes Regency masterplan, UNDIP encouraged many internships from male and female students. In addition, the cooperation of Entrepreneur Training Center (ETC) UNDIP with PT Charoen Pokhand Indonesia. This work provides space for female students to be innovative, creative and critical through the development of the Charoen Pokhand Foundation Indonesia Program for 18 weeks internship activities (horticultural gardens, closed house cages).\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/16414\/undip-dan-kementerian-pup-tandatangani-perjanjian-kerjasama-pendidikan-program-magister-super-spesialis-tahun-2020.html\",\"https:\/\/www.undip.ac.id\/post\/16598\/penyepakatan-kerjasama-pengembangan-pesisir-jawa-tengah-dengan-center-for-iczm-undip.html\",\"https:\/\/www.undip.ac.id\/post\/17660\/fop-undip-launching-entrepreneur-training-center-etc-kerjasama-dengan-pt-charoen-pokhand-indonesia.html\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP through its units has encouraged applications by women in subjects where they are underrepresented through university outreach or through collaboration. In 2019, periodically, Agency for Development and Quality Assurance UNDIP received a visit from students and teachers several high schools from all over Indonesia, example in Dec 19th 2019, MA Attaqwa Putri (boarding school for women). This visit was carried out socialization related to UNDIP New Student Admission for the 2020\/2021 school year, mainly offers subjects that are less popular for women, such as mechanical and electrical engineering. For the university outreach program, it included female lecturers in the International Media Conference in Surabaya with the theme of Asian Cultural Creative Industries and Digital Media and included 3 female students in the Silver Medal Award competition: Taiwan Innotech Expo 2019, and the results got a championship.\",\"evidence\":[\"http:\/\/lp2mp.undip.ac.id\/2019\/12\/19\/kunjungan-ma-attaqwa-putri\/\",\"https:\/\/komunikasi.fisip.undip.ac.id\/v1\/2019\/11\/08\/dosen-departemen-ilmu-komunikasi-mengikuti-international-media-conference-di-surabaya\/\",\"https:\/\/stat.fsm.undip.ac.id\/v1\/silver-medal-award-taiwan-innotech-expo-2019\/\"],\"image_url\":\"\"}]},\"ind-108\":{\"title\":\"5.4.1 Proportion of Senior Female Academics\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of employees: 4,329 || Number of academic staff: 2,177 || Number of senior academic staff: 713 || Number of female senior academic staff: 267\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of employees: 3,858 || Number of academic staff: 1,979 || Number of senior academic staff: 594 || Number of female senior academic staff: 223\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of employees: 3,678 || Number of academic staff: 1,988 || Number of senior academic staff: 597 || Number of female senior academic staff: 227\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of employees: 5,354 || Number of academic staff: 2,812 || Number of senior academic staff: 365 || Number of female senior academic staff: 171\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of employees: 3,699 || Number of academic staff: 2,458 || Number of senior academic staff: 262 || Number of female senior academic staff: 42\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-109\":{\"title\":\"5.5.1 Proportion of Female Degrees Awarded\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of graduates: 11,912 || Number of graduates by subject area: Total: 11,912 (STEM: 5,232, Medicine: 1,810, Arts & Humanities \/ Social Sciences: 4,870) || Number of female graduates: Total: 3,601 (STEM: 1,089, Medicine: 1,454, Arts & Humanities \/ Social Sciences: 1,058)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of graduates: 9,650 || Number of graduates by subject area: Total: 9,650 (STEM: 4,264, Medicine: 1,458, Arts & Humanities \/ Social Sciences: 3,928) || Number of female graduates: Total: 2,917 (STEM: 882, Medicine: 1,178, Arts & Humanities \/ Social Sciences: 857)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of graduates: 10,688 || Number of graduates by subject area: Total: 5,569 (STEM: 2,471, Medicine: 1,615, Arts & Humanities \/ Social Sciences: 1,483) || Number of female graduates: Total: 3,231 (STEM: 977, Medicine: 1,305, Arts & Humanities \/ Social Sciences: 949)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of graduates: 11,746 || Number of graduates by subject area: Total: 9,027 (STEM: 5,872, Medicine: 1,487, Arts & Humanities \/ Social Sciences: 1,724) || Number of female graduates: Total: 5,188 (STEM: 2,894, Medicine: 930, Arts & Humanities \/ Social Sciences: 1,307)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of graduates: 10,648 || Number of graduates by subject area (STEM, Medicine, Arts & Humanities\/Social Sciences): Total: 8,248 || Number of graduates: STEM: 5,349 || Number of graduates: Medicine: 1,317 || Number of graduates: Arts & Humanities \/ Social Sciences: 1,582 || Number of female graduates by subject area (STEM, Medicine, Arts & Humanities \/ Social Sciences): Total: 4,708 || Number of female graduates: STEM: 2,664 || Number of female graduates: Medicine: 855 || Number of female graduates: Arts & Humanities \/ Social Sciences: 1,189\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-110\":{\"title\":\"5.6.1 Policy of Non-Discrimination Against Women\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP's Anti Discrimination and Anti Harassment Policy is in line with its commitment to gender equality. In Circular Letter SE 25 of 2022, UNDIP calls for maintaining the implementation of academic and non-academic activities that are principled in gender equality, equality, anti-discrimination, and a humanist approach. Aiming to emphasize anti-discrimination and anti-harassment, UNDIP ensures a safe, inclusive, and fair environment for all students and staff, regardless of gender. This approach is in line with the broader goal of promoting gender equality and supports the UN SDGs, particularly Goal 5: Gender Equality. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2024 || The policy was recently reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A and still valid for current period\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2022\/12\/11\/kebijakan-universitas-diponegoro-dalam-anti-diskriminasidan-anti-pelecehan\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP introduced a policy in 2018 to combat discrimination against women, outlined in document number 35\/UN17.P\/SE\/2018, focusing on preventing discrimination and harassment targeting marginalized groups within the university community during various activities. This policy enforces suitable sanctions against individuals engaged in such improper conduct. Furthermore, this directive served as the foundation for the implementation of Rector Act No. 28 of 2019, which addresses work culture values and the code of ethics for non-academic staff, aligning with the pursuit of UN Targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN17.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2018 || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/18252\/keterwakilan-perempuan-di-kepemimpinan-undip-5-srikandi-di-posisi-dekan.html\",\"https:\/\/sustainability.undip.ac.id\/2020\/10\/21\/se-tahun-2020-non-diskriminasi\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"The policy regarding discrimination against women is owned by UNDIP in 2018. The policy is stated in number 35\/UN7.P\/SE\/2018 regarding anti-discrimination and anti-harassment against marginalized groups. This policy was made with the aim of avoiding discrimination and harassment among all campus communities during activities. Those who commits such an improper act will be given appropriate sanctions. This circular letter became the embryo for the enactment of Rektor Act No.28 of 2019 concerning Work Culture Values and The Non Academic Staff Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rektor Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undp.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\",\"https:\/\/www.undp.ac.id\/post\/18252\/keterwakilan-perempuan-di-kepemimpinan-undip-5-srikandi-di-posisi-dekan.html\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP, in 2018, have a policy of non-discrimination against women. The policy is outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups. This circular letter was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this circular letter is the basis for each unit to include training programs on anti-discrimination and anti-harassment against marginalized groups. This circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Non Academic Staff Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A. Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has a policy of non-discrimination against women. The policy is outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups, released in 2018. This circular letter was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this circular letter is the basis for each unit to include training programs on anti-discrimination and anti-harassment against marginalized groups. This circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadap-kelompok-marjinal\/\",\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/Peraturan-Rektor-Nomor-28-Tahun-2019.png\"}]},\"ind-111\":{\"title\":\"5.6.2 Non-Discrimination Policies for Transgender\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has a non-discrimination policy against transgender as a university that upholds human rights. The policy is stated in number 35\/UN7.P\/SE\/2018 concerning anti-discrimination and anti-harassment against marginalized groups. This policy regulates the activities of the entire campus community to avoid discrimination and harassment against transgender people. This circular letter is the forerunner of the implementation of Rector Regulation No.28 of 2019 concerning Work Culture Values and Code of Ethics for Non-Academic Education Personnel. Undip also issued Circular Letter SE No. 46 of 2020, which emphasizes the principle of gender equality in all learning processes and non-academic activities on campus. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2024 || The policy was recently reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A and still valid\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2022\/12\/11\/kebijakan-universitas-diponegoro-dalam-anti-diskriminas-i-dan-anti-pelechan\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"As a university committed to upholding human rights, UNDIP has established a non-discrimination policy that extends to transgender individuals. This policy is articulated in document number 35\/UN7.P\/SE\/2018, which focuses on preventing discrimination and harassment against marginalized groups. It encompasses the entire campus community and aims to ensure that transgender individuals are not subjected to discrimination or harassment. This circular letter served as the foundation for the implementation of Rector Act No.28 of 2019, which addresses work culture values and the code of ethics for non-academic staff || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: - || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No.28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has a non-discrimination policy towards transgender people as a university that upholds human rights. The policy is stated in number 35\/UN7.P\/SE\/2018 regarding anti-discrimination and anti-harassment against marginalized groups. This policy regulates the activities of the entire campus community to avoid discrimination and harassment of transgender people. This circular letter is the embryo of the enactment of Rektor Act No.28 of 2019 concerning with Work Culture Values and The Non Academic Staff Code of Ethics. || Policy created: 2018 || Circular Number: 35\/UN7 P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2020\/11\/20\/undip-dukung-gerakan-non-diskriminasi\/\",\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"As a university that upholds the spirit of democratization and human rights, with regard to transgender people, UNDIP also has a policy of non-discrimination for transgender people which was outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning with Anti-Discrimination and Anti-Harassment Policies in Marginal Group. In this circular, it regulates how each unit can ensure that all service activities for the academic community and education staffs must be carried out by avoiding discriminatory and harassing acts of marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this SE is the basis for each unit to include training programs on anti-discrimination and anti-harassment among marginalized groups. This circular letter is the embryo of the enactment of Rector Act No. 28 of 2019 concerning with Work Culture Values, and the Employees Code of Ethics. Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminasian-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\",\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"As a university that upholds the spirit of democratization and human rights, with regard to transgender people, UNDIP also has a policy of non-discrimination for transgender people which was outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning with Anti-Discrimination and Anti-Harassment Policies in Marginal Group. In this circular, it regulates how each unit can ensure that all service activities for the academic community and education staffs must be carried out by avoiding discriminatory and harassing acts of marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this SE is the basis for each unit to include training programs on anti-discrimination and anti-harassment among marginalized groups. This circular letter is the embryo of the enactment of Rector Act No. 28 of 2019 concerning with Work Culture, Values, and the Employees Code of Ethics || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadap-kelompok-marjinal\/\",\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"\"}]},\"ind-112\":{\"title\":\"5.6.3 Maternity Policy\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP respects and cares about the dignity of women. The President Director of Diponegoro National Hospital has issued Decree No. 4.A\/UN7.12\/HK\/2017 on Reproductive Health Services at Diponegoro National Hospital in January 2017. UNDIP has implemented maternity and paternity policies based on the Decree. This policy was made as a guide for the hospital in providing reproductive health services for the academic community, maternal and child health, women's reproductive health, and also male reproductive health. UNDIP also issued Circular Letter SE No. 41 of 2017 which emphasizes the principles of gender equality, maternity, and paternity in all learning processes and non-academic activities on campus. In addition, Undip also has UNDIP Rector Regulation No. 13 of 2022, which regulates the prevention and handling of sexual violence in the campus environment. || Policy created: 2022 || UNDIP Rector Regulation No. 13 of 2022, which regulates the prevention and handling of sexual violence in the campus environment. || Policy reviewed: 2022\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP holds a deep commitment to upholding the dignity of women and places great importance on their well-being. In January 2017, the Chief Executive Officer of Diponegoro National Hospital issued Decree Letter No. 4.A\/UNT.12\/HK\/2017, which laid the foundation for UNDIP's maternity and paternity policy. This policy serves as a comprehensive guideline for the provision of reproductive health services at the hospital, encompassing the needs of academicians, maternal and child health, women's reproductive health, and men's reproductive health. UNDIP also took further steps by issuing Rector Act No. [Year] in 2018, amending the Rector Act No. 4 of 2017 concerning the Non-PNS UNDIP Employee System. This amendment guarantees the protection rights of Non-PNS employees, particularly those who are pregnant or giving birth, in accordance with national regulations. || Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations || Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~-text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%2 0Kampus%2C%20menumbuhkan%20kehidupan an\",\"https:\/\/sustainability.undip.ac.id\/2017\/12\/18\/se-no-41-tahun-2017-kebijakan-non-diskriminasi- untuk-perempuan-maternitas-dan-paternitas\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP respects and concerned about the dignity of women. The Chief Executive Officer of the Diponegoro National Hospital has issued Decree Letter No. 4.A\/UN7.12\/HK\/2017 concerning Reproductive Health Services at the Diponegoro National Hospital in January 2017. UNDIP has implemented a maternity and paternity policy based on that Decree Letter. This policy was made as a guide for hospitals in providing reproductive health services for academicians, maternal and child health, women's reproductive health, and as well as men's reproductive health. UNDIP also issued Rector Act No. 6 of 2018 concerning with Amendments of the Rector Act No. 4 of 2017 concerning the Non-PNS UNDIP Employee System which provides guaranteed protection rights to Non-PNS employees especially who are pregnant or giving birth in accordance with applicable national regulations. This policy is relevant to achieving the UN Targets 5.1, 5.5, and 5.A. || Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations. || Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-memberi-dukungan-penuh-pada-tenaga-sdm-perempuan\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP is a campus that has concerned with increasing the dignity of women. Through, the Chief Executive Officer of the Diponegoro National Hospital (DNH), has issued Decree Letter No. 4.A\/UN7.12\/ HK \/ 2017 concerning Reproductive Health Services at the Diponegoro National Hospital, dated January 5, 2017. Based on that letter, UNDIP has implemented a maternity and paternity policy. This policy was created as a guideline for hospitals in providing any reproductive health services for academicians, maternal and child health, including men's reproductive health. In addition, Undip also issued Rector Act No. 6 of 2018 concerning with Amendments to the Rector Act No.4 of 2017 concerning the Non-PNS UNDIP Employee System which provides guaranteed protection rights to non-PNS employees who are pregnant or giving birth in accordance with applicable national regulations. This policy is relevant to achieving the UN Targets 5.1, 5.5 and 5.A. Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations. Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2017\/01\/11\/layanan-kesehatan-reproduksi-paripurna-disediakan-rnd\/\",\"http:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-dalam-mendukung-sdm-perempuan\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP is an institution that support active participation of women. Through, the Chief Executive Officer of the Diponegoro National Hospital (DNH), has issued Decree Letter No. 4.A\/UN7.12\/HK\/2017 concerning Reproductive Health Services at the Diponegoro National Hospital, dated January 5, 2017. Based on that letter, UNDIP has implemented a maternity and paternity policy. This policy was created as a guideline for hospitals in providing any reproductive health services for academicians, maternal and child health, including men's reproductive health. In addition, UNDIP also issued Rector Act No. 6 of 2018 concerning with Amendments to the Rector Act No. 4 of 2017 concerning the Non-PNS UNDIP Employee System which provides guaranteed protection rights to non-PNS employees who are pregnant or giving birth in accordance with applicable national regulations. || Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations. || Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-memberi-dukungan-penuh-pada-tenaga-sdm-perempuan\"],\"image_url\":\"\"}]},\"ind-113\":{\"title\":\"5.6.4 Childcare Facilities for Students\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has an early childhood school for children located near the Diponegoro National Hospital. Children are a minor group that requires special attention. Besides functioning as a daycare center, this early childhood called \\\"Permata\\\" aims to provide lessons to children so that they gain valuable knowledge at their age. Recently, PAUP Permata UNDIP held a graduation for TK B children and and held a 5th anniversary\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-memberi-dukungan-penuh-pada-tenaga-sdm-perempuan\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP operates an early childhood school in close proximity to Diponegoro National Hospital, catering to the needs of young children, a group that demands special care and consideration. This facility, known as \\\"Permata,\\\" serves not only as a daycare center but also as an educational institution with the goal of imparting valuable knowledge to children during their early years\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/19201\/rektor-undip-paud-permata-undip-bekali-siswa-dengan-budi-pekerti.html\",\"https:\/\/www.undip.ac.id\/post\/31270\/undip-kenalkan-pendidikan-karakter-dan-keairfan-lokal-sejak-dini.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has an early childhood school for children located near the Diponegoro National Hospital. Children are a minor group that requires special attention. Besides functioning as a daycare center, this early childhood called \\\"Permata\\\" aims to provide lessons to children so that they gain valuable knowledge at their age. Recently, PAUP Permata UNDIP held a graduation for TK B children and and held a 5th anniversary.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/24998\/paud-permata-undip-gelar-penglepasan-siswa-tk-b-dan-pentas-seni-tahun-ajaran-2021-2022.html\",\"https:\/\/www.undip.ac.id\/post\/26744\/paud-permata-undip-peringati-hut-ke-5.html\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Children are a minor group that requires specific attention. To that end, in 2017, UNDIP established an Early Childhood Education institution named \\\"Permata\\\" located next to the Diponegoro National Hospital (RSND) building. This institution is specifically intended as a daycare for Universitas Diponegoro students. This facility has been equipped with Standard Operating Procedures (SSO) learning to carry out early childhood education learning.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has an accessible childcare facility for students which allow recent mothers to attend university courses, which were established in 2017. Pre-school Permata is located next to the Diponegoro National Hospital (RSND) building. This institution is specifically designated as a \u201cdaycare\u201d for children under five years for UNDIP students. This facility has been equipped with Standard Operating Procedures (SSO) for learning to carry out Pre-School Education learning. For children who are not from UNDIP\u2019s students, they are subject to the obligation to pay, and vice versa for children from their own insiders will receive a discount.\",\"evidence\":[\"https:\/\/jateng.tribunnews.com\/2017\/07\/14\/profesor-yos-johan-launching-paud-permata-undip\",\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\",\"https:\/\/www.undip.ac.id\/post\/9733\/paud-permata-undip-gelar-hari-keluarga.html\"],\"image_url\":\"https:\/\/asset.tribunnews.com\/VO3CRRSmHOV19jb1CgWUslcJUFI=\/1200x675\/filters:upscale():quality(30):format(webp):focal(0.5x0.5:0.5x0.5)\/jateng\/foto\/bank\/originals\/paud-permata-undip_20170714_100000.jpg\"}]},\"ind-114\":{\"title\":\"5.6.5 Childcare Facilities for Staff and Faculty\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has established Permata Early Childhood since 2017. This early childhood education is specifically for Diponegoro University employees so that if there are people outside the UNDIP environment, a fee will be charged. On the other hand, if insiders participate in this early childhood program, they will get a discount. Facilities and infrastructure relevant to the implementation of UN Targets 5.1, 5.5, and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/31270\/undip-kenalkan-pendidikan-karakter-dan-keairfan-lokal-sejak-dini.html\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP founded the Permata Early Childhood program in 2017, primarily catering to the children of Diponegoro University employees. Those from outside the UNDIP community are subject to a fee for enrollment, while internal members receive a discount when participating in this early childhood education. The facilities and infrastructure provided support the attainment of UN Targets 5.1, 5.5, and 5.A\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/26744\/paud-permata-undip-peringati-hut-ke-5.html\",\"https:\/\/www.undip.ac.id\/post\/31270\/undip-kenalkan-pendidikan-karakter-dan-keairfan-lokal-sejak-dini.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has established Permata Early Childhood since 2017. This early childhood education is specifically for Diponegoro University employees so that if there are people outside the UNDIP environment, a fee will be charged. On the other hand, if insiders participate in this early childhood program, they will get a discount. Facilities and infrastructure relevant to the implementation of UN Targets 5.1, 5.5, and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/24998\/paud-permata-undip-gelar-penglepasan-siswa-tk-b-dan-pentas-seni-tahun-ajaran-2021-2022.html\",\"https:\/\/www.undip.ac.id\/post\/26744\/paud-permata-undip-peringati-hut-ke-5.html\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Campus that cares for children, since 2017, Universitas Diponegoro has established PAUD (Early Childhood Education) Permata located next to the Diponegoro National Hospital (RSND) building. This facility is intended as a place to facilitate the care of toddler children of Universitas Diponegoro employees. This facility has been equipped with SOP (Standard Operating Procedure) to carry out their learning. PAUD. Children who are not child of Universitas Diponegoro's employee are subject to the obligation to pay, and vice versa for children from insiders themselves will get a discount. Facilities and infrastructure relevant to the implementation of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"As a campus that cares for children, since 2017, UNDIP has established Pre-school (PAUD Permata) which was located next to the Diponegoro National Hospital (RSND) building. This facility is intended to facilitate the care for children under five years for UNDIP employees. This facility has been equipped with a learning Standard Operating Procedure (SOP) for carrying out pre-school learning. For children who do not come from UNDIP employees, they are subject to the obligation to pay, and vice versa for children who are not from within themselves, the pre-school has given a discount.\",\"evidence\":[\"https:\/\/jateng.tribunnews.com\/2017\/07\/14\/profesor-yos-johan-launching-paud-permata-undip\",\"https:\/\/www.undip.ac.id\/post\/9733\/paud-permata-undip-gelar-hari-keluarga.html\",\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\"],\"image_url\":\"https:\/\/undip.ac.id\/wp-content\/uploads\/2018\/06\/Paud-Permata-Undip_.jpg\"}]},\"ind-115\":{\"title\":\"5.6.6 Women Mentoring Schemes\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has many platforms and programs dedicated to women's mentoring schemes. Examples of organizations that are dedicated to mentoring women are Insani and Avicenna UNDIP, who are engaged not only in spirituality, but also health, daily life as women, and many more. These activities are carried out offline or online as needed\",\"evidence\":[\"https:\/\/feb.undip.ac.id\/en\/everideas-young-women-program-scholarship-offer\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP offers numerous platforms and initiatives designed to support women through mentoring programs. Notable organizations dedicated to mentoring women, such as Insani and Avicenna UNDIP, focus on a wide range of aspects, including spirituality, health, daily life, and more. These activities are flexibly conducted in both offline and online formats, as required\",\"evidence\":[\"https:\/\/www.instagram.com\/ppbemfhundip\/\",\"https:\/\/www.youtube.com\/c\/InsaniUndip\/videos\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has many platforms and programs dedicated to women's mentoring schemes. Examples of organizations that are dedicated to mentoring women are Insani and Avicenna UNDIP, who are engaged not only in spirituality, but also health, daily life as women, and many more. These activities are carried out offline or online as needed.\",\"evidence\":[\"https:\/\/www.instagram.com\/avicennafkundip\/\",\"https:\/\/www.youtube.com\/c\/InsaniUndip\/videos\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP has many platforms and program dedicated for women mentoring schemes. For example, Avicena UNDIP as one of the religion-based organization has programs dedicated for women mentoring in many fields such as health, life and many other practical daily life solution.\",\"evidence\":[\"https:\/\/www.youtube.com\/channel\/UCrWs2L83rSp0ApE4UO1m3xg\/videos\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Until 2019, UNDIP has 46 Student Activity Units. The organizations include: Student Regiment Unit, Diponegoro Scout Unit, Indonesian Red Cross Volunteers Unit, Nature and Adventures Unit, Games Sports Unit, Martial Arts Unit. In the domain of martial arts, there are Indonesia Karate - Do (INKADO) Unit whose management participation is only 1 woman (10%) from a total of 10 personnel. The low participation of female students in the management of Student Activity Unit is because it is related to the type of self-defense sport which physically requires strength, courage, and great risk. This type of sport can be used for competition sports and combat techniques. For female students who are caretakers of Indonesia Karate-Do Unit, mentoring is carried out by their supervisors so that they have the resilience, knowledge and techniques to face discrimination and harassment\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/29\/partisipasi-mahasiswa-perempuan-dalam-ukm-identik-dengan-keanggotaan-laki-laki\/\"],\"image_url\":\"\"}]},\"ind-116\":{\"title\":\"5.6.7 Track Women Graduation Rate\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has a measurement of women's likelihood of graduating compared to men's, and schemes in place to close any gap. UNDIP has graduated 10688 graduates in 2021 with 51% female graduates so based on this data UNDIP actually doesn't have a problem with the number of graduate gaps between female and male students. Various methods are used to anticipate student graduation gaps. Monitoring of male and female students can be carried out by education staff, lecturers, or department heads through the academic information system. And department heads can decrease the gap by encouraging students to graduate through good guidelines\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/30\/imbangnya-lulusan-perempuan-dan-laki-laki-di-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP systematically assesses the graduation rates of women compared to men and has implemented strategies to address any disparities. In 2022, UNDIP conferred degrees upon XXXX graduates, with women representing XXX% of the total graduates. This data suggests that UNDIP does not face a significant gender-based graduation gap. To proactively address potential disparities, UNDIP employs various approaches. Educational staff, faculty members, and department heads can monitor the progress of both male and female students through the academic information system. Department heads play a role in reducing any gaps by providing guidance and support to students, thus promoting successful graduation\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/24414\/anu-rivanti-lulusan-undip-berprestasi-yang-raih-predikat-cumlaude.html\",\"https:\/\/teko.tempo.co\/read\/1594627\/cerita-astri-mahasiswa-bidikmis-iundip-yang-lulus-cumlaude-ipk-394\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has a measurement of women's likelihood of graduating compared to men's, and schemes in place to close any gap. UNDIP has graduated 10688 graduates in 2021 with 51% female graduates so based on this data UNDIP actually doesn't have a problem with the number of graduate gaps between female and male students. Various methods are used to anticipate student graduation gaps. Monitoring of male and female students can be carried out by education staff, lecturers, or department heads through the academic information system. And department heads can decrease the gap by encouraging students to graduate through good guidelines.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/21565\/cindy-oktaviani-lulusan-terbaik-psikologi-undip-skirpinsya-tentang-kebangkitan-pembalap-pasca-cedera-berat.html\",\"https:\/\/tekno.tempo.co\/read\/1594627\/cerita-astri-mahasiswa-bidikmisi-undip-yang-lulus-cumlaude-ipk-394\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Until 2020, UNDIP has a measurement or tracking of women's likelihood of graduating compared to men's, and schemes in place to close any gap. As initial data, in 2020, Undip has graduates 11746 graduates for all degrees with 58.87% female graduates. Based on this data, UNDIP actually does not have a problem with the number of graduate gaps between female and male students. Efforts to anticipate the graduate gap have been carried out in various ways, including through the SIA (Academic Information System) which contains a graduation management menu where the head of the study program, guardian lecturers, education staff can monitor the status of credit acquisition for male and female students. Starting from the use of the application, the manager of the study program can provide guidance and affirmations to boost the graduation of female students.\",\"evidence\":[\"https:\/\/www.suara.com\/tekno\/2020\/05\/02\/171027\/ojol-yang-lulus-cum-laude-di-undip-terima-penghargaan-dari-gojek?page=all\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has had measurement or tracking of women's likelihood of graduating compared to men's, and schemes in place to close any gap. As initial data, in 2019, UNDIP has produced as many as 10648 graduates for all degrees with details of 6047 (57%) female and 4601 (43%) were male. Based on that data, UNDIP actually does not have a problem with the graduate gap rate between female students and male students. Efforts to anticipate the gap in graduates have been carried out in various ways, including through the SIA (Academic Information System) which includes a graduation management menu where the head of the study program, lecturer guardians, educational staff can monitor the status of obtaining SKS for male and female students. Starting from the use of this application, the manager of the study program can provide guidance and affirmation to boost female student graduation\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/30\/imbangnya-lulusan-perempuan-dan-laki-laki-di-universitas-diponegoro\/\"],\"image_url\":\"\"}]},\"ind-117\":{\"title\":\"5.6.8 Policies Protecting Those Reporting Discrimination\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has a policy to protect women who report incidents of discrimination and harassment, as stated in Circular Letter No. 35\/UNT.P\/SE\/2018 on Anti-Discrimination and Anti-Harassment Policy on Marginalized Groups. This policy ensures that victims can report cases of discrimination safely and that their identities are protected. In addition, the Rector's Regulation No. 13 of 2022 also establishes guidelines for the prevention and handling of sexual violence on campus, which aims to create a safe and equal environment for all campus residents. These policies are relevant to the achievement of UN targets 5.1, 5.5, and 5.A, which support gender equality and women's empowerment. || Policy created: 2018 || Circular Number: 35\/UNT.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2024 || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Cases of discrimination involving women who are academic employees should be supported by a policy that allows victims to report such incidents safely while safeguarding their identities. UNDIP has established a policy to protect women who report instances of discrimination and harassment. This policy is outlined in Circular Letter Number: 35\/UN7.P\/SE\/2018, addressing the Anti-Discrimination and Anti-Harassment Policy for Marginalized Groups. This regulation underscores UNDIP's commitment to the well-being of discrimination and harassment victims and ensures their identities are safeguarded. These efforts are in line with UN Targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2018 || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\",\"https:\/\/fkm.undip.ac.id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penganan-kekerasan-seksual-di-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan an\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Reports of discrimination cases involving women as academic employees must be supported by a policy for victims to report safely and must be protected from identity exposure. UNDIP has a policy to protect women against reporting incidents of discrimination and harassment. This policy is contained in Circular Letter Number: 35\/UN7.P\/SE\/2018 on Anti-Discrimination and Anti-Harassment Policy in Marginalized Groups. This regulation proves that UNDIP really cares about victims of discrimination and harassment and protect them from being exposed to their identities. This is relevant to the achievements of the UN targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: - || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminai-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The process of reporting cases of discrimination that regards women as an academic community needs to be covered by policies that allow victims to report safely, and be protected by the confidentiality of their identities. To that end, Universitas Diponegoro as a campus that cares about the protection of women has implemented policies that provide protection against reporting incidents of discrimination and harassment. This policy is contained in Circular Letter Number: 35\/UN7. P\/SE\/2018 on Anti-Discrimination and Anti-Harassment Policy in Marginalized Groups, dated December 31, 2018. This circular, regulates how each unit ensures that every victim who experiences discrimination and abuse is protected by the security and confidentiality of identity. This circular, is proof that Universitas Diponegoro cares about the protection of victims of discrimination and harassment. This is relevant to the achievements of the UN Targets 5.1, 5.5 and 5.A. Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadap-kelompok-marjinal\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Protection of the security and confidentiality of the victim's identity for discrimination and harassment is important. For this reason, UNDIP that cares about women's empowerment has implemented policy to provide protection for discrimination reporting. This policy was contained in Circular Letter Number: 35\/UN7.P\/SE\/2018 concerning the Anti-Discrimination and Anti-Harassment Policy for Marginalized Groups, dated 31 December 2018.This circular letter helps each unit ensure that every victim who experiences discrimination and harassment gets security protection and confidentiality of their identity. 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sticky_limit_top=&#8221;row&#8221; sticky_limit_bottom=&#8221;section&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<div class=\"pa-sustainability-card\"><!-- [et_pb_line_break_holder] -->  <\/p>\n<h1 class=\"pa-sustainability-heading\">Explore UNDIP SDGs Impact!<\/h1>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <\/p>\n<div class=\"pa-sustainability-menu\"><!-- [et_pb_line_break_holder] -->        <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-1-no-poverty\/\" class=\"menu-item\">Goal 1 No Poverty<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-2-zero-hunger\/\" class=\"menu-item\">Goal 2 Zero Hunger<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-3-good-health-and-well-being\/\" class=\"menu-item\">Goal 3 Good Health and Well-being<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-4-quality-education\/\" class=\"menu-item\">Goal 4 Quality Education<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-5-gender-equality\/\" class=\"menu-item\">Goal 5 Gender Equality<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-6-clean-water-and-sanitation\/\" class=\"menu-item\">Goal 6 Clean Water and Sanitation<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-7-affordable-and-clean-energy\/\" class=\"menu-item\">Goal 7 Affordable and Clean Energy<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-8-decent-work-and-economic-growth\/\" class=\"menu-item\">Goal 8 Decent Work and Economic Growth<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-9-industry-innovation-and-infrastructure\/\" class=\"menu-item\">Goal 9 Industry, Innovation and Infrastructure<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-10-reduced-inequalities\/\" class=\"menu-item\">Goal 10 Reduced Inequalities<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-11-sustainable-cities-and-communities\/\" class=\"menu-item\">Goal 11 Sustainable Cities and Communities<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-12-ensure-sustainable-consumption-and-production-patterns\/\" class=\"menu-item\">Goal 12 Responsible Consumption and Production<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-13-climate-action\/\" class=\"menu-item\">Goal 13 Climate Action<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-14-life-below-water\/\" class=\"menu-item\">Goal 14 Life Below Water<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-15-life-on-land\/\" class=\"menu-item\">Goal 15 Life On Land<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-16-peace-justice-and-strong-institutions\/\" class=\"menu-item\">Goal 16 Peace, Justice and Strong Institution<\/a><!-- [et_pb_line_break_holder] -->    <a href=\"https:\/\/sdgscenter.undip.ac.id\/id\/goal-17-partnerships-for-the-goals\/\" class=\"menu-item\">Goal 17 Partnerships for the Goals<\/a><!-- [et_pb_line_break_holder] -->  <\/div>\n<p><!-- [et_pb_line_break_holder] --><\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] --><\/p>\n<style><!-- [et_pb_line_break_holder] -->\/* CARD STICKY *\/<!-- [et_pb_line_break_holder] -->.pa-sustainability-card {<!-- [et_pb_line_break_holder] -->  position: sticky;<!-- [et_pb_line_break_holder] -->  top: 100px; \/* jarak dari header saat scroll *\/<!-- [et_pb_line_break_holder] -->  width: 300px;<!-- [et_pb_line_break_holder] -->  max-width: 100%;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* Heading *\/<!-- [et_pb_line_break_holder] -->.pa-sustainability-heading {<!-- [et_pb_line_break_holder] -->  font-size: 1.5em;<!-- [et_pb_line_break_holder] -->  font-weight: 700;<!-- [et_pb_line_break_holder] -->  color: #1f305f;<!-- [et_pb_line_break_holder] -->  margin: 0 0 16px 0;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* Menu wrapper *\/<!-- [et_pb_line_break_holder] -->.pa-sustainability-menu {<!-- [et_pb_line_break_holder] -->  background: rgba(0,53,127,0.12);<!-- [et_pb_line_break_holder] -->  border-radius: 8px;<!-- [et_pb_line_break_holder] -->  box-shadow: 0 2px 6px rgba(0,0,0,0.05);<!-- [et_pb_line_break_holder] -->  overflow: hidden;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* Menu item *\/<!-- [et_pb_line_break_holder] -->.pa-sustainability-menu .menu-item {<!-- [et_pb_line_break_holder] -->  display: block;<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->  padding: 0.9em 1.2em;<!-- [et_pb_line_break_holder] -->  padding-right: 2em;<!-- [et_pb_line_break_holder] -->  color: #1f305f;<!-- [et_pb_line_break_holder] -->  font-weight: 600;<!-- [et_pb_line_break_holder] -->  border-bottom: 1px solid #e6eaf2;<!-- [et_pb_line_break_holder] -->  text-decoration: none;<!-- [et_pb_line_break_holder] -->  transition: all 0.3s ease;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* Arrow *\/<!-- [et_pb_line_break_holder] -->.pa-sustainability-menu .menu-item::after {<!-- [et_pb_line_break_holder] -->  content: \"\u203a\";<!-- [et_pb_line_break_holder] -->  position: absolute;<!-- [et_pb_line_break_holder] -->  right: 16px;<!-- [et_pb_line_break_holder] -->  top: 50%;<!-- [et_pb_line_break_holder] -->  transform: translateY(-50%);<!-- [et_pb_line_break_holder] -->  font-size: 1.6em;<!-- [et_pb_line_break_holder] -->  transition: all 0.3s ease;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* Hover *\/<!-- [et_pb_line_break_holder] -->.pa-sustainability-menu .menu-item:hover {<!-- [et_pb_line_break_holder] -->  background: rgba(0,53,127,0.25);<!-- [et_pb_line_break_holder] -->  color: #153d7a;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.pa-sustainability-menu .menu-item:hover::after {<!-- [et_pb_line_break_holder] -->  right: 12px;<!-- [et_pb_line_break_holder] -->  color: #153d7a;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* Last item *\/<!-- [et_pb_line_break_holder] -->.pa-sustainability-menu .menu-item:last-child {<!-- [et_pb_line_break_holder] -->  border-bottom: none;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><\/style>\n<p><!-- [et_pb_line_break_holder] -->[\/et_pb_code][\/et_pb_column][\/et_pb_section][et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row column_structure=&#8221;1_2,1_2&#8243; admin_label=&#8221;Row&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;-82px||||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;1_2&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text module_class=&#8221;key-c&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; text_font=&#8221;||||||||solid&#8221; text_text_color=&#8221;#000352&#8243; text_font_size=&#8221;24px&#8221; custom_margin=&#8221;||8px||false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><strong>Students Access Measures<\/strong><\/p>\n<p>[\/et_pb_text][et_pb_divider color=&#8221;#103464&#8243; divider_weight=&#8221;4px&#8221; admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; width=&#8221;51%&#8221; width_tablet=&#8221;51%&#8221; width_phone=&#8221;78%&#8221; width_last_edited=&#8221;on|phone&#8221; custom_margin=&#8221;||-17px||false|false&#8221; custom_padding=&#8221;|37px|||false|false&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_divider][et_pb_code _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;20px|0px|0px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<div class=\"students-access-slider-wrapper\"><!-- [et_pb_line_break_holder] -->  <\/p>\n<div class=\"students-access-slider-row\"><!-- [et_pb_line_break_holder] -->    <\/p>\n<div class=\"students-access-slider-card\"><!-- [et_pb_line_break_holder] -->      <\/p>\n<div class=\"students-access-slider\"><!-- [et_pb_line_break_holder] -->        <!-- [et_pb_line_break_holder] -->        <!-- Slide 1: Tracking Access Measures --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"students-access-slide active\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/undip.ac.id\/wp-content\/uploads\/2024\/08\/WhatsApp-Image-2024-08-07-at-20.09.42-1536x1024.jpeg\" alt=\"Tracking Access Measures\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Tracking Access Measures<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"students-access-description\"><!-- [et_pb_line_break_holder] -->             In 2024, Diponegoro University (UNDIP) welcomed 14,640 new students across various study levels, reflecting the university&#8217;s continued growth and commitment to inclusive access to higher education. As a comparison, data from 2023 show that UNDIP had a total of 40,298 active students, consisting of 23,248 female and 17,050 male students, indicating that women made up about 57.7% of the total student population.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"students-access-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"students-access-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/www.prestasikita.com\/2023\/11\/15\/universitas-dengan-jumlah-mahasiswa-terbanyak-di-indonesia\/\" target=\"_blank\">https:\/\/www.prestasikita.com\/2023\/11\/15\/universitas-dengan-jumlah-mahasiswa-terbanyak-di-indonesia\/<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/undip.ac.id\/post\/37313\/rektor-undip-menyambut-14-640-mahasiswa-baru.html\/\" target=\"_blank\">https:\/\/undip.ac.id\/post\/37313\/rektor-undip-menyambut-14-640-mahasiswa-baru.html\/<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 2: Policy for women applications and entry --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"students-access-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-120858.png\" alt=\"Policy for women applications and entry\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Policy for women applications and entry<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"students-access-description\"><!-- [et_pb_line_break_holder] -->              UNDIP ensures equal access for women in application, acceptance, entry, and participation through policies stated in Rector Regulation No. 13 of 2021 on the Personnel System. This regulation mandates non discriminatory recruitment, as stated in Article 7, which requires that the hiring of PTU non ASN and PTTU be conducted without distinguishing ethnicity, religion, or group. The merit based system outlined in Article 20 and Article 25 guarantees fair evaluation, promotion, and career development regardless of gender. Equal opportunities in competence development and access to learning resources are also ensured in Articles 22 and 23. These provisions demonstrate UNDIP&#8217;s commitment to ensuring women&#8217;s inclusion and equal participation in all institutional processes.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"students-access-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"students-access-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2025\/11\/Peraturan-Rektor-Nomor-13-Tahun-2021-tentang-SISTEM-KEPEGAWAIAN.pdf\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2025\/11\/Peraturan-Rektor-Nomor-13-Tahun-2021-tentang-SISTEM-KEPEGAWAIAN.pdf<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 3: Women's Access Schemes --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"students-access-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/undip.ac.id\/wp-content\/uploads\/2024\/12\/DSC09195-edit-1536x1024.jpg\" alt=\"Women's Access Schemes\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Women&#8217;s Access Schemes<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"students-access-description\"><!-- [et_pb_line_break_holder] -->              UNDIP supports women&#8217;s access schemes through programs that empower and mentor women. During Breast Cancer Awareness Month 2024, RSND UNDIP held a seminar &#8220;No One Should Face Breast Cancer Alone&#8221; to promote early detection and women&#8217;s health awareness. Meanwhile, Dharma Wanita Persatuan (DWP) UNDIP organized a talk show on women&#8217;s physical and mental well-being, fostering mentoring and peer support among its members. These initiatives reflect UNDIP&#8217;s commitment to providing access, guidance, and empowerment opportunities for women in line with SDG 5.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->              UNDIP offers a wide range of scholarships to support students in achieving academic excellence without financial barriers. These scholarships cover various criteria such as academic performance, economic background, regional origin, and commitment to timely graduation. One notable program is the Women and Diversity Undergraduate Scholarship Program 2024, designed specifically for female students, including those with disabilities, in engineering and informatics fields. The scholarship provides up to IDR 15,000,000 per semester, internship opportunities with partner companies, and potential full-time employment after graduation. By providing both general and targeted scholarships, UNDIP reinforces its commitment to inclusivity, equal opportunity, and empowering women in underrepresented fields.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->              UNDIP demonstrates its commitment to SDG 5: Gender Equality by providing lactation rooms across campus to support women&#8217;s rights and well-being. As a university with many female staff and students, UNDIP fosters an inclusive and gender-responsive environment, ensuring that breastfeeding mothers can balance work, study, and family responsibilities. These clean and private facilities reflect UNDIP&#8217;s effort to remove barriers for women in academia and strengthen its role in promoting gender equality and women&#8217;s empowerment.<!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"students-access-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"students-access-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/undip.ac.id\/post\/41055\/dharma-wanita-persatuan-dwp-berperan-besar-mendukung-prestasi-undip.html\" target=\"_blank\">https:\/\/undip.ac.id\/post\/41055\/dharma-wanita-persatuan-dwp-berperan-besar-mendukung-prestasi-undip.html<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/undip.ac.id\/post\/39556\/bulan-peduli-kanker-payudara-rsnd-ajak-deteksi-dini-bersama.html\" target=\"_blank\">https:\/\/undip.ac.id\/post\/39556\/bulan-peduli-kanker-payudara-rsnd-ajak-deteksi-dini-bersama.html<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/undip.ac.id\/beasiswa-2\" target=\"_blank\">https:\/\/undip.ac.id\/beasiswa-2<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/industri.ft.undip.ac.id\/women-and-diversity-undergraduate-scholarship-program-2024\" target=\"_blank\">https:\/\/industri.ft.undip.ac.id\/women-and-diversity-undergraduate-scholarship-program-2024<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 4: Women's Application in Underrepresented Subjects --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"students-access-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/undip.ac.id\/wp-content\/uploads\/2024\/09\/IMG_1266-1536x1024.jpg\" alt=\"Women's Application in Underrepresented Subjects\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Women&#8217;s Application in Underrepresented Subjects<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"students-access-description\"><!-- [et_pb_line_break_holder] -->              UNDIP actively promotes women&#8217;s participation in underrepresented fields through various collaborations and initiatives. The Department of Urban and Regional Planning initiated a stakeholders forum with BRIN, Griffith University, and NGOs to discuss migration and climate change issues focusing on women and children. UNDIP&#8217;s female students also play an active role in technical outreach, such as providing community education on electricity safety and energy conservation through the KKN program in Klaten. Moreover, female students from the Department of Naval Architecture achieved national recognition by winning a ship design competition with an IoT-based fishing vessel innovation, showing that women can excel in engineering and maritime fields. These programs reflect UNDIP&#8217;s strong commitment to gender equality, empowerment, and encouraging women to pursue education and careers in science, technology, and other underrepresented disciplines.<!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"students-access-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"students-access-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"students-access-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/undip.ac.id\/post\/38673\/pwk-ft-undip-gagas-stakeholders-forum-kerjasama-riset-bahas-tenaga-kerja-migrasi-dan-perubahan-iklim-fokus-pada-perempuan-dan-anak.html\" target=\"_blank\">https:\/\/undip.ac.id\/post\/38673\/pwk-ft-undip-gagas-stakeholders-forum-kerjasama-riset-bahas-tenaga-kerja-migrasi-dan-perubahan-iklim-fokus-pada-perempuan-dan-anak.html<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] -->      <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->      <\/p>\n<div class=\"students-access-slider-nav\"><!-- [et_pb_line_break_holder] -->        <button class=\"students-access-prev\" aria-label=\"Previous Slide\">\u2039<\/button><!-- [et_pb_line_break_holder] -->        <button class=\"students-access-next\" aria-label=\"Next Slide\">\u203a<\/button><!-- [et_pb_line_break_holder] -->      <\/div>\n<p><!-- [et_pb_line_break_holder] -->    <\/div>\n<p><!-- [et_pb_line_break_holder] -->  <\/div>\n<p><!-- [et_pb_line_break_holder] --><\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] --><\/p>\n<style><!-- [et_pb_line_break_holder] -->\/* --- Layout & Card Style --- *\/<!-- [et_pb_line_break_holder] -->.students-access-slider-card {<!-- [et_pb_line_break_holder] -->  background: rgba(0, 53, 127, 0.08);<!-- [et_pb_line_break_holder] -->  border-radius: 12px;<!-- [et_pb_line_break_holder] -->  padding: 30px;<!-- [et_pb_line_break_holder] -->  border: 1px solid rgba(0, 53, 127, 0.1);<!-- [et_pb_line_break_holder] -->  box-shadow: 0 4px 15px rgba(0,0,0,0.05);<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.students-access-slide {<!-- [et_pb_line_break_holder] -->  display: none;<!-- [et_pb_line_break_holder] 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hidden;<!-- [et_pb_line_break_holder] -->  box-shadow: 0 2px 8px rgba(0,0,0,0.1);<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.students-access-slide-image img {<!-- [et_pb_line_break_holder] -->  width: 100%;<!-- [et_pb_line_break_holder] -->  height: 100%;<!-- [et_pb_line_break_holder] -->  display: block;<!-- [et_pb_line_break_holder] -->  object-fit: cover;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* --- Typography --- *\/<!-- [et_pb_line_break_holder] -->.students-access-slide h3 {<!-- [et_pb_line_break_holder] -->  font-family: inherit;<!-- [et_pb_line_break_holder] -->  font-size: 1.25em;<!-- [et_pb_line_break_holder] -->  font-weight: 700;<!-- [et_pb_line_break_holder] -->  color: #1f305f;<!-- [et_pb_line_break_holder] -->  margin-bottom: 15px;<!-- [et_pb_line_break_holder] -->  line-height: 1.3;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] 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-->  cursor: pointer;<!-- [et_pb_line_break_holder] -->  transition: color 0.3s ease;<!-- [et_pb_line_break_holder] -->  display: block;<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->  z-index: 10;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.students-access-view-source-btn:hover {<!-- [et_pb_line_break_holder] -->  text-decoration: underline;<!-- [et_pb_line_break_holder] -->  color: #00357f;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* --- Source Links Container --- *\/<!-- [et_pb_line_break_holder] -->.students-access-source-links {<!-- [et_pb_line_break_holder] -->  max-height: 0;<!-- [et_pb_line_break_holder] -->  overflow: hidden;<!-- [et_pb_line_break_holder] -->  transition: max-height 0.4s ease, padding 0.4s ease;<!-- [et_pb_line_break_holder] -->  padding: 0;<!-- [et_pb_line_break_holder] -->}<!-- 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[et_pb_line_break_holder] -->  align-items: center;<!-- [et_pb_line_break_holder] -->  border: none;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.students-access-source-links li:last-child {<!-- [et_pb_line_break_holder] -->  margin-bottom: 0;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.students-access-source-links li::before {<!-- [et_pb_line_break_holder] -->  content: \"\u2022\";<!-- [et_pb_line_break_holder] -->  color: #00357f;<!-- [et_pb_line_break_holder] -->  font-weight: bold;<!-- [et_pb_line_break_holder] -->  font-size: 1.2em;<!-- [et_pb_line_break_holder] -->  margin-right: 10px;<!-- [et_pb_line_break_holder] -->  vertical-align: middle;<!-- [et_pb_line_break_holder] -->  flex-shrink: 0;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.students-access-source-links a {<!-- [et_pb_line_break_holder] -->  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-->  color: #fff;<!-- [et_pb_line_break_holder] -->  border-color: #1f305f;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.students-access-slider-nav button[disabled] {<!-- [et_pb_line_break_holder] -->  opacity: 0.3;<!-- [et_pb_line_break_holder] -->  cursor: not-allowed;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><\/style>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] --><script><!-- [et_pb_line_break_holder] -->document.querySelectorAll('.students-access-slider-card').forEach(card => {<!-- [et_pb_line_break_holder] -->  const slides = card.querySelectorAll('.students-access-slide');<!-- [et_pb_line_break_holder] -->  const prevBtn = card.querySelector('.students-access-prev');<!-- [et_pb_line_break_holder] -->  const nextBtn = card.querySelector('.students-access-next');<!-- [et_pb_line_break_holder] -->  let index = 0;<!-- [et_pb_line_break_holder] --><!-- 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else {<!-- [et_pb_line_break_holder] -->        readMoreBtn.style.display = 'none';<!-- [et_pb_line_break_holder] -->      }<!-- [et_pb_line_break_holder] -->    });<!-- [et_pb_line_break_holder] -->  }<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Check truncation on load and when window resizes<!-- [et_pb_line_break_holder] -->  checkTruncation();<!-- [et_pb_line_break_holder] -->  window.addEventListener('resize', checkTruncation);<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  updateNavButtons();<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Next button<!-- [et_pb_line_break_holder] -->  nextBtn.addEventListener('click', () => {<!-- [et_pb_line_break_holder] -->    if (index >= slides.length - 1) return;<!-- [et_pb_line_break_holder] -->    closeAllReadMore();<!-- [et_pb_line_break_holder] -->    closeAllSources();<!-- [et_pb_line_break_holder] -->    slides[index].classList.remove('active');<!-- [et_pb_line_break_holder] -->    index++;<!-- [et_pb_line_break_holder] -->    slides[index].classList.add('active');<!-- [et_pb_line_break_holder] -->    updateNavButtons();<!-- [et_pb_line_break_holder] -->    \/\/ Recheck truncation when slide changes<!-- [et_pb_line_break_holder] -->    setTimeout(checkTruncation, 50);<!-- [et_pb_line_break_holder] -->  });<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Previous button<!-- [et_pb_line_break_holder] -->  prevBtn.addEventListener('click', () => {<!-- [et_pb_line_break_holder] -->    if (index <= 0) return;<!-- [et_pb_line_break_holder] -->    closeAllReadMore();<!-- [et_pb_line_break_holder] -->    closeAllSources();<!-- [et_pb_line_break_holder] -->    slides[index].classList.remove('active');<!-- [et_pb_line_break_holder] -->    index--;<!-- [et_pb_line_break_holder] -->    slides[index].classList.add('active');<!-- [et_pb_line_break_holder] -->    updateNavButtons();<!-- [et_pb_line_break_holder] -->    \/\/ Recheck truncation when slide changes<!-- [et_pb_line_break_holder] -->    setTimeout(checkTruncation, 50);<!-- [et_pb_line_break_holder] -->  });<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Read More functionality<!-- [et_pb_line_break_holder] -->  card.querySelectorAll('.students-access-read-more-btn').forEach(btn => {<!-- [et_pb_line_break_holder] -->    btn.addEventListener('click', function(e) {<!-- [et_pb_line_break_holder] -->      e.preventDefault();<!-- [et_pb_line_break_holder] -->      e.stopPropagation();<!-- [et_pb_line_break_holder] -->      <!-- [et_pb_line_break_holder] -->      const container = this.closest('.students-access-text-container');<!-- [et_pb_line_break_holder] -->      const desc = container.querySelector('.students-access-description');<!-- [et_pb_line_break_holder] -->      <!-- [et_pb_line_break_holder] -->      if (desc.classList.contains('expanded')) {<!-- [et_pb_line_break_holder] -->        desc.classList.remove('expanded');<!-- [et_pb_line_break_holder] -->        this.textContent = 'Read More';<!-- [et_pb_line_break_holder] -->      } else {<!-- [et_pb_line_break_holder] -->        desc.classList.add('expanded');<!-- [et_pb_line_break_holder] -->        this.textContent = 'Show Less';<!-- [et_pb_line_break_holder] -->      }<!-- [et_pb_line_break_holder] -->    });<!-- [et_pb_line_break_holder] -->  });<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ View Source functionality<!-- [et_pb_line_break_holder] -->  card.querySelectorAll('.students-access-view-source-btn').forEach(btn => {<!-- [et_pb_line_break_holder] -->    btn.addEventListener('click', function(e) {<!-- [et_pb_line_break_holder] -->      e.preventDefault();<!-- [et_pb_line_break_holder] -->      e.stopPropagation();<!-- [et_pb_line_break_holder] -->      <!-- [et_pb_line_break_holder] -->      const sourceLinks = this.nextElementSibling;<!-- [et_pb_line_break_holder] -->      if (sourceLinks && sourceLinks.classList.contains('students-access-source-links')) {<!-- [et_pb_line_break_holder] -->        if (sourceLinks.classList.contains('expanded')) {<!-- [et_pb_line_break_holder] -->          sourceLinks.classList.remove('expanded');<!-- [et_pb_line_break_holder] -->          this.textContent = 'View Source \u2192';<!-- [et_pb_line_break_holder] -->        } else {<!-- [et_pb_line_break_holder] -->          sourceLinks.classList.add('expanded');<!-- [et_pb_line_break_holder] -->          this.textContent = 'Hide Source \u2192';<!-- [et_pb_line_break_holder] -->        }<!-- [et_pb_line_break_holder] -->      }<!-- [et_pb_line_break_holder] -->    });<!-- [et_pb_line_break_holder] -->  });<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  function closeAllReadMore() {<!-- [et_pb_line_break_holder] -->    card.querySelectorAll('.students-access-description').forEach(p => p.classList.remove('expanded'));<!-- [et_pb_line_break_holder] -->    card.querySelectorAll('.students-access-read-more-btn').forEach(btn => btn.textContent = 'Read More');<!-- [et_pb_line_break_holder] -->  }<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  function closeAllSources() {<!-- [et_pb_line_break_holder] -->    card.querySelectorAll('.students-access-source-links').forEach(links => links.classList.remove('expanded'));<!-- [et_pb_line_break_holder] -->    card.querySelectorAll('.students-access-view-source-btn').forEach(btn => btn.textContent = 'View Source \u2192');<!-- [et_pb_line_break_holder] -->  }<!-- [et_pb_line_break_holder] -->});<!-- [et_pb_line_break_holder] --><\/script>[\/et_pb_code][\/et_pb_column][et_pb_column type=&#8221;1_2&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text module_class=&#8221;key-c&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; text_font=&#8221;||||||||solid&#8221; text_text_color=&#8221;#000352&#8243; text_font_size=&#8221;24px&#8221; custom_margin=&#8221;||8px||false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><strong>Women&#8217;s Progress Measures<\/strong><\/p>\n<p>[\/et_pb_text][et_pb_divider color=&#8221;#103464&#8243; divider_weight=&#8221;4px&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; width=&#8221;57%&#8221; width_tablet=&#8221;57%&#8221; width_phone=&#8221;24%&#8221; width_last_edited=&#8221;on|phone&#8221; custom_margin=&#8221;||-17px||false|false&#8221; custom_padding=&#8221;|37px|||false|false&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_divider][et_pb_code _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;20px|0px|0px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<div class=\"women-progress-slider-wrapper\"><!-- [et_pb_line_break_holder] -->  <\/p>\n<div class=\"women-progress-slider-row\"><!-- [et_pb_line_break_holder] -->    <\/p>\n<div class=\"women-progress-slider-card\"><!-- [et_pb_line_break_holder] -->      <\/p>\n<div class=\"women-progress-slider\"><!-- [et_pb_line_break_holder] -->        <!-- [et_pb_line_break_holder] -->        <!-- Slide 1: Policy of Non-Discrimination Against Women --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"women-progress-slide active\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-123907.png\" alt=\"Policy of Non-Discrimination Against Women\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Policy of Non-Discrimination Against Women<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"women-progress-description\"><!-- [et_pb_line_break_holder] -->              In Circular Letter SE 19 of 2024, UNDIP reinforces its strong commitment to gender equality and inclusivity through a comprehensive policy on the prevention of discrimination and harassment against women and vulnerable groups. The policy emphasizes providing equal opportunities and protection for all academic members\u2014particularly women, persons with disabilities, the elderly, and other vulnerable groups\u2014within both academic and non-academic environments. It mandates every university unit to prevent discrimination, harassment, and inequality while ensuring support and protection for victims and witnesses. Furthermore, the policy requires awareness campaigns and the provision of accessible facilities for vulnerable individuals, creating a safe and inclusive campus environment for all.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"women-progress-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"women-progress-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2025\/11\/SE-NO-19-Tahun-2024-Tentang-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-Terhadap-Perempuan-dan-Kelo.pdf\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2025\/11\/SE-NO-19-Tahun-2024-Tentang-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-Terhadap-Perempuan-dan-Kelo.pdf<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 2: Non-Discrimination Policies for Transgender --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"women-progress-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-124119.png\" alt=\"Non-Discrimination Policies for Transgender\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Non-Discrimination Policies for Transgender<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"women-progress-description\"><!-- [et_pb_line_break_holder] -->              UNDIP upholds human rights through a comprehensive non-discrimination policy that explicitly protects transgender individuals. As stated in Circular Letter SE 19 of 2024 concerning the policy on the prevention of discrimination and harassment against women and vulnerable groups, this policy aims to create a safe, fair, and inclusive campus environment for all members of the UNDIP community, regardless of their gender identity or expression. The policy ensures gender equality by providing equal opportunities and protection from discrimination, including for transgender individuals within the university environment. This demonstrates UNDIP&#8217;s commitment to creating a welcoming and supportive academic space for all students, staff, and faculty members.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"women-progress-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"women-progress-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2025\/11\/SE-NO-19-Tahun-2024-Tentang-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-Terhadap-Perempuan-dan-Kelo.pdf\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2025\/11\/SE-NO-19-Tahun-2024-Tentang-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-Terhadap-Perempuan-dan-Kelo.pdf<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 3: Maternity Policy --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"women-progress-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-124501.png\" alt=\"Maternity Policy\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Maternity Policy<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"women-progress-description\"><!-- [et_pb_line_break_holder] -->              Diponegoro University (UNDIP) supports women&#8217;s participation in the workforce through maternity policies aligned with national regulations. Referring to Law No. 4 of 2024 on the Welfare of Mothers and Children, women employees are entitled to up to six months of maternity leave with job protection, and fathers have the right to accompany during childbirth. UNDIP implements this through its Human Resources Directorate (DSDM), which recognizes maternity leave as part of the official leave system and provides an online application platform for easy access. This system allows employees to submit leave requests easily and transparently while ensuring institutional support for balancing family and career. Reinforced by Rector&#8217;s Regulation No. 13 of 2021 on the UNDIP Employment System, these frameworks reflect UNDIP&#8217;s strong commitment to inclusivity and women&#8217;s continued participation before and after childbirth.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"women-progress-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"women-progress-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/peraturan.bpk.go.id\/Details\/289997\/uu-no-4-tahun-2024\" target=\"_blank\">https:\/\/peraturan.bpk.go.id\/Details\/289997\/uu-no-4-tahun-2024<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 4: Childcare Facilities --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"women-progress-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/10181428869.png\" alt=\"Childcare Facilities for Students, Staff and Faculty\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Childcare Facilities for Students, Staff and Faculty<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"women-progress-description\"><!-- [et_pb_line_break_holder] -->              PAUD Permata UNDIP is an early childhood education center located on the UNDIP Tembalang campus, serving as a comprehensive childcare facility for both students and employees. Around 70% of its students come from UNDIP&#8217;s academic community, providing working parents and student-parents on campus with accessible, safe, and educational childcare. For students who are parents, PAUD Permata UNDIP helps recent mothers continue attending their university courses without interruption, enabling them to balance academic responsibilities with childcare needs. For staff and faculty, it provides a convenient and reliable solution that supports work-life balance. The service is paid but designed to remain affordable while offering a supportive and nurturing environment for children&#8217;s overall development through educational programs that promote holistic growth.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"women-progress-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"women-progress-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2024\/12\/01\/paud-permata-undip-wujudkan-ruang-tumbuh-kembang-anak-lewat-program-edukatif\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2024\/12\/01\/paud-permata-undip-wujudkan-ruang-tumbuh-kembang-anak-lewat-program-edukatif\/<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 5: Women's Mentoring Schemes --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"women-progress-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/undip.ac.id\/wp-content\/uploads\/2024\/02\/IMG_4526-980x543.jpg\" alt=\"Women's Mentoring Schemes\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Women&#8217;s Mentoring Schemes<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"women-progress-description\"><!-- [et_pb_line_break_holder] -->              UNDIP continues to strengthen career readiness and entrepreneurship among its students through various initiatives that actively involve women. Through programs such as the Career Preparation Class for the 176th graduation period, the 4th UNDIP Career Days, and the Student Entrepreneurship Development Program (P2MW) 2024, UNDIP equips students with professional, technical, and entrepreneurial skills needed for the job market. These events collectively attracted strong female participation, with an estimated 50\u201360% of attendees being women who engaged in career workshops, company networking sessions, and business innovation programs. This active involvement reflects UNDIP&#8217;s commitment to gender equality by ensuring that women students receive equal access to professional development opportunities, supporting their confidence and success in pursuing careers and entrepreneurship across various fields.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"women-progress-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"women-progress-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/undip.ac.id\/post\/33693\/undip-tumbuhkan-jiwa-entrepreneur-melalui-sosialisasi-program-pembinaan-mahasiswa-wirausahaan-p2mw-2024.html\" target=\"_blank\">https:\/\/undip.ac.id\/post\/33693\/undip-tumbuhkan-jiwa-entrepreneur-melalui-sosialisasi-program-pembinaan-mahasiswa-wirausahaan-p2mw-2024.html<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 6: Policies Protecting Those Reporting Discrimination --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"women-progress-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-124907.png\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Policies Protecting Those Reporting Discrimination<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"women-progress-description\"><!-- [et_pb_line_break_holder] -->              UNDIP has a comprehensive policy that protects individuals who report cases of discrimination or sexual violence from any educational or employment disadvantage. This commitment is stated in Rector&#8217;s Regulation No. 13 of 2022 on the Prevention and Handling of Sexual Violence within the university environment. The regulation ensures that victims, witnesses, and reporters are granted confidentiality, safety, and equal access to justice without fear of retaliation. Through the establishment of a dedicated Task Force, UNDIP provides clear mechanisms for receiving, verifying, and following up reports while safeguarding the rights of all involved parties. This policy reflects UNDIP&#8217;s strong stance against discrimination and its dedication to creating a secure, fair, and inclusive campus environment where all members feel safe to speak up against injustice.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"women-progress-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"women-progress-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/akademik.undip.ac.id\/download\/peraturan-rektor-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/\" target=\"_blank\">https:\/\/akademik.undip.ac.id\/download\/peraturan-rektor-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->        <!-- Slide 7: Women's Application in Underrepresented Subjects --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"women-progress-slide\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-slide-image\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/undip.ac.id\/wp-content\/uploads\/2022\/07\/Sukses-Berkarier-Jadi-Pilot-Garuda-Indonesia-Soraya-Syahnaz-4.jpg\" alt=\"Women's Application in Underrepresented Subjects\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Women&#8217;s Application in Underrepresented Subjects<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-text-container\"><!-- [et_pb_line_break_holder] -->            <pee class=\"women-progress-description\"><!-- [et_pb_line_break_holder] -->              UNDIP through its units has actively encouraged applications by women in subjects where they are underrepresented. The program comes in various models, including the publication and promotion of successful alumni who have achieved excellence in traditionally male-dominated fields. One notable example is Soraya Syahnaz, an alumna of the Master&#8217;s Program in Notary at UNDIP, who successfully built a career as a pilot for Garuda Indonesia. Her story serves as an inspiration and demonstrates that women can excel in any field, including aviation. Moreover, UNDIP provides opportunities for women staff to fulfill strategic positions such as Dean, breaking glass ceilings and ensuring gender representation in leadership roles. These initiatives reflect UNDIP&#8217;s commitment to promoting gender equality and empowering women to pursue careers in underrepresented fields.<!\u2013- [et_pb_br_holder] -\u2013><!\u2013- [et_pb_br_holder] -\u2013><!-- [et_pb_line_break_holder] -->            <\/pee><!-- [et_pb_line_break_holder] -->            <button class=\"women-progress-read-more-btn\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"women-progress-view-source-btn\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"women-progress-source-links\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/www.undip.ac.id\/post\/25501\/sukses-berkarier-jadi-pilot-garuda-indonesia-soraya-syahnaz-alumni-magister-kenotariatan-undip-pendidikan-tinggi-prioritas-pertama.html\" target=\"_blank\">https:\/\/www.undip.ac.id\/post\/25501\/sukses-berkarier-jadi-pilot-garuda-indonesia-soraya-syahnaz-alumni-magister-kenotariatan-undip-pendidikan-tinggi-prioritas-pertama.html<\/a><\/li>\n<p><!-- [et_pb_line_break_holder] -->            <\/ul>\n<p><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->        <\/div>\n<p><!-- [et_pb_line_break_holder] -->      <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->      <\/p>\n<div class=\"women-progress-slider-nav\"><!-- [et_pb_line_break_holder] -->        <button class=\"women-progress-prev\" aria-label=\"Previous Slide\">\u2039<\/button><!-- [et_pb_line_break_holder] -->        <button class=\"women-progress-next\" aria-label=\"Next Slide\">\u203a<\/button><!-- [et_pb_line_break_holder] -->      <\/div>\n<p><!-- [et_pb_line_break_holder] -->    <\/div>\n<p><!-- [et_pb_line_break_holder] -->  <\/div>\n<p><!-- [et_pb_line_break_holder] --><\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] --><\/p>\n<style><!-- [et_pb_line_break_holder] -->\/* --- Layout & Card Style --- *\/<!-- [et_pb_line_break_holder] -->.women-progress-slider-card {<!-- [et_pb_line_break_holder] -->  background: rgba(0, 53, 127, 0.08);<!-- [et_pb_line_break_holder] -->  border-radius: 12px;<!-- [et_pb_line_break_holder] -->  padding: 30px;<!-- [et_pb_line_break_holder] -->  border: 1px solid rgba(0, 53, 127, 0.1);<!-- [et_pb_line_break_holder] -->  box-shadow: 0 4px 15px rgba(0,0,0,0.05);<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-slide {<!-- [et_pb_line_break_holder] -->  display: none;<!-- [et_pb_line_break_holder] -->  animation: womenProgressFadeIn 0.4s ease-in-out;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-slide.active {<!-- [et_pb_line_break_holder] -->  display: block;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->@keyframes womenProgressFadeIn {<!-- [et_pb_line_break_holder] -->  from { opacity: 0; transform: translateY(10px); }<!-- [et_pb_line_break_holder] -->  to { opacity: 1; transform: translateY(0); }<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* --- Image Container --- *\/<!-- [et_pb_line_break_holder] -->.women-progress-slide-image {<!-- [et_pb_line_break_holder] -->  width: 100%;<!-- [et_pb_line_break_holder] -->  height: 300px;<!-- [et_pb_line_break_holder] -->  margin-bottom: 20px;<!-- [et_pb_line_break_holder] -->  border-radius: 8px;<!-- [et_pb_line_break_holder] -->  overflow: hidden;<!-- [et_pb_line_break_holder] -->  box-shadow: 0 2px 8px rgba(0,0,0,0.1);<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-slide-image img {<!-- [et_pb_line_break_holder] -->  width: 100%;<!-- [et_pb_line_break_holder] -->  height: 100%;<!-- [et_pb_line_break_holder] -->  display: block;<!-- [et_pb_line_break_holder] -->  object-fit: cover;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* --- Typography --- *\/<!-- [et_pb_line_break_holder] -->.women-progress-slide h3 {<!-- [et_pb_line_break_holder] -->  font-family: inherit;<!-- [et_pb_line_break_holder] -->  font-size: 1.25em;<!-- [et_pb_line_break_holder] -->  font-weight: 700;<!-- [et_pb_line_break_holder] -->  color: #1f305f;<!-- [et_pb_line_break_holder] -->  margin-bottom: 15px;<!-- [et_pb_line_break_holder] -->  line-height: 1.3;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-text-container {<!-- [et_pb_line_break_holder] -->  margin-bottom: 15px;<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->  min-height: 180px;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-description {<!-- [et_pb_line_break_holder] -->  font-size: 0.95em;<!-- [et_pb_line_break_holder] -->  line-height: 1.6;<!-- [et_pb_line_break_holder] -->  color: #333;<!-- [et_pb_line_break_holder] -->  margin-bottom: 10px;<!-- [et_pb_line_break_holder] -->  height: 114px;<!-- [et_pb_line_break_holder] -->  overflow: hidden;<!-- [et_pb_line_break_holder] -->  transition: height 0.4s ease;<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->  display: -webkit-box;<!-- [et_pb_line_break_holder] -->  -webkit-line-clamp: 5;<!-- [et_pb_line_break_holder] -->  -webkit-box-orient: vertical;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-description.expanded {<!-- [et_pb_line_break_holder] -->  height: auto;<!-- [et_pb_line_break_holder] -->  -webkit-line-clamp: unset;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* --- Buttons & Links --- *\/<!-- [et_pb_line_break_holder] -->.women-progress-read-more-btn {<!-- [et_pb_line_break_holder] -->  background: none;<!-- [et_pb_line_break_holder] -->  border: none;<!-- [et_pb_line_break_holder] -->  color: #00357f;<!-- [et_pb_line_break_holder] -->  font-weight: 700;<!-- [et_pb_line_break_holder] -->  cursor: pointer;<!-- [et_pb_line_break_holder] -->  padding: 5px 0;<!-- [et_pb_line_break_holder] -->  text-decoration: underline;<!-- [et_pb_line_break_holder] -->  font-size: 0.9em;<!-- [et_pb_line_break_holder] -->  display: inline-block;<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->  z-index: 10;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-read-more-btn:hover {<!-- [et_pb_line_break_holder] -->  color: #003366;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-view-source-btn {<!-- [et_pb_line_break_holder] -->  background: none;<!-- [et_pb_line_break_holder] -->  border: none;<!-- [et_pb_line_break_holder] -->  font-size: 0.85em;<!-- [et_pb_line_break_holder] -->  color: #153d7a;<!-- [et_pb_line_break_holder] -->  text-decoration: none;<!-- [et_pb_line_break_holder] -->  font-weight: 600;<!-- [et_pb_line_break_holder] -->  margin-top: 10px;<!-- [et_pb_line_break_holder] -->  padding: 10px 0;<!-- [et_pb_line_break_holder] -->  border-top: 1px solid rgba(0,0,0,0.1);<!-- [et_pb_line_break_holder] -->  width: 100%;<!-- [et_pb_line_break_holder] -->  text-align: left;<!-- [et_pb_line_break_holder] -->  cursor: pointer;<!-- [et_pb_line_break_holder] -->  transition: color 0.3s ease;<!-- [et_pb_line_break_holder] -->  display: block;<!-- [et_pb_line_break_holder] -->  position: relative;<!-- [et_pb_line_break_holder] -->  z-index: 10;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-view-source-btn:hover {<!-- [et_pb_line_break_holder] -->  text-decoration: underline;<!-- [et_pb_line_break_holder] -->  color: #00357f;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* --- Source Links Container --- *\/<!-- [et_pb_line_break_holder] -->.women-progress-source-links {<!-- [et_pb_line_break_holder] -->  max-height: 0;<!-- [et_pb_line_break_holder] -->  overflow: hidden;<!-- [et_pb_line_break_holder] -->  transition: max-height 0.4s ease, padding 0.4s ease;<!-- [et_pb_line_break_holder] -->  padding: 0;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-source-links.expanded {<!-- [et_pb_line_break_holder] -->  max-height: 800px;<!-- [et_pb_line_break_holder] -->  padding: 15px 0 0 0;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-source-links ul {<!-- [et_pb_line_break_holder] -->  list-style: none;<!-- [et_pb_line_break_holder] -->  padding: 15px;<!-- [et_pb_line_break_holder] -->  margin: 0;<!-- [et_pb_line_break_holder] -->  background: rgba(255, 255, 255, 0.5);<!-- [et_pb_line_break_holder] -->  border-radius: 8px;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-source-links li {<!-- [et_pb_line_break_holder] -->  margin-bottom: 10px;<!-- [et_pb_line_break_holder] -->  padding-left: 0;<!-- [et_pb_line_break_holder] -->  line-height: 1.6;<!-- [et_pb_line_break_holder] -->  display: flex;<!-- [et_pb_line_break_holder] -->  align-items: center;<!-- [et_pb_line_break_holder] -->  border: none;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-source-links li:last-child {<!-- [et_pb_line_break_holder] -->  margin-bottom: 0;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-source-links li::before {<!-- [et_pb_line_break_holder] -->  content: \"\u2022\";<!-- [et_pb_line_break_holder] -->  color: #00357f;<!-- [et_pb_line_break_holder] -->  font-weight: bold;<!-- [et_pb_line_break_holder] -->  font-size: 1.2em;<!-- [et_pb_line_break_holder] -->  margin-right: 10px;<!-- [et_pb_line_break_holder] -->  vertical-align: middle;<!-- [et_pb_line_break_holder] -->  flex-shrink: 0;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-source-links a {<!-- [et_pb_line_break_holder] -->  color: #153d7a;<!-- [et_pb_line_break_holder] -->  text-decoration: none;<!-- [et_pb_line_break_holder] -->  font-size: 0.85em;<!-- [et_pb_line_break_holder] -->  word-break: break-word;<!-- [et_pb_line_break_holder] -->  line-height: 1.6;<!-- [et_pb_line_break_holder] -->  flex: 1;<!-- [et_pb_line_break_holder] -->  border: none;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-source-links a:hover {<!-- [et_pb_line_break_holder] -->  text-decoration: underline;<!-- [et_pb_line_break_holder] -->  color: #00357f;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->\/* --- Navigation --- *\/<!-- [et_pb_line_break_holder] -->.women-progress-slider-nav {<!-- [et_pb_line_break_holder] -->  display: flex;<!-- [et_pb_line_break_holder] -->  justify-content: space-between;<!-- [et_pb_line_break_holder] -->  margin-top: 25px;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-slider-nav button {<!-- [et_pb_line_break_holder] -->  background: #ffffff;<!-- [et_pb_line_break_holder] -->  border: 1px solid #cdd4e0;<!-- [et_pb_line_break_holder] -->  width: 45px;<!-- [et_pb_line_break_holder] -->  height: 45px;<!-- [et_pb_line_break_holder] -->  border-radius: 50%;<!-- [et_pb_line_break_holder] -->  font-size: 1.8em;<!-- [et_pb_line_break_holder] -->  cursor: pointer;<!-- [et_pb_line_break_holder] -->  color: #1f305f;<!-- [et_pb_line_break_holder] -->  transition: all 0.3s ease;<!-- [et_pb_line_break_holder] -->  display: flex;<!-- [et_pb_line_break_holder] -->  align-items: center;<!-- [et_pb_line_break_holder] -->  justify-content: center;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-slider-nav button:hover:not([disabled]) {<!-- [et_pb_line_break_holder] -->  background: #1f305f;<!-- [et_pb_line_break_holder] -->  color: #fff;<!-- [et_pb_line_break_holder] -->  border-color: #1f305f;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.women-progress-slider-nav button[disabled] {<!-- [et_pb_line_break_holder] -->  opacity: 0.3;<!-- [et_pb_line_break_holder] -->  cursor: not-allowed;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><\/style>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] --><script><!-- [et_pb_line_break_holder] -->document.querySelectorAll('.women-progress-slider-card').forEach(card => {<!-- [et_pb_line_break_holder] -->  const slides = card.querySelectorAll('.women-progress-slide');<!-- [et_pb_line_break_holder] -->  const prevBtn = card.querySelector('.women-progress-prev');<!-- [et_pb_line_break_holder] -->  const nextBtn = card.querySelector('.women-progress-next');<!-- [et_pb_line_break_holder] -->  let index = 0;<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  function updateNavButtons() {<!-- [et_pb_line_break_holder] -->    prevBtn.disabled = (index === 0);<!-- [et_pb_line_break_holder] -->    nextBtn.disabled = (index === slides.length - 1);<!-- [et_pb_line_break_holder] -->  }<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Function to check if text is truncated<!-- [et_pb_line_break_holder] -->  function checkTruncation() {<!-- [et_pb_line_break_holder] -->    card.querySelectorAll('.women-progress-description').forEach(desc => {<!-- [et_pb_line_break_holder] -->      const readMoreBtn = desc.parentElement.querySelector('.women-progress-read-more-btn');<!-- [et_pb_line_break_holder] -->      <!-- [et_pb_line_break_holder] -->      \/\/ Check if content is being truncated<!-- [et_pb_line_break_holder] -->      if (desc.scrollHeight > desc.clientHeight) {<!-- [et_pb_line_break_holder] -->        readMoreBtn.style.display = 'inline-block';<!-- [et_pb_line_break_holder] -->      } else {<!-- [et_pb_line_break_holder] -->        readMoreBtn.style.display = 'none';<!-- [et_pb_line_break_holder] -->      }<!-- [et_pb_line_break_holder] -->    });<!-- [et_pb_line_break_holder] -->  }<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Check truncation on load and when window resizes<!-- [et_pb_line_break_holder] -->  checkTruncation();<!-- [et_pb_line_break_holder] -->  window.addEventListener('resize', checkTruncation);<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  updateNavButtons();<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Next button<!-- [et_pb_line_break_holder] -->  nextBtn.addEventListener('click', () => {<!-- [et_pb_line_break_holder] -->    if (index >= slides.length - 1) return;<!-- [et_pb_line_break_holder] -->    closeAllReadMore();<!-- [et_pb_line_break_holder] -->    closeAllSources();<!-- [et_pb_line_break_holder] -->    slides[index].classList.remove('active');<!-- [et_pb_line_break_holder] -->    index++;<!-- [et_pb_line_break_holder] -->    slides[index].classList.add('active');<!-- [et_pb_line_break_holder] -->    updateNavButtons();<!-- [et_pb_line_break_holder] -->    \/\/ Recheck truncation when slide changes<!-- [et_pb_line_break_holder] -->    setTimeout(checkTruncation, 50);<!-- [et_pb_line_break_holder] -->  });<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  \/\/ Previous button<!-- [et_pb_line_break_holder] -->  prevBtn.addEventListener('click', () => {<!-- [et_pb_line_break_holder] -->    if (index <= 0) return;<!-- [et_pb_line_break_holder] -->    closeAllReadMore();<!-- [et_pb_line_break_holder] -->    closeAllSources();<!-- [et_pb_line_break_holder] -->    slides[index].classList.remove('active');<!-- [et_pb_line_break_holder] -->    index--;<!-- [et_pb_line_break_holder] -->    slides[index].classList.add('active');<!-- [et_pb_line_break_holder] -->    updateNavButtons();<!-- [et_pb_line_break_holder] -->    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     <div id=\"content-container-5\"><\/div>\n    <\/div>\n    \n    <script>\n    (function() {\n      const sdgNumber = 5;\n      const contentData = {\"ind-103\":{\"title\":\"5.2.1 Proportion of Women First-Generation\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of students: 36,538 || Number of students starting a degree: 8,286 || Number of first-generation students starting a degree: 2,640 || Number of women starting a degree: 4,280 || Number of first-generation women starting a degree: 2,236\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of students: 35,458 || Number of students starting a degree: 6,905 || Number of first-generation students starting a degree: 2,208 || Number of women starting a degree: 3,570 || Number of first-generation women starting a degree: 1,864\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of students: 35,688 || Number of students starting a degree: 6,974 || Number of first-generation 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UNDIP is very strict and checks everything well such as the registration process, entrance tests, verification, student monitoring, and graduation registration. In 2023, UNDIP has a total of 40,298 students, with 17,050 university students and 23,248 female students. So that the proportion of female students at UNDIP is more than men, which is 57% of the total students\",\"evidence\":[\"https:\/\/www.prestasikita.com\/2023\/11\/15\/universitas-dengan-jumlah-mahasiswa-terbanyak-di-indonesia\/#:~:text=4.20Universitas%20Dipogero%20(Undip),potensi%20akademis%20dan%20profesional%20mereka.\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP employs a systematic approach to measure and monitor various aspects of women's participation in its academic programs, including application rates, acceptance rates, and completion rates. The university maintains rigorous scrutiny throughout the entire process, from registration and entrance tests to verification, student progress tracking, and graduation registration. In 2021, UNDIP received a total of 107,472 applications and admitted 6,974 students, out of which 3,567 were female students. This indicates that the proportion of female students admitted to UNDIP exceeded that of male students, accounting for 51% of the total student body.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2020\/11\/15\/undip-membuka-pintu-lebar-bagi-perempuan-untuk-mengenyam-pendidikan-perguruan-tinggi\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP as a body systematically measure\/track women's application rate, acceptance rate and also study completion rate. UNDIP is very strict and checks everything well such as the registration, entrance test, verification, student monitoring, and graduation registration process. In 2021, the number of candidates applied for UNDIP was 107,472 applicants, UNDIP enrolled 6,974 with 3,567 female students. So that the proportion of women accepted at UNDIP is more than men, which is 51% of the total students.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/27\/kesempatan-besar-untuk-mengenyam-pendidikan-bagi-perempuan-di-universitas-diponegoro\/\",\"https:\/\/kampus.republika.co.id\/posts\/86619\/undip-sediakan-3-231-kursi-di-sbmptn-2022-cek-prodi-paling-sedikit-peminat#:~:text=Pada%20SBMPTN%202021%20tercatat%20ada,3.231%20kursi%20untuk%20mahasiswa%20baru.\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP as a body systematically measure\/track women's application rate, acceptance\/entry rate and study completion rate at the university via online system starting from registration, entrance test, verification, student monitoring, and online graduation application. In 2019, the number of male and female candidates applied for UNDIP was 171,026 applicants. Of the total number of applicants, UNDIP enrolled 11,586 students or with a ratio of 1:15. Of the total number of applicants (171,026 candidates), UNDIP accepted 7,480 female students. So that the proportion of female students enrolled was 64.5% from the total students. In the same year, number of on time female undergraduate degree awardee were 4,974 students, about 59% from total undergraduate awardee.\",\"evidence\":[\"https:\/\/um.undip.ac.id\/archives\/114\/informasi-umum-seleksi-snmpn\",\"https:\/\/sso.undip.ac.id\/auth\/user\/login#\",\"http:\/\/sustainability.undip.ac.id\/2019\/12\/27\/kesempatan-besar-untuk-mengenyam-pendidikan-bagi-perempuan-di-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP as a body systematically measure\/track women's application rate, acceptance\/entry rate and study completion rate at the university via online system starting from registration, entrance test, verification, student monitoring, and online graduation application. In 2019, the number of male and female candidates applied for UNDIP was 171,026 applicants. Of the total number of applicants, UNDIP enrolled 11,586 students or with a ratio of 1:15. Of the total number of applicants (171,026 candidates), UNDIP accepted 7,480 female students. So that the proportion of female students enrolled was 64.5% from the total students. In the same year, number of on time female undergraduate degree awardee were 4,974 students, about 59% from total undergraduate awardee.\",\"evidence\":[\"https:\/\/um.undip.ac.id\/archives\/114\/informasi-umum-seleksi-snmptn\",\"https:\/\/sso.undip.ac.id\/auth\/user\/login#\",\"http:\/\/sustainability.undip.ac.id\/2019\/12\/27\/kesempatan-besar-untuk-mengenyam-pendidikan-bagi-perempuan-di-universitas-diponegoro\/\"],\"image_url\":\"\"}]},\"ind-105\":{\"title\":\"5.3.2 Policy for Women Applications and Entry\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment and participation that is inclusive for all including women. A number of the policies are listed in PP. 55 of 2015 concerning Statues, Academic Senate Act No.3 of 2017 concerning Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No.4 of 2016 concerning the Rules of the Board of Trustees, Rector Act No.6 of 2016 concerning with the Employee Administration System of Non-Civil Servant in Undip; Rector Act No.28 of 2019 concerning the Cultural Values of the Employees Code of Ethics; Rector Act No.9 of 2016 concerning Selection of New Undergraduate Student Admissions, Decree of the Board of Trustees (MWA) No.03\/UN7.1\/HK.2019; Rector Act No.2 of 2019 concerning the Elements under the Rector of UNDIP. Reflected in all of these regulations, the university guarantees women involvement with zero discrimination in UNDIP || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencagahan-dan-penganangan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP has established inclusive policies related to placement, acceptance, recruitment, and participation, ensuring that these policies encompass women without any form of discrimination. These policies are outlined in various regulations, such as PP. 55 of 2015 regarding Statutes, Academic Senate Act No. 3 of 2017 concerning Procedures for the Appointment and Dismissal of Academic Senate Members, Board of Trustees Act No. 4 of 2016 detailing the Rules of the Board of Trustees, Rector Act No. 6 of 2016 addressing the Employee Administration System for Non-Civil Servants at UNDIP, Rector Act No. 28 of 2019 establishing the Code of Ethics for Cultural Values of Employees, Rector Act No. 9 of 2016 pertaining to the Selection of New Undergraduate Student Admissions, Decree of the Board of Trustees (MWA) No. 03\/UN7.1\/HK.2019, and Rector Act No. 2 of 2019 covering the elements under the Rector's authority at UNDIP. || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment and participation that is inclusive for all including women. A number of the policies are listed in PP. 55 of 2015 concerning Statues, Academic Senate Act No.3 of 2017 concerning Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No.4 of 2016 concerning the Rules of the Board of Trustees, Rector Act No.6 of 2016 concerning with the Employee Administration System of Non-Civil Servant in Undip; Rector Act No.28 of 2019 concerning the Cultural Values of the Employees Code of Ethics; Rector Act No.9 of 2016 concerning Selection of New Undergraduate Student Admissions, Decree of the Board of Trustees (MWA) No.03\/UN7.1\/HK.2019; Rector Act No.2 of 2019 concerning the Elements under the Rector of UNDIP. Reflected in all of these regulations, the university guarantees women involvement with zero discrimination in UNDIP. || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment and participation of women in universities until 2020. A number of these policies are listed in PP. 52 of 2015 concerning Statutes, Academic Senate Act No. 3 of 2017 concerning Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No. 4 of 2016 concerning the Rules of the Board of Trustees, Rector Act No. 6 of 2018 concerning with the Employee Administration System of Non-Civil Servant in Undip; Rector Act No. 28 of 2019 concerning the Cultural Values of the Employees Code of Ethics; Rector Act No. 9 of 2016 concerning Selection of New Undergraduate Student Admissions; Decree of the Board of Trustees (MWA) No. 03 \/ UN7.1 \/ HK \/ 2019; Rector Act No. 2 of 2019 concerning the Organization and Work Procedure of the Elements under the Rector of UNDIP. In a number of these regulations, the university guarantees women's involvement and zero discrimination in UNDIP. Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has policies in terms of placement, acceptance, recruitment, and participation of women in university. Numbers of policies are listed in PP. 52 of 2015 concerning Statutes, Academic Senate Act No. 3 of 2017 related Procedures for Appointment and Dismissal of Members of the Academic Senate, Board of Trustees Act No. 4 of 2016 about Rules of the Board of Trustees, Rector Act No. 6 of 2018 and Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP; Rector Act No. 28 of 2019 and Rector Act No. 9 of 2016 related the Cultural Values of the Employees Code of Ethics and Selection of New Undergraduate Student Admissions respectively; Rector Act No. 2 of 2019 concerning the Organization and Work Procedure of the Elements under the Rector of UNDIP. With these regulations, the university guarantees women's involvement and zero discrimination in the UNDIP. || Policy created: 2017 || Rector's Act No. 4 of 2017 about the Employee Administration System of Non-Civil Servant in UNDIP stated that there is no gender discrimination in the rights and obligation of every employer in UNDIP. || Policy reviewed: 2018 || Rector's Act No. 6 of 2018 about Amendment of The Employee Administration System of Non-Civil Servant in UNDIP. The amendment added the additional requirements for the recruitment of the employer. It also strengthens the statement of no gender discrimination in the recruitment system in UNDIP.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\",\"http:\/\/sustainability.undip.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2018\/11\/23\/peraturan-rektor-universitas-diponegoro-nomor-6-tahun-2018\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-106\":{\"title\":\"5.3.3 Women Access Schemes\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has conducted women's access schemes such as mentoring, scholarships or other provision by research and community service institutions. Mentoring was conducted in mentoring system that include various topic by the seniors to new students. Meanwhile, scholarships in UNDIP are inclusive with no discrimination against women. Other provision is that UNDIP facilitate the location room that build in every building so that students and staff can get easy access when it needed.\",\"evidence\":[\"https:\/\/lpmhayamwuruk.org\/2019\/05\/tanggapipolecehan-seksual-di-undip.html\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP has implemented initiatives to enhance women's access to opportunities, including mentoring programs, scholarships, and various support services offered by research and community service institutions. The mentoring system involves senior students providing guidance and advice to newcomers on a wide range of topics. Scholarships at UNDIP are designed to be inclusive, without any gender-based discrimination. Additionally, the university has established lactation rooms in every building, ensuring convenient access for both students and staff when needed\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2020\/10\/12\/ruang-laktasi-dukung-karier-pekerja-wanita-undip\/\",\"https:\/\/lpmhayamwuruk.org\/2019\/05\/tanggapi-pelecehan-seksual-di-undip.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has conducted women's access schemes such as mentoring, scholarships or other provision by research and community service institutions. Mentoring was conducted in mentoring system that include various topic by the seniors to new students. Meanwhile scholarships in UNDIP are inclusive with no discrimination against women. Other provision is that UNDIP facilitate the lactation room that build in every building so that students and staff can get easy access when it needed.\",\"evidence\":[\"https:\/\/bak.undip.ac.id\/tawaran-pengganti-beasiswa-bidikmisi-dan-kip-k-semester-genap-ta-2020-2021\/\",\"https:\/\/sustainability.undip.ac.id\/2020\/10\/12\/ruang-laktasi-dukung-karier-pekerja-wanita-undip\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"In 2020, Universitas Diponegoro has conducted women's access schemes, including mentoring, scholarships, or other provision by research and community service institutions. Especially the mentoring program, LPPM Universitas Diponegoro through KKN activities has conducted a devotion program during the pandemic in the form of mentoring prevention of kekerasan against women and children based on the community. This activity aims to provide knowledge of how to prevent violence in the family environment considering that in pandemic times the trend of violence is stronger than in normal times. In addition, through KKN LPPM Universitas Diponegoro activities also conduct training activities in the framework of preserving culture and as a business opportunity to help the community economy in the midst of the COVID-19 pandemic. In addition, UNDIP also provides scholarships to 67 % of female students out of a total students receiving scholarships in the class of 2020.\",\"evidence\":[\"https:\/\/www.kompasiana.com\/sintadewipermatasari\/5388464d541d111a794963\/mahasiswa-kkn-undip-berikan-edukasi-pencegahan-kekerasan-pada-perempuan-dan-anak-berbasis-masyarakat\",\"https:\/\/semarang.ayiondonesia.com\/netizen\/pr-77794232\/Pulang-Kampung-Mahasiswa-KKN-Undip-Gelar-Pelatihan-Membatik\",\"http:\/\/kepegawaan.undip.ac.id\/pengumuman-pendaftaran-beasiswa-bagi-pegawai-di-lingkungan-universitas-diponegoro-tahun-ajaran-2019-2020\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has women's access schemes, including mentoring, scholarships, or other provisions. In 2019, unit of Dharma Wanita, the rectorate, and Community Service Institutions organized mentoring program on Making Kefir-Yoghurt as a Contribution for Women in Efforts to Increase Personal Capacity and Fulfillment of Family Nutrition, which is intended for Dharma Wanita Unit members. In addition, UNDIP also provides scholarships for almost 67% of female students in batch 2019 through BIDIKMISI Scholarship Program, BIDIKMISI Aspiration, Educational Affirmation Program, and scholarships for student with disabilities. UNDIP also provides scholarships for female lecturers and staffs who will study in higher education level. Regarding community service programs for women, UNDIP has also conducted International Migration Education for Prospective Women Workers who will work abroad for targeted community.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/01\/19\/berlatih-membuat-kefir-yoghurt-sebagai-upaya-kontribusi-wanita-peningkatan-kapasitas-diri-dan-pemenuhan-nutrisi-keluarga\/\",\"http:\/\/kepegawaian.undip.ac.id\/pengumuman-pendaftaran-beasiswa-bagi-pegawai-di-lingkungan-universitas-diponegoro-tahun-ajaran-2019-2020\/\",\"http:\/\/kkn.undip.ac.id\/?p=96743\"],\"image_url\":\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/foto-dharma-wanita-kefir1-1024x768.jpg\"}]},\"ind-107\":{\"title\":\"5.3.4 Women Application in Underrepresented Subjects\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP through its units has encouraged applications by women in underrepresented fields. This program is manifested in various models such as the Thisis Women & Diversity Undergraduate Scholarships Program 2024. This program not only provides financial support of IDR 15,000,000 per semester and internship opportunities but is also aligned with UNDIP's policy to increase female participation in engineering and industry. This scholarship helps overcome the barriers often faced by female students in pursuing higher education, in line with UNDIP's commitment to the principle of gender equality.\",\"evidence\":[\"https:\/\/ft.undip.ac.id\/en\/this-women-diversity-undergraduate-scholarships-program-2024\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP through its units has encouraged applications by women in subjects where they are underrepresented. The program came into various model such as the publication of successful alumni as a pilot in Garuda airways. Moreover, a chance for woman staff to fulfill the strategic position such as a Dean\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/25501\/sukses-berkarier-jadi-pilot-garuda-indonesia-soraya-syahaz-alumni-magister-kenotariatand-undip-pendidikan-tinggi-prioritas-pertama.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"In 2021, UNDIP through its units has encouraged applications by women in subjects where they are underrepresented. The program came into various model such as the publication of successful alumni from Marine Science UNDIP who was recognized by DIVE Magazine as women in conservation. Other model is the development of Hesperene a platform that aims to empower young Indonesian women to dream bigger. Through this platform, Hesperene invites Indonesian women to dare to re-articulate their ambitions so that they are not viewed negatively.\",\"evidence\":[\"https:\/\/fpik.undip.ac.id\/2021\/07\/18\/ranny-ramadhani-alumni-ilmu-kelautan-fpik-undip-diakui-dive-magazine-sebagai-women-in-conservation\/\",\"https:\/\/komunikasi.fisip.undip.ac.id\/v1\/2021\/03\/16\/mengenal-herpshere-platform-women-empowerment-karya-mahasiswa-ilmu-komunikasi-undip\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"In 2020, UNDIP through its units has encouraged applications by women in subjects where they are underrepresented. Specifically for Cooperation of Super Specialist Master Program necessary to meet the needs world of construction in the field of water resources for all female and male students. Through cooperation of coastal area development in Central Java between the Center for ICZM UNDIP and the Central Java Provincial Government in the preparation of the Brebes Regency masterplan, UNDIP encouraged many internships from male and female students. In addition, the cooperation of Entrepreneur Training Center (ETC) UNDIP with PT Charoen Pokhand Indonesia. This work provides space for female students to be innovative, creative and critical through the development of the Charoen Pokhand Foundation Indonesia Program for 18 weeks internship activities (horticultural gardens, closed house cages).\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/16414\/undip-dan-kementerian-pup-tandatangani-perjanjian-kerjasama-pendidikan-program-magister-super-spesialis-tahun-2020.html\",\"https:\/\/www.undip.ac.id\/post\/16598\/penyepakatan-kerjasama-pengembangan-pesisir-jawa-tengah-dengan-center-for-iczm-undip.html\",\"https:\/\/www.undip.ac.id\/post\/17660\/fop-undip-launching-entrepreneur-training-center-etc-kerjasama-dengan-pt-charoen-pokhand-indonesia.html\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP through its units has encouraged applications by women in subjects where they are underrepresented through university outreach or through collaboration. In 2019, periodically, Agency for Development and Quality Assurance UNDIP received a visit from students and teachers several high schools from all over Indonesia, example in Dec 19th 2019, MA Attaqwa Putri (boarding school for women). This visit was carried out socialization related to UNDIP New Student Admission for the 2020\/2021 school year, mainly offers subjects that are less popular for women, such as mechanical and electrical engineering. For the university outreach program, it included female lecturers in the International Media Conference in Surabaya with the theme of Asian Cultural Creative Industries and Digital Media and included 3 female students in the Silver Medal Award competition: Taiwan Innotech Expo 2019, and the results got a championship.\",\"evidence\":[\"http:\/\/lp2mp.undip.ac.id\/2019\/12\/19\/kunjungan-ma-attaqwa-putri\/\",\"https:\/\/komunikasi.fisip.undip.ac.id\/v1\/2019\/11\/08\/dosen-departemen-ilmu-komunikasi-mengikuti-international-media-conference-di-surabaya\/\",\"https:\/\/stat.fsm.undip.ac.id\/v1\/silver-medal-award-taiwan-innotech-expo-2019\/\"],\"image_url\":\"\"}]},\"ind-108\":{\"title\":\"5.4.1 Proportion of Senior Female Academics\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of employees: 4,329 || Number of academic staff: 2,177 || Number of senior academic staff: 713 || Number of female senior academic staff: 267\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of employees: 3,858 || Number of academic staff: 1,979 || Number of senior academic staff: 594 || Number of female senior academic staff: 223\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of employees: 3,678 || Number of academic staff: 1,988 || Number of senior academic staff: 597 || Number of female senior academic staff: 227\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of employees: 5,354 || Number of academic staff: 2,812 || Number of senior academic staff: 365 || Number of female senior academic staff: 171\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of employees: 3,699 || Number of academic staff: 2,458 || Number of senior academic staff: 262 || Number of female senior academic staff: 42\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-109\":{\"title\":\"5.5.1 Proportion of Female Degrees Awarded\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of graduates: 11,912 || Number of graduates by subject area: Total: 11,912 (STEM: 5,232, Medicine: 1,810, Arts & Humanities \/ Social Sciences: 4,870) || Number of female graduates: Total: 3,601 (STEM: 1,089, Medicine: 1,454, Arts & Humanities \/ Social Sciences: 1,058)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of graduates: 9,650 || Number of graduates by subject area: Total: 9,650 (STEM: 4,264, Medicine: 1,458, Arts & Humanities \/ Social Sciences: 3,928) || Number of female graduates: Total: 2,917 (STEM: 882, Medicine: 1,178, Arts & Humanities \/ Social Sciences: 857)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of graduates: 10,688 || Number of graduates by subject area: Total: 5,569 (STEM: 2,471, Medicine: 1,615, Arts & Humanities \/ Social Sciences: 1,483) || Number of female graduates: Total: 3,231 (STEM: 977, Medicine: 1,305, Arts & Humanities \/ Social Sciences: 949)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of graduates: 11,746 || Number of graduates by subject area: Total: 9,027 (STEM: 5,872, Medicine: 1,487, Arts & Humanities \/ Social Sciences: 1,724) || Number of female graduates: Total: 5,188 (STEM: 2,894, Medicine: 930, Arts & Humanities \/ Social Sciences: 1,307)\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of graduates: 10,648 || Number of graduates by subject area (STEM, Medicine, Arts & Humanities\/Social Sciences): Total: 8,248 || Number of graduates: STEM: 5,349 || Number of graduates: Medicine: 1,317 || Number of graduates: Arts & Humanities \/ Social Sciences: 1,582 || Number of female graduates by subject area (STEM, Medicine, Arts & Humanities \/ Social Sciences): Total: 4,708 || Number of female graduates: STEM: 2,664 || Number of female graduates: Medicine: 855 || Number of female graduates: Arts & Humanities \/ Social Sciences: 1,189\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-110\":{\"title\":\"5.6.1 Policy of Non-Discrimination Against Women\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP's Anti Discrimination and Anti Harassment Policy is in line with its commitment to gender equality. In Circular Letter SE 25 of 2022, UNDIP calls for maintaining the implementation of academic and non-academic activities that are principled in gender equality, equality, anti-discrimination, and a humanist approach. Aiming to emphasize anti-discrimination and anti-harassment, UNDIP ensures a safe, inclusive, and fair environment for all students and staff, regardless of gender. This approach is in line with the broader goal of promoting gender equality and supports the UN SDGs, particularly Goal 5: Gender Equality. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2024 || The policy was recently reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A and still valid for current period\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2022\/12\/11\/kebijakan-universitas-diponegoro-dalam-anti-diskriminasidan-anti-pelecehan\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP introduced a policy in 2018 to combat discrimination against women, outlined in document number 35\/UN17.P\/SE\/2018, focusing on preventing discrimination and harassment targeting marginalized groups within the university community during various activities. This policy enforces suitable sanctions against individuals engaged in such improper conduct. Furthermore, this directive served as the foundation for the implementation of Rector Act No. 28 of 2019, which addresses work culture values and the code of ethics for non-academic staff, aligning with the pursuit of UN Targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN17.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2018 || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/18252\/keterwakilan-perempuan-di-kepemimpinan-undip-5-srikandi-di-posisi-dekan.html\",\"https:\/\/sustainability.undip.ac.id\/2020\/10\/21\/se-tahun-2020-non-diskriminasi\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"The policy regarding discrimination against women is owned by UNDIP in 2018. The policy is stated in number 35\/UN7.P\/SE\/2018 regarding anti-discrimination and anti-harassment against marginalized groups. This policy was made with the aim of avoiding discrimination and harassment among all campus communities during activities. Those who commits such an improper act will be given appropriate sanctions. This circular letter became the embryo for the enactment of Rektor Act No.28 of 2019 concerning Work Culture Values and The Non Academic Staff Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rektor Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undp.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\",\"https:\/\/www.undp.ac.id\/post\/18252\/keterwakilan-perempuan-di-kepemimpinan-undip-5-srikandi-di-posisi-dekan.html\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP, in 2018, have a policy of non-discrimination against women. The policy is outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups. This circular letter was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this circular letter is the basis for each unit to include training programs on anti-discrimination and anti-harassment against marginalized groups. This circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Non Academic Staff Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A. Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has a policy of non-discrimination against women. The policy is outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups, released in 2018. This circular letter was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this circular letter is the basis for each unit to include training programs on anti-discrimination and anti-harassment against marginalized groups. This circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadap-kelompok-marjinal\/\",\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/Peraturan-Rektor-Nomor-28-Tahun-2019.png\"}]},\"ind-111\":{\"title\":\"5.6.2 Non-Discrimination Policies for Transgender\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has a non-discrimination policy against transgender as a university that upholds human rights. The policy is stated in number 35\/UN7.P\/SE\/2018 concerning anti-discrimination and anti-harassment against marginalized groups. This policy regulates the activities of the entire campus community to avoid discrimination and harassment against transgender people. This circular letter is the forerunner of the implementation of Rector Regulation No.28 of 2019 concerning Work Culture Values and Code of Ethics for Non-Academic Education Personnel. Undip also issued Circular Letter SE No. 46 of 2020, which emphasizes the principle of gender equality in all learning processes and non-academic activities on campus. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2024 || The policy was recently reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A and still valid\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2022\/12\/11\/kebijakan-universitas-diponegoro-dalam-anti-diskriminas-i-dan-anti-pelechan\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"As a university committed to upholding human rights, UNDIP has established a non-discrimination policy that extends to transgender individuals. This policy is articulated in document number 35\/UN7.P\/SE\/2018, which focuses on preventing discrimination and harassment against marginalized groups. It encompasses the entire campus community and aims to ensure that transgender individuals are not subjected to discrimination or harassment. This circular letter served as the foundation for the implementation of Rector Act No.28 of 2019, which addresses work culture values and the code of ethics for non-academic staff || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: - || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No.28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has a non-discrimination policy towards transgender people as a university that upholds human rights. The policy is stated in number 35\/UN7.P\/SE\/2018 regarding anti-discrimination and anti-harassment against marginalized groups. This policy regulates the activities of the entire campus community to avoid discrimination and harassment of transgender people. This circular letter is the embryo of the enactment of Rektor Act No.28 of 2019 concerning with Work Culture Values and The Non Academic Staff Code of Ethics. || Policy created: 2018 || Circular Number: 35\/UN7 P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2020\/11\/20\/undip-dukung-gerakan-non-diskriminasi\/\",\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"As a university that upholds the spirit of democratization and human rights, with regard to transgender people, UNDIP also has a policy of non-discrimination for transgender people which was outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning with Anti-Discrimination and Anti-Harassment Policies in Marginal Group. In this circular, it regulates how each unit can ensure that all service activities for the academic community and education staffs must be carried out by avoiding discriminatory and harassing acts of marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this SE is the basis for each unit to include training programs on anti-discrimination and anti-harassment among marginalized groups. This circular letter is the embryo of the enactment of Rector Act No. 28 of 2019 concerning with Work Culture Values, and the Employees Code of Ethics. Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminasian-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\",\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"As a university that upholds the spirit of democratization and human rights, with regard to transgender people, UNDIP also has a policy of non-discrimination for transgender people which was outlined in Circular Number: 35\/UN7.P\/SE\/2018 concerning with Anti-Discrimination and Anti-Harassment Policies in Marginal Group. In this circular, it regulates how each unit can ensure that all service activities for the academic community and education staffs must be carried out by avoiding discriminatory and harassing acts of marginalized groups. Those who violate this provision can be given sanctions in accordance with the applicable provisions. In addition, this SE is the basis for each unit to include training programs on anti-discrimination and anti-harassment among marginalized groups. This circular letter is the embryo of the enactment of Rector Act No. 28 of 2019 concerning with Work Culture, Values, and the Employees Code of Ethics || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadap-kelompok-marjinal\/\",\"http:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-Nomor-28-Tahun-2019-Tata-Nilai-Budaya-Kerja-Kode-Etik-Tendik.pdf\"],\"image_url\":\"\"}]},\"ind-112\":{\"title\":\"5.6.3 Maternity Policy\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP respects and cares about the dignity of women. The President Director of Diponegoro National Hospital has issued Decree No. 4.A\/UN7.12\/HK\/2017 on Reproductive Health Services at Diponegoro National Hospital in January 2017. UNDIP has implemented maternity and paternity policies based on the Decree. This policy was made as a guide for the hospital in providing reproductive health services for the academic community, maternal and child health, women's reproductive health, and also male reproductive health. UNDIP also issued Circular Letter SE No. 41 of 2017 which emphasizes the principles of gender equality, maternity, and paternity in all learning processes and non-academic activities on campus. In addition, Undip also has UNDIP Rector Regulation No. 13 of 2022, which regulates the prevention and handling of sexual violence in the campus environment. || Policy created: 2022 || UNDIP Rector Regulation No. 13 of 2022, which regulates the prevention and handling of sexual violence in the campus environment. || Policy reviewed: 2022\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP holds a deep commitment to upholding the dignity of women and places great importance on their well-being. In January 2017, the Chief Executive Officer of Diponegoro National Hospital issued Decree Letter No. 4.A\/UNT.12\/HK\/2017, which laid the foundation for UNDIP's maternity and paternity policy. This policy serves as a comprehensive guideline for the provision of reproductive health services at the hospital, encompassing the needs of academicians, maternal and child health, women's reproductive health, and men's reproductive health. UNDIP also took further steps by issuing Rector Act No. [Year] in 2018, amending the Rector Act No. 4 of 2017 concerning the Non-PNS UNDIP Employee System. This amendment guarantees the protection rights of Non-PNS employees, particularly those who are pregnant or giving birth, in accordance with national regulations. || Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations || Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~-text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%2 0Kampus%2C%20menumbuhkan%20kehidupan an\",\"https:\/\/sustainability.undip.ac.id\/2017\/12\/18\/se-no-41-tahun-2017-kebijakan-non-diskriminasi- untuk-perempuan-maternitas-dan-paternitas\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP respects and concerned about the dignity of women. The Chief Executive Officer of the Diponegoro National Hospital has issued Decree Letter No. 4.A\/UN7.12\/HK\/2017 concerning Reproductive Health Services at the Diponegoro National Hospital in January 2017. UNDIP has implemented a maternity and paternity policy based on that Decree Letter. This policy was made as a guide for hospitals in providing reproductive health services for academicians, maternal and child health, women's reproductive health, and as well as men's reproductive health. UNDIP also issued Rector Act No. 6 of 2018 concerning with Amendments of the Rector Act No. 4 of 2017 concerning the Non-PNS UNDIP Employee System which provides guaranteed protection rights to Non-PNS employees especially who are pregnant or giving birth in accordance with applicable national regulations. This policy is relevant to achieving the UN Targets 5.1, 5.5, and 5.A. || Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations. || Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-memberi-dukungan-penuh-pada-tenaga-sdm-perempuan\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP is a campus that has concerned with increasing the dignity of women. Through, the Chief Executive Officer of the Diponegoro National Hospital (DNH), has issued Decree Letter No. 4.A\/UN7.12\/ HK \/ 2017 concerning Reproductive Health Services at the Diponegoro National Hospital, dated January 5, 2017. Based on that letter, UNDIP has implemented a maternity and paternity policy. This policy was created as a guideline for hospitals in providing any reproductive health services for academicians, maternal and child health, including men's reproductive health. In addition, Undip also issued Rector Act No. 6 of 2018 concerning with Amendments to the Rector Act No.4 of 2017 concerning the Non-PNS UNDIP Employee System which provides guaranteed protection rights to non-PNS employees who are pregnant or giving birth in accordance with applicable national regulations. This policy is relevant to achieving the UN Targets 5.1, 5.5 and 5.A. Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations. Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2017\/01\/11\/layanan-kesehatan-reproduksi-paripurna-disediakan-rnd\/\",\"http:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-dalam-mendukung-sdm-perempuan\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP is an institution that support active participation of women. Through, the Chief Executive Officer of the Diponegoro National Hospital (DNH), has issued Decree Letter No. 4.A\/UN7.12\/HK\/2017 concerning Reproductive Health Services at the Diponegoro National Hospital, dated January 5, 2017. Based on that letter, UNDIP has implemented a maternity and paternity policy. This policy was created as a guideline for hospitals in providing any reproductive health services for academicians, maternal and child health, including men's reproductive health. In addition, UNDIP also issued Rector Act No. 6 of 2018 concerning with Amendments to the Rector Act No. 4 of 2017 concerning the Non-PNS UNDIP Employee System which provides guaranteed protection rights to non-PNS employees who are pregnant or giving birth in accordance with applicable national regulations. || Policy created: 2017 || Policy related to UNDIP Employee System which provides guaranteed protection rights to employees who are pregnant or giving birth in accordance with applicable national regulations. || Policy reviewed: 2018 || The additional statement was added but it was related to the employer qualification.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-memberi-dukungan-penuh-pada-tenaga-sdm-perempuan\"],\"image_url\":\"\"}]},\"ind-113\":{\"title\":\"5.6.4 Childcare Facilities for Students\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has an early childhood school for children located near the Diponegoro National Hospital. Children are a minor group that requires special attention. Besides functioning as a daycare center, this early childhood called \\\"Permata\\\" aims to provide lessons to children so that they gain valuable knowledge at their age. Recently, PAUP Permata UNDIP held a graduation for TK B children and and held a 5th anniversary\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-memberi-dukungan-penuh-pada-tenaga-sdm-perempuan\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP operates an early childhood school in close proximity to Diponegoro National Hospital, catering to the needs of young children, a group that demands special care and consideration. This facility, known as \\\"Permata,\\\" serves not only as a daycare center but also as an educational institution with the goal of imparting valuable knowledge to children during their early years\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/19201\/rektor-undip-paud-permata-undip-bekali-siswa-dengan-budi-pekerti.html\",\"https:\/\/www.undip.ac.id\/post\/31270\/undip-kenalkan-pendidikan-karakter-dan-keairfan-lokal-sejak-dini.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has an early childhood school for children located near the Diponegoro National Hospital. Children are a minor group that requires special attention. Besides functioning as a daycare center, this early childhood called \\\"Permata\\\" aims to provide lessons to children so that they gain valuable knowledge at their age. Recently, PAUP Permata UNDIP held a graduation for TK B children and and held a 5th anniversary.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/24998\/paud-permata-undip-gelar-penglepasan-siswa-tk-b-dan-pentas-seni-tahun-ajaran-2021-2022.html\",\"https:\/\/www.undip.ac.id\/post\/26744\/paud-permata-undip-peringati-hut-ke-5.html\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Children are a minor group that requires specific attention. To that end, in 2017, UNDIP established an Early Childhood Education institution named \\\"Permata\\\" located next to the Diponegoro National Hospital (RSND) building. This institution is specifically intended as a daycare for Universitas Diponegoro students. This facility has been equipped with Standard Operating Procedures (SSO) learning to carry out early childhood education learning.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has an accessible childcare facility for students which allow recent mothers to attend university courses, which were established in 2017. Pre-school Permata is located next to the Diponegoro National Hospital (RSND) building. This institution is specifically designated as a \u201cdaycare\u201d for children under five years for UNDIP students. This facility has been equipped with Standard Operating Procedures (SSO) for learning to carry out Pre-School Education learning. For children who are not from UNDIP\u2019s students, they are subject to the obligation to pay, and vice versa for children from their own insiders will receive a discount.\",\"evidence\":[\"https:\/\/jateng.tribunnews.com\/2017\/07\/14\/profesor-yos-johan-launching-paud-permata-undip\",\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\",\"https:\/\/www.undip.ac.id\/post\/9733\/paud-permata-undip-gelar-hari-keluarga.html\"],\"image_url\":\"https:\/\/asset.tribunnews.com\/VO3CRRSmHOV19jb1CgWUslcJUFI=\/1200x675\/filters:upscale():quality(30):format(webp):focal(0.5x0.5:0.5x0.5)\/jateng\/foto\/bank\/originals\/paud-permata-undip_20170714_100000.jpg\"}]},\"ind-114\":{\"title\":\"5.6.5 Childcare Facilities for Staff and Faculty\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has established Permata Early Childhood since 2017. This early childhood education is specifically for Diponegoro University employees so that if there are people outside the UNDIP environment, a fee will be charged. On the other hand, if insiders participate in this early childhood program, they will get a discount. Facilities and infrastructure relevant to the implementation of UN Targets 5.1, 5.5, and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/31270\/undip-kenalkan-pendidikan-karakter-dan-keairfan-lokal-sejak-dini.html\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP founded the Permata Early Childhood program in 2017, primarily catering to the children of Diponegoro University employees. Those from outside the UNDIP community are subject to a fee for enrollment, while internal members receive a discount when participating in this early childhood education. The facilities and infrastructure provided support the attainment of UN Targets 5.1, 5.5, and 5.A\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/26744\/paud-permata-undip-peringati-hut-ke-5.html\",\"https:\/\/www.undip.ac.id\/post\/31270\/undip-kenalkan-pendidikan-karakter-dan-keairfan-lokal-sejak-dini.html\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has established Permata Early Childhood since 2017. This early childhood education is specifically for Diponegoro University employees so that if there are people outside the UNDIP environment, a fee will be charged. On the other hand, if insiders participate in this early childhood program, they will get a discount. Facilities and infrastructure relevant to the implementation of UN Targets 5.1, 5.5, and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/24998\/paud-permata-undip-gelar-penglepasan-siswa-tk-b-dan-pentas-seni-tahun-ajaran-2021-2022.html\",\"https:\/\/www.undip.ac.id\/post\/26744\/paud-permata-undip-peringati-hut-ke-5.html\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Campus that cares for children, since 2017, Universitas Diponegoro has established PAUD (Early Childhood Education) Permata located next to the Diponegoro National Hospital (RSND) building. This facility is intended as a place to facilitate the care of toddler children of Universitas Diponegoro employees. This facility has been equipped with SOP (Standard Operating Procedure) to carry out their learning. PAUD. Children who are not child of Universitas Diponegoro's employee are subject to the obligation to pay, and vice versa for children from insiders themselves will get a discount. Facilities and infrastructure relevant to the implementation of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"As a campus that cares for children, since 2017, UNDIP has established Pre-school (PAUD Permata) which was located next to the Diponegoro National Hospital (RSND) building. This facility is intended to facilitate the care for children under five years for UNDIP employees. This facility has been equipped with a learning Standard Operating Procedure (SOP) for carrying out pre-school learning. For children who do not come from UNDIP employees, they are subject to the obligation to pay, and vice versa for children who are not from within themselves, the pre-school has given a discount.\",\"evidence\":[\"https:\/\/jateng.tribunnews.com\/2017\/07\/14\/profesor-yos-johan-launching-paud-permata-undip\",\"https:\/\/www.undip.ac.id\/post\/9733\/paud-permata-undip-gelar-hari-keluarga.html\",\"https:\/\/www.undip.ac.id\/language\/en\/post\/11765\/undip-permata-paud-held-an-open-house.html\"],\"image_url\":\"https:\/\/undip.ac.id\/wp-content\/uploads\/2018\/06\/Paud-Permata-Undip_.jpg\"}]},\"ind-115\":{\"title\":\"5.6.6 Women Mentoring Schemes\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has many platforms and programs dedicated to women's mentoring schemes. Examples of organizations that are dedicated to mentoring women are Insani and Avicenna UNDIP, who are engaged not only in spirituality, but also health, daily life as women, and many more. These activities are carried out offline or online as needed\",\"evidence\":[\"https:\/\/feb.undip.ac.id\/en\/everideas-young-women-program-scholarship-offer\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP offers numerous platforms and initiatives designed to support women through mentoring programs. Notable organizations dedicated to mentoring women, such as Insani and Avicenna UNDIP, focus on a wide range of aspects, including spirituality, health, daily life, and more. These activities are flexibly conducted in both offline and online formats, as required\",\"evidence\":[\"https:\/\/www.instagram.com\/ppbemfhundip\/\",\"https:\/\/www.youtube.com\/c\/InsaniUndip\/videos\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has many platforms and programs dedicated to women's mentoring schemes. Examples of organizations that are dedicated to mentoring women are Insani and Avicenna UNDIP, who are engaged not only in spirituality, but also health, daily life as women, and many more. These activities are carried out offline or online as needed.\",\"evidence\":[\"https:\/\/www.instagram.com\/avicennafkundip\/\",\"https:\/\/www.youtube.com\/c\/InsaniUndip\/videos\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"UNDIP has many platforms and program dedicated for women mentoring schemes. For example, Avicena UNDIP as one of the religion-based organization has programs dedicated for women mentoring in many fields such as health, life and many other practical daily life solution.\",\"evidence\":[\"https:\/\/www.youtube.com\/channel\/UCrWs2L83rSp0ApE4UO1m3xg\/videos\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Until 2019, UNDIP has 46 Student Activity Units. The organizations include: Student Regiment Unit, Diponegoro Scout Unit, Indonesian Red Cross Volunteers Unit, Nature and Adventures Unit, Games Sports Unit, Martial Arts Unit. In the domain of martial arts, there are Indonesia Karate - Do (INKADO) Unit whose management participation is only 1 woman (10%) from a total of 10 personnel. The low participation of female students in the management of Student Activity Unit is because it is related to the type of self-defense sport which physically requires strength, courage, and great risk. This type of sport can be used for competition sports and combat techniques. For female students who are caretakers of Indonesia Karate-Do Unit, mentoring is carried out by their supervisors so that they have the resilience, knowledge and techniques to face discrimination and harassment\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/29\/partisipasi-mahasiswa-perempuan-dalam-ukm-identik-dengan-keanggotaan-laki-laki\/\"],\"image_url\":\"\"}]},\"ind-116\":{\"title\":\"5.6.7 Track Women Graduation Rate\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has a measurement of women's likelihood of graduating compared to men's, and schemes in place to close any gap. UNDIP has graduated 10688 graduates in 2021 with 51% female graduates so based on this data UNDIP actually doesn't have a problem with the number of graduate gaps between female and male students. Various methods are used to anticipate student graduation gaps. Monitoring of male and female students can be carried out by education staff, lecturers, or department heads through the academic information system. And department heads can decrease the gap by encouraging students to graduate through good guidelines\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/30\/imbangnya-lulusan-perempuan-dan-laki-laki-di-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"UNDIP systematically assesses the graduation rates of women compared to men and has implemented strategies to address any disparities. In 2022, UNDIP conferred degrees upon XXXX graduates, with women representing XXX% of the total graduates. This data suggests that UNDIP does not face a significant gender-based graduation gap. To proactively address potential disparities, UNDIP employs various approaches. Educational staff, faculty members, and department heads can monitor the progress of both male and female students through the academic information system. Department heads play a role in reducing any gaps by providing guidance and support to students, thus promoting successful graduation\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/24414\/anu-rivanti-lulusan-undip-berprestasi-yang-raih-predikat-cumlaude.html\",\"https:\/\/teko.tempo.co\/read\/1594627\/cerita-astri-mahasiswa-bidikmis-iundip-yang-lulus-cumlaude-ipk-394\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"UNDIP has a measurement of women's likelihood of graduating compared to men's, and schemes in place to close any gap. UNDIP has graduated 10688 graduates in 2021 with 51% female graduates so based on this data UNDIP actually doesn't have a problem with the number of graduate gaps between female and male students. Various methods are used to anticipate student graduation gaps. Monitoring of male and female students can be carried out by education staff, lecturers, or department heads through the academic information system. And department heads can decrease the gap by encouraging students to graduate through good guidelines.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/21565\/cindy-oktaviani-lulusan-terbaik-psikologi-undip-skirpinsya-tentang-kebangkitan-pembalap-pasca-cedera-berat.html\",\"https:\/\/tekno.tempo.co\/read\/1594627\/cerita-astri-mahasiswa-bidikmisi-undip-yang-lulus-cumlaude-ipk-394\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Until 2020, UNDIP has a measurement or tracking of women's likelihood of graduating compared to men's, and schemes in place to close any gap. As initial data, in 2020, Undip has graduates 11746 graduates for all degrees with 58.87% female graduates. Based on this data, UNDIP actually does not have a problem with the number of graduate gaps between female and male students. Efforts to anticipate the graduate gap have been carried out in various ways, including through the SIA (Academic Information System) which contains a graduation management menu where the head of the study program, guardian lecturers, education staff can monitor the status of credit acquisition for male and female students. Starting from the use of the application, the manager of the study program can provide guidance and affirmations to boost the graduation of female students.\",\"evidence\":[\"https:\/\/www.suara.com\/tekno\/2020\/05\/02\/171027\/ojol-yang-lulus-cum-laude-di-undip-terima-penghargaan-dari-gojek?page=all\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP has had measurement or tracking of women's likelihood of graduating compared to men's, and schemes in place to close any gap. As initial data, in 2019, UNDIP has produced as many as 10648 graduates for all degrees with details of 6047 (57%) female and 4601 (43%) were male. Based on that data, UNDIP actually does not have a problem with the graduate gap rate between female students and male students. Efforts to anticipate the gap in graduates have been carried out in various ways, including through the SIA (Academic Information System) which includes a graduation management menu where the head of the study program, lecturer guardians, educational staff can monitor the status of obtaining SKS for male and female students. Starting from the use of this application, the manager of the study program can provide guidance and affirmation to boost female student graduation\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2019\/12\/30\/imbangnya-lulusan-perempuan-dan-laki-laki-di-universitas-diponegoro\/\"],\"image_url\":\"\"}]},\"ind-117\":{\"title\":\"5.6.8 Policies Protecting Those Reporting Discrimination\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has a policy to protect women who report incidents of discrimination and harassment, as stated in Circular Letter No. 35\/UNT.P\/SE\/2018 on Anti-Discrimination and Anti-Harassment Policy on Marginalized Groups. This policy ensures that victims can report cases of discrimination safely and that their identities are protected. In addition, the Rector's Regulation No. 13 of 2022 also establishes guidelines for the prevention and handling of sexual violence on campus, which aims to create a safe and equal environment for all campus residents. These policies are relevant to the achievement of UN targets 5.1, 5.5, and 5.A, which support gender equality and women's empowerment. || Policy created: 2018 || Circular Number: 35\/UNT.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2024 || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/fkm.undip.ac.id\/id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Cases of discrimination involving women who are academic employees should be supported by a policy that allows victims to report such incidents safely while safeguarding their identities. UNDIP has established a policy to protect women who report instances of discrimination and harassment. This policy is outlined in Circular Letter Number: 35\/UN7.P\/SE\/2018, addressing the Anti-Discrimination and Anti-Harassment Policy for Marginalized Groups. This regulation underscores UNDIP's commitment to the well-being of discrimination and harassment victims and ensures their identities are safeguarded. These efforts are in line with UN Targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: 2018 || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminasi-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\",\"https:\/\/fkm.undip.ac.id\/sosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penganan-kekerasan-seksual-di-diponegoro\/#:~:text=Peraturan%20Rektor%20UNDIP%20No.%2013,terhadap%20Warga%20Kampus%2C%20menumbuhkan%20kehidupan an\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Reports of discrimination cases involving women as academic employees must be supported by a policy for victims to report safely and must be protected from identity exposure. UNDIP has a policy to protect women against reporting incidents of discrimination and harassment. This policy is contained in Circular Letter Number: 35\/UN7.P\/SE\/2018 on Anti-Discrimination and Anti-Harassment Policy in Marginalized Groups. This regulation proves that UNDIP really cares about victims of discrimination and harassment and protect them from being exposed to their identities. This is relevant to the achievements of the UN targets 5.1, 5.5, and 5.A. || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: - || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/SE-35.2018-Kebijakan-Anti-Diskriminai-dan-Anti-Pelecehan-thdp-Kelompok-Marjinal.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The process of reporting cases of discrimination that regards women as an academic community needs to be covered by policies that allow victims to report safely, and be protected by the confidentiality of their identities. To that end, Universitas Diponegoro as a campus that cares about the protection of women has implemented policies that provide protection against reporting incidents of discrimination and harassment. This policy is contained in Circular Letter Number: 35\/UN7. P\/SE\/2018 on Anti-Discrimination and Anti-Harassment Policy in Marginalized Groups, dated December 31, 2018. This circular, regulates how each unit ensures that every victim who experiences discrimination and abuse is protected by the security and confidentiality of identity. This circular, is proof that Universitas Diponegoro cares about the protection of victims of discrimination and harassment. This is relevant to the achievements of the UN Targets 5.1, 5.5 and 5.A. Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadap-kelompok-marjinal\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Protection of the security and confidentiality of the victim's identity for discrimination and harassment is important. For this reason, UNDIP that cares about women's empowerment has implemented policy to provide protection for discrimination reporting. This policy was contained in Circular Letter Number: 35\/UN7.P\/SE\/2018 concerning the Anti-Discrimination and Anti-Harassment Policy for Marginalized Groups, dated 31 December 2018.This circular letter helps each unit ensure that every victim who experiences discrimination and harassment gets security protection and confidentiality of their identity. This circular letter is a proof that UNDIP cares about the protection of discrimination and and harassment victims || Policy created: 2018 || Circular Number: 35\/UN7.P\/SE\/2018 concerning Anti-Discrimination and Anti-Harassment Policies against Marginalized Groups was intended to ensure that all service activities for the academic community and education staff must be carried out by avoiding acts of discrimination and harassment for marginalized groups. || Policy reviewed: N\/A || The policy was not reviewed, in fact this circular letter became the embryo for the enactment of Rector Act No. 28 of 2019 concerning Work Culture Values and the Employer Code of Ethics which are relevant to the achievement of UN Targets 5.1, 5.5 and 5.A.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadap-kelompok-marjinal\/\"],\"image_url\":\"\"}]},\"ind-118\":{\"title\":\"5.6.9 Paternity Policy\",\"slides\":[{\"year\":\"2025\",\"content\":\"UNDIP has several policies that support gender equality and provide equal support for male and female workers. One of the relevant policies is the Rector's Regulation No. 4 of 2017 and Rector's Regulation No. 6 of 2018, which provides protection guarantee rights to the entire workforce, including male workers. This policy covers various aspects such as reproductive health, maternal and child health services, and protection for non-civil servants who are pregnant or giving birth. In addition, UNDIP also prioritizes the principle of gender equality in all academic and non-academic activities on campus, including in terms of employment opportunities and career development. || Policy created: 2017 || One of the relevant policies is the Rector's Regulation No. 4 of 2017 and Rector's Regulation No. 6 of 2018, which provides protection guarantee rights to the entire workforce, including male workers. || Policy reviewed: 2021 || Rector's Regulation No. 13 of 2021 which provides protection guarantee rights to the entire workforce, including male workers.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/26\/kebijakan-undip-memberi-dukungan-penuh-pada-tenaga-sdm-perempuan\/\"],\"image_url\":\"\"}]}};\n      let currentSlideIndex = {};\n      \n      document.addEventListener('DOMContentLoaded', function() {\n        const containerSelector = '#content-container-' + sdgNumber;\n        const dropdownGroups = document.querySelectorAll('.dropdown-group-' + sdgNumber);\n        const contentContainer = document.querySelector(containerSelector);\n        \n        if (!contentContainer) {\n          console.error('Content container not found:', containerSelector);\n          return;\n        }\n        \n        console.log('SDG ' + sdgNumber + ' dropdown system initializing');\n        \n        dropdownGroups.forEach((group, index) => {\n          const parent = group.querySelector('.dropdown-parent-' + sdgNumber);\n          const submenu = group.querySelector('.dropdown-submenu-' + sdgNumber);\n          \n          console.log('Setting up dropdown ' + (index + 1) + ':', parent.textContent.trim());\n          \n          parent.addEventListener('click', function(e) {\n            e.preventDefault();\n            e.stopPropagation();\n            \n            console.log('Parent clicked:', this.textContent.trim());\n            \n            document.querySelectorAll('.dropdown-submenu-' + sdgNumber).forEach(menu => {\n              if (menu !== submenu) {\n                menu.classList.remove('show');\n                menu.style.display = 'none';\n              }\n            });\n            \n            const isVisible = submenu.classList.contains('show');\n            \n            if (isVisible) {\n              submenu.classList.remove('show');\n              submenu.style.display = 'none';\n              console.log('Closing submenu');\n            } else {\n              submenu.classList.add('show');\n              submenu.style.display = 'block';\n              console.log('Opening submenu');\n            }\n          });\n          \n          const items = submenu.querySelectorAll('[data-content]');\n          items.forEach(item => {\n            item.addEventListener('click', function(e) {\n              e.preventDefault();\n              e.stopPropagation();\n              \n              const contentId = this.getAttribute('data-content');\n              console.log('Submenu item clicked:', contentId);\n              showContent(contentId);\n              \n              submenu.classList.remove('show');\n              submenu.style.display = 'none';\n            });\n          });\n        });\n        \n        document.addEventListener('click', function(e) {\n          if (!e.target.closest('.dropdown-group-' + sdgNumber)) {\n            document.querySelectorAll('.dropdown-submenu-' + sdgNumber).forEach(menu => {\n              menu.classList.remove('show');\n              menu.style.display = 'none';\n            });\n          }\n        });\n        \n        function showContent(id) {\n          const data = contentData[id];\n          \n          if (!data || !data.slides || data.slides.length === 0) {\n            return;\n          }\n          \n          currentSlideIndex[id] = 0;\n          \n          let slidesHtml = data.slides.map((slide, index) => {\n            let formattedContent = slide.content.replace(\/\\|\\|\/g, '\\n');\n            \n            let imageHtml = '';\n            if (slide.image_url && slide.image_url.trim() !== '') {\n              imageHtml = `\n                <div class=\"pa-image-container-${sdgNumber}\">\n                  <img decoding=\"async\" src=\"${slide.image_url}\" \n                       alt=\"Image for ${data.title} - 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