{"id":38426,"date":"2026-02-04T22:28:16","date_gmt":"2026-02-04T15:28:16","guid":{"rendered":"https:\/\/sdgscenter.undip.ac.id\/?page_id=38426"},"modified":"2026-04-04T10:39:43","modified_gmt":"2026-04-04T03:39:43","slug":"goal-8-decent-work-and-economic-growth","status":"publish","type":"page","link":"https:\/\/sdgscenter.undip.ac.id\/id\/goal-8-decent-work-and-economic-growth\/","title":{"rendered":"Goal 8 Decent Work and Economic Growth"},"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;36px&#8221; header_text_color=&#8221;#000352&#8243; custom_margin=&#8221;||14px||false|false&#8221; text_font_size_tablet=&#8221;36px&#8221; text_font_size_phone=&#8221;30px&#8221; text_font_size_last_edited=&#8221;on|phone&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><strong>Goal 8 Decent Work and Economic Growth<\/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;\">Promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all: 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-8-Decent-work-and-economic-growth.jpg&#8221; title_text=&#8221;SDG 8 Decent work and economic growth&#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; 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}\n      .custom-dropdown-8 .dropdown-group-8 { \n        width: 100% !important; \n        flex: 1 1 100% !important;\n      }\n\n      \/* === perkecil tulisan indikator di tombol dropdown === *\/\n      .dropdown-parent-8 {\n        font-size: 0.78em;\n        padding: 10px 12px;\n        white-space: normal;\n        word-break: break-word;\n        line-height: 1.3;\n      }\n      .dropdown-submenu-8 div {\n        font-size: 0.85em;\n        padding: 10px 14px;\n      }\n\n      .dropdown-submenu-8 { left: 0; right: 0; max-width: 100%; }\n      .pa-slider-card-8 { padding: 30px 12px 12px 12px; }\n      .pa-slide-8 h3 { font-size: 1em; }\n      .pa-image-container-8 { margin: 10px 0; }\n\n      \/* === Perkecil tombol prev\/next dan tampilan tahun di mobile === *\/\n      .pa-slider-nav-top-8 {\n        padding: 8px 10px;\n        gap: 8px;\n        margin-top: 15px;\n      }\n\n      .pa-slider-nav-top-8 button {\n        width: 32px;\n        height: 32px;\n        font-size: 1.3em;\n        flex-shrink: 0;\n      }\n\n      .year-label-8 {\n        font-size: 0.65em;\n        letter-spacing: 0.5px;\n        margin-bottom: 2px;\n      }\n\n      .year-value-8 {\n        font-size: 1.4em;\n      }\n\n      .slide-indicator-8 {\n        font-size: 0.72em;\n        margin-top: 4px;\n      }\n    }\n    <\/style>\n    \n    <div class=\"sdg-container-8\">\n      <div class=\"custom-dropdown-8 layout-auto\">\n        <div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.2 Employment practice<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-146\">8.2.1 Employment Practice Living Wage<\/div><div data-content=\"ind-147\">8.2.2 Employment Practice Unions<\/div><div data-content=\"ind-148\">8.2.3 Employment Policy on Discrimination<\/div><div data-content=\"ind-149\">8.2.4 Employment Policy Modern Slavery<\/div><div data-content=\"ind-150\">8.2.5 Employment Practice Equivalent Rights Outsourcing<\/div><div data-content=\"ind-151\">8.2.6 Employment Policy Pay Scale Equity<\/div><div data-content=\"ind-152\">8.2.7 Tracking Pay Scale for Gender Equity<\/div><div data-content=\"ind-153\">8.2.8 Employment Practice Appeal Process<\/div><div data-content=\"ind-154\">8.2.9 Employment Practice Labour Rights<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.3 Expenditure per employee<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-155\">8.3.1 Expenditure Per Employee<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.4 Students work placements<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-156\">8.4.1 Proportion of Students with Work Placements<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.5 Employees on secure contracts<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-157\">8.5.1 Proportion of Employees on Secure Contracts<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.6 Undip Contribution<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-296\">8.6.1 Undip Contribution 1<\/div><\/div><\/div>      <\/div>\n      \n      <div id=\"content-container-8\"><\/div>\n    <\/div>\n    \n    <script>\n    (function() {\n      const sdgNumber = 8;\n      const contentData = {\"ind-146\":{\"title\":\"8.2.1 Employment Practice Living Wage\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month's salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-bebankerja-dan-insentif-pegawai\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"The wages of academic staff at Undip range from 10 million IDR to 15 million IDR per month. Or equal to 4.3 dollars to $ 6.3 dollars per hour. Meanwhile, the lowest wages for non-academic staff are around 3 million IDR or the same as 1.25 dollars per hour. This exceeds the regional minimum wage requirement of 1.9 million IDR per month or 0.8 dollars per hour. And above the regional poverty line of 0.2 dollars per hour. The wage component consists of basic salary, work incentives, and bonuses. The wage provisions are regulated in Government Regulation No. 17\/2020, Rector's Regulation No. 4\/2017, Rector's Regulation No. 7\/2015 and Rector's Regulation No. 6\/2018. This wage level guarantees the welfare level of all Undip staff.\",\"evidence\":[\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-undip-no-4-tahun-2017\/?wpdmdl=298&refresh=6545c27a1646f1699070586\",\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-undip-no-7-tahun-2015\/?wpdmdl=275&refresh=654635a781c1f169910071\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip pays all its employees, which consists of civil servants, non-civil servants, and contract employees above the provincial minimum wage standard. The salaries of the lowest class employees, ranging from Rp. 2.4 million, above the provincial minimum wage of Rp. 1.79 million and a poverty line of Rp. 1.78 million in 2021. Meanwhile, lecturers\u2019 income ranges from 10 to 15 million per month. Payment of civil servants is regulated by Government Regulation No. 17\/2020, which is a nationally applicable regulation. Payment for non-civil servants and contract employees is based on Rector Regulation No. 4\/2017 and No. 6\/2018. At the same time, the basic salary rate is regulated in Rector Regulation No. 7\/2015. The wage component consists of a basic salary, performance incentives, bonuses, etc.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepagawai-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip workforce consists of three categories: civil servants, non-civil servants, and outsourcing workers. The provisions of civil servant workers are regulated by Government Regulation No. 11\/2017 (amended by No. 17\/2020). In addition, the general provisions of non-civil servants and outsourcing workers are regulated by Rector Regulation No. 4\/2017 (amended by No. 6\/2018), while the basic salary rate is regulated in Rector Regulation No. 7 of 2015. Undip has implemented a wage policy that meets the minimum standard of living. The wage for non-civil servants and outsourcing workers are determined based on the regional minimum wages provision. The lowest basic salary received by non-civil servant workers is 2.02 million IDR; above the minimum regional wage standard of 1.74 million IDR. It is also above the poverty line at 1.69 million IDR. On top of basic salary, workers also receive performance incentives, bonuses, etc. For junior lecturers, the monthly income reaches 10 million IDR.\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/134462\/pp-no-17-tahun-2020\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"https:\/\/sustainability.undip.ac.id\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The employment at UNDIP consists of three categories, which are civil servants, non-civil servants and outsourcers. UNDIP has implemented a wage policy that meets minimum living standards. The provisions for civil servants automatically follow the central government rule based on The Government Regulation No. 11\/2017 which has been amended with the Government Regulation No. 17\/2020. For non-civil servants and outsourcing workers are regulated by Rector Regulation No. 4\/2017 which has been amended by Rector Regulation No. 6\/2018. These regulations follow the national employment regulation such as Law No. 13\/2003 on Employment and the Government Regulation No. 78\/2015. An example of wage standard that adopted by the rector regulation is the regional minimum wage provisions. Detail salary provisions are governed in the Article 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/134462\/pp-no-17-tahun-2020\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/5656\/pp-no-78-tahun-2015\"],\"image_url\":\"\"}]},\"ind-147\":{\"title\":\"8.2.2 Employment Practice Unions\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip recognises the existence of a group of workers to protect the interests of Undip staff, including women and international staff, through the existence of the Undip Employee Corps (called KORPRI Undip), and to focus on the welfare of members. This organization is developed democratically, freely, actively, professionally, neutrally, productively and accountably by prioritizing the protection and welfare of members and their families and can represent members in national and international forums. A number of activities are carried out by KOPRI Undip, e.g. solidarity assistance to members who experience disasters, blood donation, reforestation and culinary fairs. KOPRI Undip even provides basic food packages for students. Members are entitled to protection and defense against unfair treatment by workers, legal aid and assistance, and welfare benefits from employers.\",\"evidence\":[\"https:\/\/kepegawaan.undip.ac.id\/download-corner\/files\/Ujian%20Dinas\/UD%20Tahun%202020\/Bahan-Bacaan-KORPRI_2019.pdf\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip recognizes all workers' unions formed by Undip employees, whether they are civil servants, non-civil servants, or international workers. This includes the labor right to join inter-university lecturer organizations. The rights of Undip staff are regulated in Rector's Regulation No. 13\/2021 and Rector's Regulation No. 4\/2017, articles 6 and 7, especially for academic freedom, academic platforms, and scientific autonomy. The current internal labor union at Undip is KORPRI (Corps Employees of the Republic of Indonesia). This organization accommodates ideas and thoughts from members for organizational development.\",\"evidence\":[\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-undip-no-4-tahun-2017\/?wpdmdl=298&refresh=6545c27a1646f1699070586\",\"https:\/\/www.kompas.com\/edu\/read\/2022\/09\/15\/174829471\/hut-ke-24-asosiasi-dosen-indonesia-berkomitmen-jadi-penggerak-pemajuan?page=all\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip recognizes all existing worker unions, including women workers and international workers. So far, the official workers union is KORPRI (Corps Employees of the Republic of Indonesia), which is the general organization for all civil servants in Indonesia. There are no worker unions in Undip. The provisions regarding the practice of worker unions at Undip are regulated in the Rector\u2019s Regulation No. 4\/2017. Basically, the rights of workers, including international and women workers, have been accommodated in this rector\u2019s regulations following the standards.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-No.-4-Tahun-2017-SISTEM-KEPEGAWAIAN-TETAP-NON-PNS.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The practice of employment union in Undip is accommodated by the regulation (Rector Regulation No. 4\/2017. Civil servants workers have automatically become members of KORPRI (Corps Employees of the Republic of Indonesia. KORPRI is a general organization of civil servants that applies throughout Indonesia. So far, the Undip workers' union has been more functional for supporting economic activities, for example by establishing a business unit such as Undip Employee Cooperative (Link 1). For non-civil servants workers, Undip provides freedom and does not prohibit its employees to establish unions if necessary. The rights of workers, including international and women workers, have been accommodated in the rector's regulations following the standards.\",\"evidence\":[\"https:\/\/kprindip.com\/wp-content\/uploads\/2021\/09\/tahapan-PENDAFTARAN-ANGGOTA-KOPERASI-PEGAWAI-UNDIP.docx.pdf\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"There is no special labor union for workers at UNDIP. Workers with civil servant status are automatically become the members of KORPRI (Corps of Employees of the Republic of Indonesia). UNDIP labor unions are more functioning for economic activities, for example, by establishing UNDIP Employee Cooperative, serving for trade and save-loan facility. Nevertheless, UNDIP employment regulation i.e. Rector Regulation No. 4\/2017 accommodates the possibility for the formation of internal UNDIP workers union.\",\"evidence\":[\"https:\/\/kpriundip.com\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-148\":{\"title\":\"8.2.3 Employment Policy on Discrimination\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip has an anti-discrimination commitment and policy in accordance with the Rector's Circular Letter 35\/UN7 PSE\/2018 on anti-discrimination and anti-sexual harassment policies specifically for vulnerable groups. The policy is implemented in all educational service operations, from the admission of new students and employees, to the educational and non-academic services for students, to the promotion and functioning of staff, to the protection of students and staff. Specifically, Undip has Rector's Regulation 13\/2022 on Guidelines for the Prevention and Management of Sexual Violence. Equality or anti-discrimination policies always appear in policies with the keyword \\\"equal\\\", e.g. in the 2015 Undip Statutes and the 2021 Undip Personnel System for the rights and obligations of civil servants and non-civil servants. || Policy created: 2018 || UNDIP has an anti-discrimination and anti-harassment policy against marginalized groups in accordance with Circular Letter 35\/2018, which requires all academic community activities to be carried out by avoiding discriminatory and harassing behavior, providing sanctions, ensuring protection for reporting witnesses, and conducting training and socialization on anti-discrimination policies. || Policy reviewed: 2022 || Undip revised the anti-discrimination policy by supplementing it with guidelines on the prevention and handling of sexual violence, which more specifically regulate e.g. the scope of sexual violence, prevention through strengthening governance, support and protection of victims, sanctions, handling mechanisms, monitoring and evaluation.\",\"evidence\":[\"https:\/\/bak.undip.ac.id\/download\/peraturan-rektor-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"The no discrimination policy for Undip workers is regulated and guaranteed in the Undip Rector's Regulation No. 13\/2021 concerning the Undip Employment System, especially Article 7, which states that employee procurement does not differentiate between ethnicity, race, religion, belief, and social class. Regarding sexual violence, it is regulated in Rector's Regulation No. 13\/2022 concerning preventing and handling sexual violence at Undip. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2022\",\"evidence\":[\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-nomor-13-tahun-2022\/?wpdmdl=918&refresh=65463dd1986ba1699102161\",\"https:\/\/fkm.undip.ac.id\/disosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencagahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip has a policy that guarantees equality and there is no discrimination against workers in terms of religion, sexuality, gender, and age. Civil servants, it is regulated in Government Regulation no. 11\/2017 (amended by No 17\/2020). While non-civil servants, it is regulated in Rector Regulation No. 4\/2017 (amended by No. 6\/2018). Regarding the prevention of sexual violence, Undip issued Circular Letter No. 35\/2018, which is the rule intended to guarantee no discrimination and anti harassment\",\"evidence\":[\"https:\/\/sustainability.undp.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip guarantees the equality or no-discrimination policy for employees on religion, sexuality, gender, and age. Undip provides equal opportunities to anyone to become an employee by the regulations. For civil servants workers, no discriminations policy is regulated by Government Regulation No. 11\/2017 (amended by No. 17\/2020), while for non-civil servants workers is regulated by Rector Regulation No. 4\/2017 (amended by No. 6\/2018). The rights and obligations, as well as the employment position, are governed in Chapter IV of the Rector Regulation No. 4\/2017. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\",\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/134462\/pp-no-17-tahun-2020\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Employment regulation either from the central government or UNDIP guarantee wage-equality policy or no discrimination policy. For civil servants is regulated in the Government Regulation No. 11\/2017 which has been amended with the Government Regulation No. 17\/2020. For non-civil servants is governed by Rector Regulation No. 4\/2017 which has been amended by Rector Regulation No. 6\/2018. The rights and obligations as well as the employment position are specifically governed in Chapter IV of the Rector Regulation No. 4\/2017. || Policy created (yyyy): 2017 || Policy reviewed (yyyy): 2018\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/5656\/pp-no-78-tahun-2015\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/PP-Nomor-78%20Tahun-2015.png\"}]},\"ind-149\":{\"title\":\"8.2.4 Employment Policy Modern Slavery\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip, as a recognized government body, complies with the provisions of the Government against forced labor, modern slavery, human trafficking and child labor. Undip even collaborates with the International Labour Organisation to conduct a campaign against forced labour and child labour in the fishing sector. Undip's commitment to anti-forced labour, anti-slavery and anti-human trafficking is reflected in the employment contract for each staff member recruited for all employment statuses and work and pay standards that follow the provisions of the law. The commitment against child labour is shown in the age standards for staff accepted during registration, namely Recetorial Regulation 1\/2013 for the age limit for non-PNS applicants and Government Regulation 11\/2017 for the age limit for PNS applicants, both of which require a minimum age of 18 years. || Policy created: 2017 || Rectorial Regulation 1\/2013 and Government Regulation 11\/2017 regulate the age limit for job applicants at Undip, both by government employees and permanent Undip employees, which is 18 years old, to ensure that staff are of sufficient age to work. Provisions against forced labour, slavery and human trafficking are implicitly included in the employment contract between employees and employers. || Policy reviewed: 2021 || The policy against forced labour, slavery and human trafficking and against child labour is outlined in the Chancellor's Regulation 13\/2021 on the Human Resources System, which regulates, among other things, employee status, employee rights (salary, incentives, honoraria, meal allowances, leave, protection, pension and death benefits), employee recruitment and selection, employee development and retirement, ensuring compliance with national and international standards.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/28748\/badan-pbb-gandong-feb-undip-kampanye-anti-kerjapaksa-dan-pekerja-anak-di-sektor-perikanan.html\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip's commitment to fighting forced labor, modern slavery, human trafficking, and child labor is regulated in Rector's Regulation No. 13\/2021 concerning the Undip Employment System, especially Article 10. Undip set both administrative and academic requirements for selecting employees selectively, by following the provisions of Law No. 13\/2003 concerning Manpower. Undip also guarantees workers' rights and protection as regulated in Articles 3 and 30 of Rector's Regulation No. 13\/2021. Undip also collaborates with the ILO for student education on awareness of forced labor in the fishing sector. Policy created: 2017 || Rector's Regulation of Diponegoro University Number 6 of 2018 concerning Amendments to Rector's Regulation Number 4 of 2017 concerning the Employment System for non-civil servants's Diponegoro University Employees. Policy reviewed: 2021 || The Rector's Circular Letter Number 35 of 2018 is Diponegoro University's commitment to upholding the principles of egalitarianism and humanism in all learning processes and non-academic activities with an emphasis on Anti-Discrimination and Anti-Harassment Policies against Marginal Groups.\",\"evidence\":[\"https:\/\/www.ilo.org\/jakarta\/info\/public\/pr\/WCMS_878651\/lang=en\/index.htm\",\"https:\/\/peraturan.bpk.go.id\/Details\/43013\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip\u2019s commitment to fighting forced labor, modern slavery, human trafficking, and child labor is regulated in the Rector\u2019s Regulation no. 4\/2017 (amended by No. 6\/2018). This regulation refers to the provisions of Law No. 13\/2003 on Manpower. The rector\u2019s regulation guarantees the principle of equality.\",\"evidence\":[\"https:\/\/kemenperin.go.id\/kompetensi\/UU_13_2003.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip's commitment against modern slavery issues is explained in the Rector Regulation No. 4\/2017 (amended by No. 6\/2018). These regulations guarantee the equality principles as stated in Law No 13\/2003 on Manpower. In more detail, the rights and obligations of workers are governed in Chapter IV of Rector Regulation No. 4\/2017 and the worker recruitment procedures are governed in Chapter V. Recruitment requirements consider the issues of modern slavery. To realize the commitment, Undip cooperates with the Ministry of Manpower in empowering former Indonesian migrant workers, specifically for those who come from the Central Java Province. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\",\"https:\/\/www.radarbangsa.com\/ekobis\/12607\/kemnaker-ri-teken-kerja-sama-dengan-universitas-diponegoro-terkait-desa-migran-produktif\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP commitment to modern slavery issue is clearly explained in the Rector Regulation No. 4\/2017 which has been amended with the Rector Regulation No. 6\/2018. These regulations guarantee the equality principles in reference to the Law No. 13\/2003 on Employment. In more detail, the rights and obligations of workers are governed in Chapter IV of Rector Regulation No. 4\/2017 and the worker recruitment process is governed in Chapter V. To realize the commitment, UNDIP cooperates with the Ministry of Manpower in empowering former Indonesian migrant workers, specifically for those who come from the Central Java Province.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/Peraturan-Rektor-Nomor-6-Tahun-2018.png\"}]},\"ind-150\":{\"title\":\"8.2.5 Employment Practice Equivalent Rights Outsourcing\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip has outsourced employees in accordance with the Chancellor's Decree 13\/2021 on the Personnel System, known as Partner Employees. Partner employees have rights, obligations, protection, sanctions and dismissal according to the Chancellor's Regulation. Undip partner employees work in a field that does not require special skills, especially in relation to education, such as cleaning services, security guards and other technical implementation personnel. Partner employees receive a minimum wage in accordance with the regional minimum wage, a daily food allowance and health insurance for use of National Health Service facilities such as hospitals and health centres. || Policy created: 2017 || The Rector's Regulation 4\/2017 on the Undip Non-PNS Personnel System does not include outsourced employees, as at that time Undip still had the status of a public service agency, so it was not allowed to have partner employees. || Policy reviewed: 2021 || Since changing its institutional status to a state university with legal personality, Undip has had more freedom to manage its workforce by being given the right to manage outsourcing. These outsourced employees are called Partner Employees and are focused on technical work. There are rights and obligations of partner employees, which are regulated in the Chancellor's Decree and the Work Order as an agreement between Undip and the partners.\",\"evidence\":[\"https:\/\/kepegawaiian.undip.ac.id\/wp-content\/uploads\/2024\/10\/Peraturan-Rektor-Nomor-13-Tahun-2021-tentang-SISTEM-KEPEGAWAIAN-1.pdf\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip is committed to treating permanent and contract workers with the same rights and obligations. These provisions are regulated in Articles 3 and 4 of Rector's Regulation No. 13\/2021 concerning the Undip Employment System. Detailed provisions are further regulated in the employment contract agreement between Undip and the worker. This treatment is a worker's right and obligation, including legal protection. Policy created: 2017 || Rector's Regulation of Diponegoro University Number 6 of 2018 concerning Amendments to Rector's Regulation Number 4 of 2017 concerning the Employment System for non-civil servants's Diponegoro University Employees. Policy reviewed: 2021\",\"evidence\":[\"https:\/\/kepegawaan.undip.ac.id\/seleksi-terbuka-penerimaan-tenaga-kependidikan-kontrak-tkk-universitas-diponegoro-tahun-2022\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip guarantees equal rights for outsourced workers. Contract workers are regulated in a special work agreement with reference to Undip\u2019s employment rules. Rector\u2019s Regulation no. 4\/2017. This rector regulation refers to Government Regulation no. 78\/2015. The outsourced labor rights and obligations, then automatically, are adjusted to the type of work being agreed upon. As consequence, the worker rights and obligations for each type of contracted work differ. However, outsourced employees are guaranteed to have the same rights as Undip employees in accordance with the rector\u2019s regulations.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepagawaan-pagawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Outsourced labor is governed by special contractual agreements with labor service providers. The contract agreement refers to the UNDIP internal regulation i.e. Rector Regulation No. 4\/2017, in which this regulation refers to national employment regulation i.e. Government Regulation No. 78\/2015. The outsourced labor rights and obligations, then automatically, are adjusted to the type of work being agreed upon. As consequence, the worker rights and obligations for each type of contracted work differ. However, outsourced employees are guaranteed to have the same rights as Undip employees following the rector's regulations. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Outsourced labor is governed by special contractual agreements with labor service providers. The contract agreement refers to the UNDIP internal regulation i.e. Rector Regulation No. 4\/2017, in which this regulation refers to national employment regulation i.e. Government Regulation No. 78\/2015. The outsourced labor rights and obligations, then automatically, are adjusted to the type of work being agreed. As consequence, the worker rights and obligations for each type of the contracted work differs.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-151\":{\"title\":\"8.2.6 Employment Policy Pay Scale Equity\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip, as an institution under the Ministry, is bound by the provisions of the Standard Salary Scale for Employees with State Employee Status. There is a standard salary scale regulated by Law No. 5 of 2014 on the State Civil Apparatus, which regulates e.g. procurement, rank and position, career development, performance evaluation, salary and allowances, to the protection of civil servants. Thus, there is a standard salary according to rank and class. Undip as an institution has permanent non-state employees whose rights and obligations up to salary and protection are regulated by Rectorial Regulation 13\/2021 on the Undip Personnel System. These non-state employees are made up of full-time and part-time employees. This means that employees in the same rank and class scale receive equivalent salaries. || Policy created: 2017 || Policy reviewed: 2021\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2021\/11\/PEREK-N0-7-TAHUN-2015-tg-PENYESUAIAI-GAJI-POKOK-TKT-Non-PNS.pdf\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip's policy is non-discrimination, so there is no difference in wages between women and men. Wages are determined based on class, working experience, and performance. There are four different classes of wages, and the worker's performance is measured by employee performance targets. Regulated in Rector's Regulation No. 13\/2021 concerning the Undip Employment System, especially Article 29 covers the worker's welfare and financial rights. For Undip's workers with civil servant status, some provisions are regulated in Government Regulation No. 17\/2020. Policy created: 2017 || Rector's Regulation of Diponegoro University Number 6 of 2018 concerning Amendments to Rector's Regulation Number 4 of 2017 concerning the Employment System for non-civil servants's Diponegoro University Employees. Policy reviewed: 2021\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip guarantees that there is no discrimination of pay scale based on gender. For civil servants, wages are regulated in Government Regulation No. 17\/2020 which applies nationally. For non-PNS employees, it is regulated in the Rector\u2019s Regulation No. 4\/2017 (amended by Rector regulation No. 6\/2018). Meanwhile, the level of wages is regulated in the Rector\u2019s Regulation no. 7\/2015. Both rector regulations accommodate the pay scale equity clauses.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The pay scale equity regulations for civil servant workers are regulated by Government Regulation No. 17\/2020. This regulation is applied nationally to all civil servants workers under the Ministry of Education and Culture. The policy pay scale equity of civil servants workers does not differentiate between males and females. While, for non-civil servant workers, it is regulated in the Rector Regulation No. 4\/2017, (amended by Rector Regulation No. 6\/2018). The provision of wages level is regulated by Rector Regulation No. 7\/2015. Both rector regulations accommodate the pay scale equity clauses. The rights and obligations of workers are governed in Chapter IV of the Rector Regulation No. 4\/2017, while the detailed salary provisions are set out in Articles 28 and 29 of Rector Regulation No. 4\/2017. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates The Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The pay scale equity regulations for employees with civil servant status follow the central government regulation. Its regulation is applied nationally to all civil servants under the Ministry of Education and Culture. For non-civil servants at UNDIP, it is regulated in the Rector Regulation No. 4\/2017 which has been amended by the Rector Regulation No. 6\/2018. Both rector regulations accommodate the pay scale equity clauses. The rights and obligations of worker are governed in Chapter IV of the Rector Regulation No. 4\/2017, while the detail salary provisions are set out in Articles 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-152\":{\"title\":\"8.2.7 Tracking Pay Scale for Gender Equity\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip uses performance measures that lead to the level of work incentives without distinguishing between men and women, but on the basis of performance, rank and position, showing different responsibilities between rank groups. Undip does not set different workloads for men and women. The minimum workload of lecturers is determined on the basis of functional positions and provisions for additional duties\/positions. Undip does not require a specific gender to fill a position. This means that there is no gender discrimination in the Undip working environment. Specifically, there is a Rector's Circular 35\/2018 that prohibits discriminatory actions, provides for anti-discrimination training and socialisation, protection of reporting witnesses and imposition of sanctions on perpetrators. Periodic salary increases for Undip staff are determined on the basis of performance, rank and group, with the support of an appropriate information system.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadapakelompok-marjinal\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip applies wage standards that guarantee pay scale gender equity. Wages and working incentives are determined based on four different classes (1 to IV), working experience, and employee performance. This provision applies equally to all employees, both female and male. Wages provisions are regulated in Rector's Regulation No. 7\/2015 and Rector's Regulation No. 13\/2021. For employees with civil servant status, some are regulated in Government Regulation No. 17\/2020. Undip periodically reviews these regulations for wage-level adjustments, by considering internal financial and economic conditions.\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Details\/134462\/pp-no-17-tahun-2020\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip does not carry out a pay track gender equity scale, because Undip does not differentiate the wage scales for males and females. The provisions are the same, regulated in the Rector\u2019s Regulation No. 4\/2017, Rector\u2019s Regulation No. 6\/2018, and Rector\u2019s Regulation No. 7\/2015. Those regulations guarantee gender-based wage equality.\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip employment regulations do not distinguish the wage scale between male and female workers or guarantee gender-based wage equality. Therefore, no special tracking pay scale is carried out. For non-civil servant workers, the wage provisions are regulated in the Rector Regulation No. 4\/2017 which has been amended by the Rector Regulation No. 6\/2018. In addition, it is also regulated in the Rector's Regulation No. 7\/2015 for the grade of salary. Chapter IV of rector regulation No. 4\/2017 governs the rights and obligations of workers. More specific or detailed terms will be regulated in the employment contract agreement with each labor. The employment contract agreement is governed in Chapter III. Moreover, the detailed salary provisions are governed in Articles 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\",\"https:\/\/sustainability.undip.ac.id\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The pay scale equity regulations for employees with civil servant status follow the central government regulation. Its regulation is applied nationally to all civil servants under the Ministry of Education and Culture. For non-civil servants at UNDIP, it is regulated in the Rector Regulation No. 4\/2017 which has been amended by the Rector Regulation No. 6\/2018. Both rector regulations accommodate the pay scale equity clauses. The rights and obligations of worker are governed in Chapter IV of the Rector Regulation No. 4\/2017, while the detail salary provisions are set out in Articles 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-153\":{\"title\":\"8.2.8 Employment Practice Appeal Process\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip provides a mechanism for staff to appeal rights and\/or pay. The Board of Trustees (MWA), consisting of Undip elements, Regional Heads, Professors, Alumni, Community, Lecturers, Education Staff and Students, is an UNDIP body that determines, reviews the implementation of general policies and provides oversight in non-academic areas, including staff rights and welfare issues. Undip's MWA not only reviews staff welfare, but also develops cooperation for staff development, e.g. establishing diaspora cooperation. The MWA of each element actively discusses at national level to fight for e.g. higher education budget. In addition, the Employees' Corps (KORPRI), especially at the national level, is active in fighting for workers' rights and the payment of salaries for state employees at the national level.\",\"evidence\":[\"https:\/\/www.kompasiana.com\/ahmadhammamburhanudin7382\/66eb168aed641549297798d5\/forum-mwa-um-se-indonesia-gelar-munas-di-undip-kepedulian-atas-isu-pendidikan-tinggi\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"The employment contract agreement between Undip and employees regulates provisions regarding main duties and functions; rights and obligations; and doubt. If a dispute occurs, an appeal is carried out using an institutional mechanism. First, the worker submits it in writing to the leader. Second, the complaint is followed up institutionally. This process is facilitated by the board of workers and human resources management. Settlement through dialogue takes precedence, if an agreement cannot be reached it will be resolved through formal legal process.\",\"evidence\":[\"https:\/\/infoplus.id\/2019\/08\/21\/rektor-undip-digugat-ke-ptun-oleh-prof-suteki-diduga-bela-hti\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip facilitates a mechanism for employees to appeal for employee rights and\/or pay through a dialogue between two parties, namely workers and human resource management. More specifically, this issue is regulated in articles 7, 8, and 9 of the Rector\u2019s Regulation no. 4\/2017. Furthermore, the discipline of civil servants is regulated in the Regulation of the State Civil Service Agency no. 6\/2022.\",\"evidence\":[\"https:\/\/kepegawai.undip.ac.id\/download-corner\/files\/Perka%20BNK\/2022%2005%2023%20-%20-%20Perka%20BNK%20No%206%20Tahun%202022%20Tentang%20Disiplin%20PNS.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The appeal procedures are regulated in Rector Regulation No. 4\/2017, especially Articles 7, 8, and 9. Those articles govern the rights of non-civil servant workers. It is clearly stated that employees have academic freedom and academic pulpit. That is, employees can convey all employment-related problems to the institution (Undip). The mechanism is through a two-party meeting between workers and the Undip human resource management department. Workers can report discrepancies in practice, both regarding rights and wages. Workers have also a right of defense in the event of a dispute, which is governed in Article 35 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The appeal procedure is not explicitly stated, but in Rector Regulation No. 4\/2017, especially Article 7, 8 and 9, the rights of non-civil servants are regulated. It is clearly stated that employees have academic freedom and academic pulpit. That is, employees can convey all employment-related problems to the institution (UNDIP). Workers have also a right of defense in the event of a dispute, which is governed in Article 35 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-154\":{\"title\":\"8.2.9 Employment Practice Labour Rights\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip provides freedom of association and collective bargaining for its staff, including women and international staff. All staff with government employee status become members of the Undip Employee Corps (KORPRI), an organisation that takes into account the interests of protection and welfare of members and their families in relation to official duties. Lecturers can become members of the Indonesian Lecturers Association (ADI) and can become members of the Scientific Association without any restrictions. This is regulated by Law 14\/2005 on Teachers and Lecturers that teachers and lecturers have the right to associate in professional organisations, and PP 94\/2021 on Discipline of Civil Servants that regulates provisions on expression of opinion and organisation. Specifically, the freedom of non-state employee lecturers to associate in professional organisations\/scientific professional organisations is regulated in Rectorial Regulation 4\/2017 concerning the Employee Personnel System.\",\"evidence\":[\"https:\/\/www.kompas.id\/baca\/opini\/2023\/10\/26\/pns-korpri-dan-kebebasan-berserikat\"],\"image_url\":\"\"}]},\"ind-155\":{\"title\":\"8.3.1 Expenditure Per Employee\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of employees: 4,329 || Number of academic staff: 2,177 || University expenditure: Rp35,838,620,750\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of employees: 3,819 || Number of academic staff: 1,979 || University expenditure: Rp30,242,366,960\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of employees: 3,731 || Number of academic staff: 1,988 || University expenditure: Rp3,138,313,953\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of employees: 3,709 || Number of academic staff: 2,812 || University expenditure: Rp1,001,818,524,280\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of employees: 3,699 || Number of academic staff: 2,458 || University expenditure: Rp1,085,759,062,066 || Comment: UNDIP expenditure for employees and operational costs in 2019 is about 1.09 trillion IDR (US$ 76.84 million) or 77.09 percent of the total budget. The expenditure for civil servants' salary is 280.96 Billion IDR (19.95 percent) and for Non-civil servants' salary were 52 Billion IDR (3.69 percent). Operational expenses reached 752.79 Billion IDR (53.45 percent), while expenditure per employee was 293.53 Million IDR. By category, the expenditure is mostly allocated for human resource development, research\/publication, regular operation & maintenance, and providing better public university services. Despite allocating own budget, UNDIP develops collaboration with different partners across the country through Corporate Social Responsibility (CSR) scheme to co-finance some of the activities related to arts and heritage.\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-156\":{\"title\":\"8.4.1 Proportion of Students with Work Placements\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of students: 36,538 || Number of students with work placements for more than a month: 8,422\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of students: 35,458 || Number of students with work placements for more than a month: 7,019\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of students: 35,688 || Number of students with work placements for more than a month: 7,138\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of students: 38,567 || Number of students with work placements for more than a month: 9,640\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of students: 50,605 || Number of students with work placements for more than a month: 10,636\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-157\":{\"title\":\"8.5.1 Proportion of Employees on Secure Contracts\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of employees: 4,329 || Number of employees on contracts of over 24 months: 1,314\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of employees: 3,819 || Number of employees on contracts of over 24 months: 1,095\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of employees: 3,731 || Number of employees on contracts of over 24 months: 959\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of employees: 3,709 || Number of employees on contracts of over 24 months: 983\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of employees: 3,699 || 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_module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;]<div class='ays-chart-container-google ays-chart-container-11' id='ays-chart-container69ebee4929750' data-id='69ebee4929750'><div class='ays-chart-header-container'><div class='ays-chart-charts-description ays-chart-charts-description69ebee4929750'><\/div><\/div><div class='ays-chart-charts-main-container ays-chart-charts-main-container69ebee4929750' id=\"ays-chart-column_chart69ebee4929750\" data-type='column_chart'><\/div><div class='ays-chart-actions-container'><div class='ays-chart-export-buttons' data-id='11'><\/div><\/div><\/div>[\/et_pb_code][\/et_pb_column_inner][\/et_pb_row_inner][\/et_pb_column][et_pb_column type=&#8221;1_4&#8243; admin_label=&#8221;Column&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_code admin_label=&#8221;Code&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; sticky_limit_top=&#8221;row&#8221; sticky_limit_bottom=&#8221;section&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<\/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: 0.8em 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 _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;4_4&#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>Employment Practice Living Wage<\/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;33%&#8221; width_tablet=&#8221;33%&#8221; width_phone=&#8221;11%&#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=\"pa-slider-wrapper-water-consumption\"><!-- [et_pb_line_break_holder] -->  <\/p>\n<div class=\"pa-slider-row\"><!-- [et_pb_line_break_holder] -->    <\/p>\n<div class=\"pa-slider-card-water-consumption\"><!-- [et_pb_line_break_holder] -->      <\/p>\n<div class=\"pa-slider-water-consumption\"><!-- [et_pb_line_break_holder] -->        <!-- [et_pb_line_break_holder] -->        <!-- Slide 1: Employment Practice Living Wage --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption active\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Practice Living Wage<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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: Employment Practice Unions --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Practice Unions<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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: Employment Policy on Discrimination --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Policy on Discrimination<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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: Employment Policy Modern Slavery --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Policy Modern Slavery<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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: Employment Practice Equivalent Rights Outsourcing --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Practice Equivalent Rights Outsourcing<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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: Employment Policy Pay Scale Equity --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Policy Pay Scale Equity<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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: Tracking Pay Scale for Gender Equity --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Tracking Pay Scale for Gender Equity<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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 8: Employment Practice Appeal Process --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Practice Appeal Process<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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 9: Employment Practice Labor Rights --><!-- [et_pb_line_break_holder] -->        <\/p>\n<div class=\"pa-slide-water-consumption\"><!-- [et_pb_line_break_holder] -->          <!-- Image section --><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-slide-image-water-consumption\"><!-- [et_pb_line_break_holder] -->            <img decoding=\"async\" src=\"https:\/\/sdgscenter.undip.ac.id\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-03-152035.png\" alt=\"Non-discriminatory admissions\"><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<h3>Employment Practice Labor Rights<\/h3>\n<p><!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-text-container-water-consumption\"><!-- [et_pb_line_break_holder] -->            <pee class=\"pa-description-water-consumption\"><!-- [et_pb_line_break_holder] -->             Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month\u2019s salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.<!\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=\"pa-read-more-btn-water-consumption\">Read More<\/button><!-- [et_pb_line_break_holder] -->          <\/div>\n<p><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <button class=\"pa-view-source-btn-water-consumption\">View Source \u2192<\/button><!-- [et_pb_line_break_holder] -->          <!-- [et_pb_line_break_holder] -->          <\/p>\n<div class=\"pa-source-links-water-consumption\"><!-- [et_pb_line_break_holder] -->            <\/p>\n<ul><!-- [et_pb_line_break_holder] -->              <\/p>\n<li><a href=\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/\" target=\"_blank\">https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-beban-kerja-dan-insentif-pegawai\/<\/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] -->      <\/div>\n<p><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->      <\/p>\n<div class=\"pa-slider-nav-water-consumption\"><!-- [et_pb_line_break_holder] -->        <button class=\"pa-prev-water-consumption\" aria-label=\"Previous Slide\">\u2039<\/button><!-- [et_pb_line_break_holder] -->        <button class=\"pa-next-water-consumption\" 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] -->.pa-slider-card-water-consumption {<!-- [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] -->.pa-slide-water-consumption {<!-- [et_pb_line_break_holder] -->  display: none;<!-- [et_pb_line_break_holder] -->  animation: paFadeInWaterConsumption 0.4s ease-in-out;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.pa-slide-water-consumption.active {<!-- [et_pb_line_break_holder] -->  display: block;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->@keyframes paFadeInWaterConsumption {<!-- [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] -->.pa-slide-image-water-consumption {<!-- [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] -->.pa-slide-image-water-consumption 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] -->.pa-slide-water-consumption 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] -->.pa-text-container-water-consumption {<!-- [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] -->.pa-description-water-consumption {<!-- [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] -->.pa-description-water-consumption.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] -->.pa-read-more-btn-water-consumption {<!-- [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] -->.pa-read-more-btn-water-consumption:hover {<!-- [et_pb_line_break_holder] -->  color: #003366;<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->.pa-view-source-btn-water-consumption {<!-- [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] -->.pa-view-source-btn-water-consumption: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] -->.pa-source-links-water-consumption {<!-- [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;<!-- 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[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] -->.pa-source-links-water-consumption 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] -->.pa-source-links-water-consumption 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] -->.pa-source-links-water-consumption 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] -->.pa-source-links-water-consumption 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] -->.pa-slider-nav-water-consumption {<!-- [et_pb_line_break_holder] -->  display: flex;<!-- [et_pb_line_break_holder] -->  justify-content: space-between;<!-- 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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] -->.pa-slider-nav-water-consumption 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('.pa-slider-card-water-consumption').forEach(card => {<!-- [et_pb_line_break_holder] -->  const slides = card.querySelectorAll('.pa-slide-water-consumption');<!-- [et_pb_line_break_holder] -->  const prevBtn = card.querySelector('.pa-prev-water-consumption');<!-- [et_pb_line_break_holder] -->  const nextBtn = 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tampilan tahun di mobile === *\/\n      .pa-slider-nav-top-8 {\n        padding: 8px 10px;\n        gap: 8px;\n        margin-top: 15px;\n      }\n\n      .pa-slider-nav-top-8 button {\n        width: 32px;\n        height: 32px;\n        font-size: 1.3em;\n        flex-shrink: 0;\n      }\n\n      .year-label-8 {\n        font-size: 0.65em;\n        letter-spacing: 0.5px;\n        margin-bottom: 2px;\n      }\n\n      .year-value-8 {\n        font-size: 1.4em;\n      }\n\n      .slide-indicator-8 {\n        font-size: 0.72em;\n        margin-top: 4px;\n      }\n    }\n    <\/style>\n    \n    <div class=\"sdg-container-8\">\n      <div class=\"custom-dropdown-8 layout-auto\">\n        <div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.2 Employment practice<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-146\">8.2.1 Employment Practice Living Wage<\/div><div data-content=\"ind-147\">8.2.2 Employment Practice Unions<\/div><div data-content=\"ind-148\">8.2.3 Employment Policy on Discrimination<\/div><div data-content=\"ind-149\">8.2.4 Employment Policy Modern Slavery<\/div><div data-content=\"ind-150\">8.2.5 Employment Practice Equivalent Rights Outsourcing<\/div><div data-content=\"ind-151\">8.2.6 Employment Policy Pay Scale Equity<\/div><div data-content=\"ind-152\">8.2.7 Tracking Pay Scale for Gender Equity<\/div><div data-content=\"ind-153\">8.2.8 Employment Practice Appeal Process<\/div><div data-content=\"ind-154\">8.2.9 Employment Practice Labour Rights<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.3 Expenditure per employee<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-155\">8.3.1 Expenditure Per Employee<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.4 Students work placements<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-156\">8.4.1 Proportion of Students with Work Placements<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.5 Employees on secure contracts<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-157\">8.5.1 Proportion of Employees on Secure Contracts<\/div><\/div><\/div><div class=\"dropdown-group-8\"><div class=\"dropdown-parent-8\">8.6 Undip Contribution<\/div><div class=\"dropdown-submenu-8\"><div data-content=\"ind-296\">8.6.1 Undip Contribution 1<\/div><\/div><\/div>      <\/div>\n      \n      <div id=\"content-container-8\"><\/div>\n    <\/div>\n    \n    <script>\n    (function() {\n      const sdgNumber = 8;\n      const contentData = {\"ind-146\":{\"title\":\"8.2.1 Employment Practice Living Wage\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip, as a state university, is an institution under the coordination of the central government, so it refers to the salary regulations of the ministry. However, Undip offers a salary scheme that is above the national average. The salary elements paid by Undip to its staff include: basic salary (in line with national standards and state employees paid by the Ministry), mandatory performance incentives (1 month's salary), excess performance incentives (the amount is determined by the contribution of each staff member to the excess performance), income improvement incentives (4 times a year). On average, Undip staff receive three times the national standard salary, enough to support 4 family members. In addition, staff receive a daily meal allowance and health insurance to cover services at various Undip and government health facilities.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2023\/03\/20\/kebijakan-undip-terhadap-penghitungan-bebankerja-dan-insentif-pegawai\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"The wages of academic staff at Undip range from 10 million IDR to 15 million IDR per month. Or equal to 4.3 dollars to $ 6.3 dollars per hour. Meanwhile, the lowest wages for non-academic staff are around 3 million IDR or the same as 1.25 dollars per hour. This exceeds the regional minimum wage requirement of 1.9 million IDR per month or 0.8 dollars per hour. And above the regional poverty line of 0.2 dollars per hour. The wage component consists of basic salary, work incentives, and bonuses. The wage provisions are regulated in Government Regulation No. 17\/2020, Rector's Regulation No. 4\/2017, Rector's Regulation No. 7\/2015 and Rector's Regulation No. 6\/2018. This wage level guarantees the welfare level of all Undip staff.\",\"evidence\":[\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-undip-no-4-tahun-2017\/?wpdmdl=298&refresh=6545c27a1646f1699070586\",\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-undip-no-7-tahun-2015\/?wpdmdl=275&refresh=654635a781c1f169910071\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip pays all its employees, which consists of civil servants, non-civil servants, and contract employees above the provincial minimum wage standard. The salaries of the lowest class employees, ranging from Rp. 2.4 million, above the provincial minimum wage of Rp. 1.79 million and a poverty line of Rp. 1.78 million in 2021. Meanwhile, lecturers\u2019 income ranges from 10 to 15 million per month. Payment of civil servants is regulated by Government Regulation No. 17\/2020, which is a nationally applicable regulation. Payment for non-civil servants and contract employees is based on Rector Regulation No. 4\/2017 and No. 6\/2018. At the same time, the basic salary rate is regulated in Rector Regulation No. 7\/2015. The wage component consists of a basic salary, performance incentives, bonuses, etc.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepagawai-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip workforce consists of three categories: civil servants, non-civil servants, and outsourcing workers. The provisions of civil servant workers are regulated by Government Regulation No. 11\/2017 (amended by No. 17\/2020). In addition, the general provisions of non-civil servants and outsourcing workers are regulated by Rector Regulation No. 4\/2017 (amended by No. 6\/2018), while the basic salary rate is regulated in Rector Regulation No. 7 of 2015. Undip has implemented a wage policy that meets the minimum standard of living. The wage for non-civil servants and outsourcing workers are determined based on the regional minimum wages provision. The lowest basic salary received by non-civil servant workers is 2.02 million IDR; above the minimum regional wage standard of 1.74 million IDR. It is also above the poverty line at 1.69 million IDR. On top of basic salary, workers also receive performance incentives, bonuses, etc. For junior lecturers, the monthly income reaches 10 million IDR.\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/134462\/pp-no-17-tahun-2020\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"https:\/\/sustainability.undip.ac.id\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The employment at UNDIP consists of three categories, which are civil servants, non-civil servants and outsourcers. UNDIP has implemented a wage policy that meets minimum living standards. The provisions for civil servants automatically follow the central government rule based on The Government Regulation No. 11\/2017 which has been amended with the Government Regulation No. 17\/2020. For non-civil servants and outsourcing workers are regulated by Rector Regulation No. 4\/2017 which has been amended by Rector Regulation No. 6\/2018. These regulations follow the national employment regulation such as Law No. 13\/2003 on Employment and the Government Regulation No. 78\/2015. An example of wage standard that adopted by the rector regulation is the regional minimum wage provisions. Detail salary provisions are governed in the Article 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/134462\/pp-no-17-tahun-2020\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/5656\/pp-no-78-tahun-2015\"],\"image_url\":\"\"}]},\"ind-147\":{\"title\":\"8.2.2 Employment Practice Unions\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip recognises the existence of a group of workers to protect the interests of Undip staff, including women and international staff, through the existence of the Undip Employee Corps (called KORPRI Undip), and to focus on the welfare of members. This organization is developed democratically, freely, actively, professionally, neutrally, productively and accountably by prioritizing the protection and welfare of members and their families and can represent members in national and international forums. A number of activities are carried out by KOPRI Undip, e.g. solidarity assistance to members who experience disasters, blood donation, reforestation and culinary fairs. KOPRI Undip even provides basic food packages for students. Members are entitled to protection and defense against unfair treatment by workers, legal aid and assistance, and welfare benefits from employers.\",\"evidence\":[\"https:\/\/kepegawaan.undip.ac.id\/download-corner\/files\/Ujian%20Dinas\/UD%20Tahun%202020\/Bahan-Bacaan-KORPRI_2019.pdf\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip recognizes all workers' unions formed by Undip employees, whether they are civil servants, non-civil servants, or international workers. This includes the labor right to join inter-university lecturer organizations. The rights of Undip staff are regulated in Rector's Regulation No. 13\/2021 and Rector's Regulation No. 4\/2017, articles 6 and 7, especially for academic freedom, academic platforms, and scientific autonomy. The current internal labor union at Undip is KORPRI (Corps Employees of the Republic of Indonesia). This organization accommodates ideas and thoughts from members for organizational development.\",\"evidence\":[\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-undip-no-4-tahun-2017\/?wpdmdl=298&refresh=6545c27a1646f1699070586\",\"https:\/\/www.kompas.com\/edu\/read\/2022\/09\/15\/174829471\/hut-ke-24-asosiasi-dosen-indonesia-berkomitmen-jadi-penggerak-pemajuan?page=all\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip recognizes all existing worker unions, including women workers and international workers. So far, the official workers union is KORPRI (Corps Employees of the Republic of Indonesia), which is the general organization for all civil servants in Indonesia. There are no worker unions in Undip. The provisions regarding the practice of worker unions at Undip are regulated in the Rector\u2019s Regulation No. 4\/2017. Basically, the rights of workers, including international and women workers, have been accommodated in this rector\u2019s regulations following the standards.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/11\/Peraturan-Rektor-No.-4-Tahun-2017-SISTEM-KEPEGAWAIAN-TETAP-NON-PNS.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The practice of employment union in Undip is accommodated by the regulation (Rector Regulation No. 4\/2017. Civil servants workers have automatically become members of KORPRI (Corps Employees of the Republic of Indonesia. KORPRI is a general organization of civil servants that applies throughout Indonesia. So far, the Undip workers' union has been more functional for supporting economic activities, for example by establishing a business unit such as Undip Employee Cooperative (Link 1). For non-civil servants workers, Undip provides freedom and does not prohibit its employees to establish unions if necessary. The rights of workers, including international and women workers, have been accommodated in the rector's regulations following the standards.\",\"evidence\":[\"https:\/\/kprindip.com\/wp-content\/uploads\/2021\/09\/tahapan-PENDAFTARAN-ANGGOTA-KOPERASI-PEGAWAI-UNDIP.docx.pdf\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"There is no special labor union for workers at UNDIP. Workers with civil servant status are automatically become the members of KORPRI (Corps of Employees of the Republic of Indonesia). UNDIP labor unions are more functioning for economic activities, for example, by establishing UNDIP Employee Cooperative, serving for trade and save-loan facility. Nevertheless, UNDIP employment regulation i.e. Rector Regulation No. 4\/2017 accommodates the possibility for the formation of internal UNDIP workers union.\",\"evidence\":[\"https:\/\/kpriundip.com\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-148\":{\"title\":\"8.2.3 Employment Policy on Discrimination\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip has an anti-discrimination commitment and policy in accordance with the Rector's Circular Letter 35\/UN7 PSE\/2018 on anti-discrimination and anti-sexual harassment policies specifically for vulnerable groups. The policy is implemented in all educational service operations, from the admission of new students and employees, to the educational and non-academic services for students, to the promotion and functioning of staff, to the protection of students and staff. Specifically, Undip has Rector's Regulation 13\/2022 on Guidelines for the Prevention and Management of Sexual Violence. Equality or anti-discrimination policies always appear in policies with the keyword \\\"equal\\\", e.g. in the 2015 Undip Statutes and the 2021 Undip Personnel System for the rights and obligations of civil servants and non-civil servants. || Policy created: 2018 || UNDIP has an anti-discrimination and anti-harassment policy against marginalized groups in accordance with Circular Letter 35\/2018, which requires all academic community activities to be carried out by avoiding discriminatory and harassing behavior, providing sanctions, ensuring protection for reporting witnesses, and conducting training and socialization on anti-discrimination policies. || Policy reviewed: 2022 || Undip revised the anti-discrimination policy by supplementing it with guidelines on the prevention and handling of sexual violence, which more specifically regulate e.g. the scope of sexual violence, prevention through strengthening governance, support and protection of victims, sanctions, handling mechanisms, monitoring and evaluation.\",\"evidence\":[\"https:\/\/bak.undip.ac.id\/download\/peraturan-rektor-nomor-13-tahun-2022-tentang-pedoman-pencegahan-dan-penganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"The no discrimination policy for Undip workers is regulated and guaranteed in the Undip Rector's Regulation No. 13\/2021 concerning the Undip Employment System, especially Article 7, which states that employee procurement does not differentiate between ethnicity, race, religion, belief, and social class. Regarding sexual violence, it is regulated in Rector's Regulation No. 13\/2022 concerning preventing and handling sexual violence at Undip. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2022\",\"evidence\":[\"https:\/\/htl.undip.ac.id\/v1\/download\/peraturan-rektor-nomor-13-tahun-2022\/?wpdmdl=918&refresh=65463dd1986ba1699102161\",\"https:\/\/fkm.undip.ac.id\/disosialisasi-peraturan-rektor-universitas-diponegoro-nomor-13-tahun-2022-tentang-pedoman-pencagahan-dan-penanganan-kekerasan-seksual-di-lingkungan-universitas-diponegoro\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip has a policy that guarantees equality and there is no discrimination against workers in terms of religion, sexuality, gender, and age. Civil servants, it is regulated in Government Regulation no. 11\/2017 (amended by No 17\/2020). While non-civil servants, it is regulated in Rector Regulation No. 4\/2017 (amended by No. 6\/2018). Regarding the prevention of sexual violence, Undip issued Circular Letter No. 35\/2018, which is the rule intended to guarantee no discrimination and anti harassment\",\"evidence\":[\"https:\/\/sustainability.undp.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip guarantees the equality or no-discrimination policy for employees on religion, sexuality, gender, and age. Undip provides equal opportunities to anyone to become an employee by the regulations. For civil servants workers, no discriminations policy is regulated by Government Regulation No. 11\/2017 (amended by No. 17\/2020), while for non-civil servants workers is regulated by Rector Regulation No. 4\/2017 (amended by No. 6\/2018). The rights and obligations, as well as the employment position, are governed in Chapter IV of the Rector Regulation No. 4\/2017. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2019\/12\/28\/kebijakan-universitas-diponegoro-dalam-memberi-kesempatan-bekerja-dan-berpartisipasi-di-lingkungan-kampus\/\",\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/134462\/pp-no-17-tahun-2020\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Employment regulation either from the central government or UNDIP guarantee wage-equality policy or no discrimination policy. For civil servants is regulated in the Government Regulation No. 11\/2017 which has been amended with the Government Regulation No. 17\/2020. For non-civil servants is governed by Rector Regulation No. 4\/2017 which has been amended by Rector Regulation No. 6\/2018. The rights and obligations as well as the employment position are specifically governed in Chapter IV of the Rector Regulation No. 4\/2017. || Policy created (yyyy): 2017 || Policy reviewed (yyyy): 2018\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Home\/Details\/5656\/pp-no-78-tahun-2015\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/PP-Nomor-78%20Tahun-2015.png\"}]},\"ind-149\":{\"title\":\"8.2.4 Employment Policy Modern Slavery\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip, as a recognized government body, complies with the provisions of the Government against forced labor, modern slavery, human trafficking and child labor. Undip even collaborates with the International Labour Organisation to conduct a campaign against forced labour and child labour in the fishing sector. Undip's commitment to anti-forced labour, anti-slavery and anti-human trafficking is reflected in the employment contract for each staff member recruited for all employment statuses and work and pay standards that follow the provisions of the law. The commitment against child labour is shown in the age standards for staff accepted during registration, namely Recetorial Regulation 1\/2013 for the age limit for non-PNS applicants and Government Regulation 11\/2017 for the age limit for PNS applicants, both of which require a minimum age of 18 years. || Policy created: 2017 || Rectorial Regulation 1\/2013 and Government Regulation 11\/2017 regulate the age limit for job applicants at Undip, both by government employees and permanent Undip employees, which is 18 years old, to ensure that staff are of sufficient age to work. Provisions against forced labour, slavery and human trafficking are implicitly included in the employment contract between employees and employers. || Policy reviewed: 2021 || The policy against forced labour, slavery and human trafficking and against child labour is outlined in the Chancellor's Regulation 13\/2021 on the Human Resources System, which regulates, among other things, employee status, employee rights (salary, incentives, honoraria, meal allowances, leave, protection, pension and death benefits), employee recruitment and selection, employee development and retirement, ensuring compliance with national and international standards.\",\"evidence\":[\"https:\/\/www.undip.ac.id\/post\/28748\/badan-pbb-gandong-feb-undip-kampanye-anti-kerjapaksa-dan-pekerja-anak-di-sektor-perikanan.html\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip's commitment to fighting forced labor, modern slavery, human trafficking, and child labor is regulated in Rector's Regulation No. 13\/2021 concerning the Undip Employment System, especially Article 10. Undip set both administrative and academic requirements for selecting employees selectively, by following the provisions of Law No. 13\/2003 concerning Manpower. Undip also guarantees workers' rights and protection as regulated in Articles 3 and 30 of Rector's Regulation No. 13\/2021. Undip also collaborates with the ILO for student education on awareness of forced labor in the fishing sector. Policy created: 2017 || Rector's Regulation of Diponegoro University Number 6 of 2018 concerning Amendments to Rector's Regulation Number 4 of 2017 concerning the Employment System for non-civil servants's Diponegoro University Employees. Policy reviewed: 2021 || The Rector's Circular Letter Number 35 of 2018 is Diponegoro University's commitment to upholding the principles of egalitarianism and humanism in all learning processes and non-academic activities with an emphasis on Anti-Discrimination and Anti-Harassment Policies against Marginal Groups.\",\"evidence\":[\"https:\/\/www.ilo.org\/jakarta\/info\/public\/pr\/WCMS_878651\/lang=en\/index.htm\",\"https:\/\/peraturan.bpk.go.id\/Details\/43013\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip\u2019s commitment to fighting forced labor, modern slavery, human trafficking, and child labor is regulated in the Rector\u2019s Regulation no. 4\/2017 (amended by No. 6\/2018). This regulation refers to the provisions of Law No. 13\/2003 on Manpower. The rector\u2019s regulation guarantees the principle of equality.\",\"evidence\":[\"https:\/\/kemenperin.go.id\/kompetensi\/UU_13_2003.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip's commitment against modern slavery issues is explained in the Rector Regulation No. 4\/2017 (amended by No. 6\/2018). These regulations guarantee the equality principles as stated in Law No 13\/2003 on Manpower. In more detail, the rights and obligations of workers are governed in Chapter IV of Rector Regulation No. 4\/2017 and the worker recruitment procedures are governed in Chapter V. Recruitment requirements consider the issues of modern slavery. To realize the commitment, Undip cooperates with the Ministry of Manpower in empowering former Indonesian migrant workers, specifically for those who come from the Central Java Province. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\",\"https:\/\/www.radarbangsa.com\/ekobis\/12607\/kemnaker-ri-teken-kerja-sama-dengan-universitas-diponegoro-terkait-desa-migran-produktif\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"UNDIP commitment to modern slavery issue is clearly explained in the Rector Regulation No. 4\/2017 which has been amended with the Rector Regulation No. 6\/2018. These regulations guarantee the equality principles in reference to the Law No. 13\/2003 on Employment. In more detail, the rights and obligations of workers are governed in Chapter IV of Rector Regulation No. 4\/2017 and the worker recruitment process is governed in Chapter V. To realize the commitment, UNDIP cooperates with the Ministry of Manpower in empowering former Indonesian migrant workers, specifically for those who come from the Central Java Province.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/Peraturan-Rektor-Nomor-6-Tahun-2018.png\"}]},\"ind-150\":{\"title\":\"8.2.5 Employment Practice Equivalent Rights Outsourcing\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip has outsourced employees in accordance with the Chancellor's Decree 13\/2021 on the Personnel System, known as Partner Employees. Partner employees have rights, obligations, protection, sanctions and dismissal according to the Chancellor's Regulation. Undip partner employees work in a field that does not require special skills, especially in relation to education, such as cleaning services, security guards and other technical implementation personnel. Partner employees receive a minimum wage in accordance with the regional minimum wage, a daily food allowance and health insurance for use of National Health Service facilities such as hospitals and health centres. || Policy created: 2017 || The Rector's Regulation 4\/2017 on the Undip Non-PNS Personnel System does not include outsourced employees, as at that time Undip still had the status of a public service agency, so it was not allowed to have partner employees. || Policy reviewed: 2021 || Since changing its institutional status to a state university with legal personality, Undip has had more freedom to manage its workforce by being given the right to manage outsourcing. These outsourced employees are called Partner Employees and are focused on technical work. There are rights and obligations of partner employees, which are regulated in the Chancellor's Decree and the Work Order as an agreement between Undip and the partners.\",\"evidence\":[\"https:\/\/kepegawaiian.undip.ac.id\/wp-content\/uploads\/2024\/10\/Peraturan-Rektor-Nomor-13-Tahun-2021-tentang-SISTEM-KEPEGAWAIAN-1.pdf\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip is committed to treating permanent and contract workers with the same rights and obligations. These provisions are regulated in Articles 3 and 4 of Rector's Regulation No. 13\/2021 concerning the Undip Employment System. Detailed provisions are further regulated in the employment contract agreement between Undip and the worker. This treatment is a worker's right and obligation, including legal protection. Policy created: 2017 || Rector's Regulation of Diponegoro University Number 6 of 2018 concerning Amendments to Rector's Regulation Number 4 of 2017 concerning the Employment System for non-civil servants's Diponegoro University Employees. Policy reviewed: 2021\",\"evidence\":[\"https:\/\/kepegawaan.undip.ac.id\/seleksi-terbuka-penerimaan-tenaga-kependidikan-kontrak-tkk-universitas-diponegoro-tahun-2022\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip guarantees equal rights for outsourced workers. Contract workers are regulated in a special work agreement with reference to Undip\u2019s employment rules. Rector\u2019s Regulation no. 4\/2017. This rector regulation refers to Government Regulation no. 78\/2015. The outsourced labor rights and obligations, then automatically, are adjusted to the type of work being agreed upon. As consequence, the worker rights and obligations for each type of contracted work differ. However, outsourced employees are guaranteed to have the same rights as Undip employees in accordance with the rector\u2019s regulations.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2017\/02\/02\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepagawaan-pagawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Outsourced labor is governed by special contractual agreements with labor service providers. The contract agreement refers to the UNDIP internal regulation i.e. Rector Regulation No. 4\/2017, in which this regulation refers to national employment regulation i.e. Government Regulation No. 78\/2015. The outsourced labor rights and obligations, then automatically, are adjusted to the type of work being agreed upon. As consequence, the worker rights and obligations for each type of contracted work differ. However, outsourced employees are guaranteed to have the same rights as Undip employees following the rector's regulations. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates the Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Outsourced labor is governed by special contractual agreements with labor service providers. The contract agreement refers to the UNDIP internal regulation i.e. Rector Regulation No. 4\/2017, in which this regulation refers to national employment regulation i.e. Government Regulation No. 78\/2015. The outsourced labor rights and obligations, then automatically, are adjusted to the type of work being agreed. As consequence, the worker rights and obligations for each type of the contracted work differs.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-151\":{\"title\":\"8.2.6 Employment Policy Pay Scale Equity\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip, as an institution under the Ministry, is bound by the provisions of the Standard Salary Scale for Employees with State Employee Status. There is a standard salary scale regulated by Law No. 5 of 2014 on the State Civil Apparatus, which regulates e.g. procurement, rank and position, career development, performance evaluation, salary and allowances, to the protection of civil servants. Thus, there is a standard salary according to rank and class. Undip as an institution has permanent non-state employees whose rights and obligations up to salary and protection are regulated by Rectorial Regulation 13\/2021 on the Undip Personnel System. These non-state employees are made up of full-time and part-time employees. This means that employees in the same rank and class scale receive equivalent salaries. || Policy created: 2017 || Policy reviewed: 2021\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2021\/11\/PEREK-N0-7-TAHUN-2015-tg-PENYESUAIAI-GAJI-POKOK-TKT-Non-PNS.pdf\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip's policy is non-discrimination, so there is no difference in wages between women and men. Wages are determined based on class, working experience, and performance. There are four different classes of wages, and the worker's performance is measured by employee performance targets. Regulated in Rector's Regulation No. 13\/2021 concerning the Undip Employment System, especially Article 29 covers the worker's welfare and financial rights. For Undip's workers with civil servant status, some provisions are regulated in Government Regulation No. 17\/2020. Policy created: 2017 || Rector's Regulation of Diponegoro University Number 6 of 2018 concerning Amendments to Rector's Regulation Number 4 of 2017 concerning the Employment System for non-civil servants's Diponegoro University Employees. Policy reviewed: 2021\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip guarantees that there is no discrimination of pay scale based on gender. For civil servants, wages are regulated in Government Regulation No. 17\/2020 which applies nationally. For non-PNS employees, it is regulated in the Rector\u2019s Regulation No. 4\/2017 (amended by Rector regulation No. 6\/2018). Meanwhile, the level of wages is regulated in the Rector\u2019s Regulation no. 7\/2015. Both rector regulations accommodate the pay scale equity clauses.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/wp-content\/uploads\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The pay scale equity regulations for civil servant workers are regulated by Government Regulation No. 17\/2020. This regulation is applied nationally to all civil servants workers under the Ministry of Education and Culture. The policy pay scale equity of civil servants workers does not differentiate between males and females. While, for non-civil servant workers, it is regulated in the Rector Regulation No. 4\/2017, (amended by Rector Regulation No. 6\/2018). The provision of wages level is regulated by Rector Regulation No. 7\/2015. Both rector regulations accommodate the pay scale equity clauses. The rights and obligations of workers are governed in Chapter IV of the Rector Regulation No. 4\/2017, while the detailed salary provisions are set out in Articles 28 and 29 of Rector Regulation No. 4\/2017. Policy created: 2017 || Rector Regulation No. 4\/2017 that regulates The Employee Staffing System of Undip Non-Civil Servants workers is a follow-up to the Government Regulation No. 52\/2015 on the Statute of Undip. The purpose of the rector regulation is to build and develop a system of staffing of non-civil servants of Undip covering management and institutional staffing. There are 42 Articles in this rector's regulation. Policy reviewed: 2018 || Rector Regulation No. 4\/2017 has been reviewed and amended in 2018, especially regarding the provisions on the application registration (Article 17). The amendment version is the Rector Regulation No. 6\/2018.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The pay scale equity regulations for employees with civil servant status follow the central government regulation. Its regulation is applied nationally to all civil servants under the Ministry of Education and Culture. For non-civil servants at UNDIP, it is regulated in the Rector Regulation No. 4\/2017 which has been amended by the Rector Regulation No. 6\/2018. Both rector regulations accommodate the pay scale equity clauses. The rights and obligations of worker are governed in Chapter IV of the Rector Regulation No. 4\/2017, while the detail salary provisions are set out in Articles 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-152\":{\"title\":\"8.2.7 Tracking Pay Scale for Gender Equity\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip uses performance measures that lead to the level of work incentives without distinguishing between men and women, but on the basis of performance, rank and position, showing different responsibilities between rank groups. Undip does not set different workloads for men and women. The minimum workload of lecturers is determined on the basis of functional positions and provisions for additional duties\/positions. Undip does not require a specific gender to fill a position. This means that there is no gender discrimination in the Undip working environment. Specifically, there is a Rector's Circular 35\/2018 that prohibits discriminatory actions, provides for anti-discrimination training and socialisation, protection of reporting witnesses and imposition of sanctions on perpetrators. Periodic salary increases for Undip staff are determined on the basis of performance, rank and group, with the support of an appropriate information system.\",\"evidence\":[\"https:\/\/sustainability.undip.ac.id\/2018\/12\/18\/se-nomor-35-tahun-2018-tentang-kebijakan-anti-diskriminasi-dan-anti-pelecehan-terhadapakelompok-marjinal\/\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Undip applies wage standards that guarantee pay scale gender equity. Wages and working incentives are determined based on four different classes (1 to IV), working experience, and employee performance. This provision applies equally to all employees, both female and male. Wages provisions are regulated in Rector's Regulation No. 7\/2015 and Rector's Regulation No. 13\/2021. For employees with civil servant status, some are regulated in Government Regulation No. 17\/2020. Undip periodically reviews these regulations for wage-level adjustments, by considering internal financial and economic conditions.\",\"evidence\":[\"https:\/\/peraturan.bpk.go.id\/Details\/134462\/pp-no-17-tahun-2020\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip does not carry out a pay track gender equity scale, because Undip does not differentiate the wage scales for males and females. The provisions are the same, regulated in the Rector\u2019s Regulation No. 4\/2017, Rector\u2019s Regulation No. 6\/2018, and Rector\u2019s Regulation No. 7\/2015. Those regulations guarantee gender-based wage equality.\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Undip employment regulations do not distinguish the wage scale between male and female workers or guarantee gender-based wage equality. Therefore, no special tracking pay scale is carried out. For non-civil servant workers, the wage provisions are regulated in the Rector Regulation No. 4\/2017 which has been amended by the Rector Regulation No. 6\/2018. In addition, it is also regulated in the Rector's Regulation No. 7\/2015 for the grade of salary. Chapter IV of rector regulation No. 4\/2017 governs the rights and obligations of workers. More specific or detailed terms will be regulated in the employment contract agreement with each labor. The employment contract agreement is governed in Chapter III. Moreover, the detailed salary provisions are governed in Articles 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\",\"https:\/\/sustainability.undip.ac.id\/2020\/01\/12\/12795-perek-no-7-tahun-2015\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The pay scale equity regulations for employees with civil servant status follow the central government regulation. Its regulation is applied nationally to all civil servants under the Ministry of Education and Culture. For non-civil servants at UNDIP, it is regulated in the Rector Regulation No. 4\/2017 which has been amended by the Rector Regulation No. 6\/2018. Both rector regulations accommodate the pay scale equity clauses. The rights and obligations of worker are governed in Chapter IV of the Rector Regulation No. 4\/2017, while the detail salary provisions are set out in Articles 28 and 29 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\",\"http:\/\/sustainability.undip.ac.id\/2020\/11\/23\/peraturan-rektor-universitas-diponegoro-no-6-tahun-2018-tentang-perubahan-atas-peraturan-rektor-no-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-undip-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-153\":{\"title\":\"8.2.8 Employment Practice Appeal Process\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip provides a mechanism for staff to appeal rights and\/or pay. The Board of Trustees (MWA), consisting of Undip elements, Regional Heads, Professors, Alumni, Community, Lecturers, Education Staff and Students, is an UNDIP body that determines, reviews the implementation of general policies and provides oversight in non-academic areas, including staff rights and welfare issues. Undip's MWA not only reviews staff welfare, but also develops cooperation for staff development, e.g. establishing diaspora cooperation. The MWA of each element actively discusses at national level to fight for e.g. higher education budget. In addition, the Employees' Corps (KORPRI), especially at the national level, is active in fighting for workers' rights and the payment of salaries for state employees at the national level.\",\"evidence\":[\"https:\/\/www.kompasiana.com\/ahmadhammamburhanudin7382\/66eb168aed641549297798d5\/forum-mwa-um-se-indonesia-gelar-munas-di-undip-kepedulian-atas-isu-pendidikan-tinggi\"],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"The employment contract agreement between Undip and employees regulates provisions regarding main duties and functions; rights and obligations; and doubt. If a dispute occurs, an appeal is carried out using an institutional mechanism. First, the worker submits it in writing to the leader. Second, the complaint is followed up institutionally. This process is facilitated by the board of workers and human resources management. Settlement through dialogue takes precedence, if an agreement cannot be reached it will be resolved through formal legal process.\",\"evidence\":[\"https:\/\/infoplus.id\/2019\/08\/21\/rektor-undip-digugat-ke-ptun-oleh-prof-suteki-diduga-bela-hti\/\"],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Undip facilitates a mechanism for employees to appeal for employee rights and\/or pay through a dialogue between two parties, namely workers and human resource management. More specifically, this issue is regulated in articles 7, 8, and 9 of the Rector\u2019s Regulation no. 4\/2017. Furthermore, the discipline of civil servants is regulated in the Regulation of the State Civil Service Agency no. 6\/2022.\",\"evidence\":[\"https:\/\/kepegawai.undip.ac.id\/download-corner\/files\/Perka%20BNK\/2022%2005%2023%20-%20-%20Perka%20BNK%20No%206%20Tahun%202022%20Tentang%20Disiplin%20PNS.pdf\"],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"The appeal procedures are regulated in Rector Regulation No. 4\/2017, especially Articles 7, 8, and 9. Those articles govern the rights of non-civil servant workers. It is clearly stated that employees have academic freedom and academic pulpit. That is, employees can convey all employment-related problems to the institution (Undip). The mechanism is through a two-party meeting between workers and the Undip human resource management department. Workers can report discrepancies in practice, both regarding rights and wages. Workers have also a right of defense in the event of a dispute, which is governed in Article 35 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"The appeal procedure is not explicitly stated, but in Rector Regulation No. 4\/2017, especially Article 7, 8 and 9, the rights of non-civil servants are regulated. It is clearly stated that employees have academic freedom and academic pulpit. That is, employees can convey all employment-related problems to the institution (UNDIP). Workers have also a right of defense in the event of a dispute, which is governed in Article 35 of Rector Regulation No. 4\/2017.\",\"evidence\":[\"http:\/\/sustainability.undip.ac.id\/2020\/11\/20\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017-tentang-sistem-kepegawaian-pegawai-universitas-diponegoro-non-pns\/\"],\"image_url\":\"https:\/\/sdgscenter.undip.ac.id\/uploads\/peraturan-rektor-universitas-diponegoro-nomor-4-tahun-2017.png\"}]},\"ind-154\":{\"title\":\"8.2.9 Employment Practice Labour Rights\",\"slides\":[{\"year\":\"2025\",\"content\":\"Undip provides freedom of association and collective bargaining for its staff, including women and international staff. All staff with government employee status become members of the Undip Employee Corps (KORPRI), an organisation that takes into account the interests of protection and welfare of members and their families in relation to official duties. Lecturers can become members of the Indonesian Lecturers Association (ADI) and can become members of the Scientific Association without any restrictions. This is regulated by Law 14\/2005 on Teachers and Lecturers that teachers and lecturers have the right to associate in professional organisations, and PP 94\/2021 on Discipline of Civil Servants that regulates provisions on expression of opinion and organisation. Specifically, the freedom of non-state employee lecturers to associate in professional organisations\/scientific professional organisations is regulated in Rectorial Regulation 4\/2017 concerning the Employee Personnel System.\",\"evidence\":[\"https:\/\/www.kompas.id\/baca\/opini\/2023\/10\/26\/pns-korpri-dan-kebebasan-berserikat\"],\"image_url\":\"\"}]},\"ind-155\":{\"title\":\"8.3.1 Expenditure Per Employee\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of employees: 4,329 || Number of academic staff: 2,177 || University expenditure: Rp35,838,620,750\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of employees: 3,819 || Number of academic staff: 1,979 || University expenditure: Rp30,242,366,960\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of employees: 3,731 || Number of academic staff: 1,988 || University expenditure: Rp3,138,313,953\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of employees: 3,709 || Number of academic staff: 2,812 || University expenditure: Rp1,001,818,524,280\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of employees: 3,699 || Number of academic staff: 2,458 || University expenditure: Rp1,085,759,062,066 || Comment: UNDIP expenditure for employees and operational costs in 2019 is about 1.09 trillion IDR (US$ 76.84 million) or 77.09 percent of the total budget. The expenditure for civil servants' salary is 280.96 Billion IDR (19.95 percent) and for Non-civil servants' salary were 52 Billion IDR (3.69 percent). Operational expenses reached 752.79 Billion IDR (53.45 percent), while expenditure per employee was 293.53 Million IDR. By category, the expenditure is mostly allocated for human resource development, research\/publication, regular operation & maintenance, and providing better public university services. Despite allocating own budget, UNDIP develops collaboration with different partners across the country through Corporate Social Responsibility (CSR) scheme to co-finance some of the activities related to arts and heritage.\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-156\":{\"title\":\"8.4.1 Proportion of Students with Work Placements\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of students: 36,538 || Number of students with work placements for more than a month: 8,422\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of students: 35,458 || Number of students with work placements for more than a month: 7,019\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of students: 35,688 || Number of students with work placements for more than a month: 7,138\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of students: 38,567 || Number of students with work placements for more than a month: 9,640\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of students: 50,605 || Number of students with work placements for more than a month: 10,636\",\"evidence\":[],\"image_url\":\"\"}]},\"ind-157\":{\"title\":\"8.5.1 Proportion of Employees on Secure Contracts\",\"slides\":[{\"year\":\"2025\",\"content\":\"Number of employees: 4,329 || Number of employees on contracts of over 24 months: 1,314\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2024\",\"content\":\"Number of employees: 3,819 || Number of employees on contracts of over 24 months: 1,095\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2023\",\"content\":\"Number of employees: 3,731 || Number of employees on contracts of over 24 months: 959\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2022\",\"content\":\"Number of employees: 3,709 || Number of employees on contracts of over 24 months: 983\",\"evidence\":[],\"image_url\":\"\"},{\"year\":\"2021\",\"content\":\"Number of employees: 3,699 || 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