5.3.1 Tracking access measures

Systematically measure and track women’s application rate, acceptance or entry 

–

5.3.2 Policy for women applications and entry

Have a policy (e.g. an Access and Participation plan) addressing women’s applications, acceptance, entry, and participation at the university.

–

5.3.3 Women’s access schemes

Provide women’s access schemes, including mentoring, scholarships, or other provision

UI is a partner of the Jakarta International Women’s Club (WIC). The Jakarta International Women’s Club has been established since 1950. They have several programs to support access for women, one of which is a scholarship program. This program provides assistance to female students who excel but come from low-income families. In 2022, there will be 3 FTUI female students who will receive scholarships from the Jakarta International Women’s Club.

Evidence link:

Beasiswa UI

 

5.3.4 Women’s application in underrepresented subjects

Encourage applications by women in subjects where they are underrepresented. Through university outreach or through collaboration with other universities, community groups, government or NGOs in regional or national campaigns.

–

5.4.1 Proportion of senior female academics

Universitas Indonesia ensures that both female and male staff have the same opportunity in professorship, deanships and senior university leaders. This is reflected in the female senior academic staff proportion in FTUI. We have 18 female senior academic staff, out of 67 female and male senior academic staff. This shows that FTUI is promoting women appropriately and that their leadership reflects gender balance.

5.5.1 Proportion of female degrees awarded

FTUI will graduate 1,918 people in 2022. Of these graduates, the number of female graduates is 564. This indicates that there are no significant obstacles in the gender-related education process at FTUI. FTUI supports increasing women’s competence in the STEM field.

5.6.1 Policy of non-discrimination against women

Have a policy of non-discrimination against women

The Indonesian government doesn’t have specific gender requirements in the process of civil servants admission, so everyone has a chance in the selection process and to be chosen as a civil servant. Just like the Indonesian government, Universitas Indonesia, through Rector’s Regulation number 33 in 2018, doesn’t set a specific gender requirement in the selection process. With that being said, everyone has a chance to follow the selection process and be chosen as an employee after they have passed tests. 

Universitas Indonesia also has organizational values which are reflected in the law and regulated in Chancellor’s Decree number 2719 of 2019 concerning 9 University Values. Just and Fair Values are demonstrated by providing fair and non-discriminatory opportunities and treatment to everyone regardless of race, religion, ethnicity, age, marital status, age, disability, sexual orientation and gender identity.

FTUI implements the 9 University Values to non-discriminate against women, including lecturers, academic staff and students, by providing equal opportunities for them in various aspects. One example is providing equal opportunities for women to occupy strategic positions at FTUI such as Head of Department, Associate Dean, Secretary of Department and Secretary of Unit.

Evidence Link : 

1. Peraturan Rektor UI No. 33 Tahun 2018
2. PP No. 17 Tahun 2020 tentang Manajemen Pegawai Negeri Sipil
3. 9 University Values Universitas Indonesia
4. Faculty Management Team
5. Department Management Team

 

5.6.2 Non-discrimination policies for transgender

Have a policy of non-discrimination for transgender people.

Universitas Indonesia has organizational values which are reflected in the law and regulated in Chancellor’s Decree number 2719 of 2019 concerning 9 University Values. Fair and Fair Values are demonstrated by providing fair and non-discriminatory opportunities and treatment to everyone regardless of race, religion, ethnicity, age, marital status, age, disability, sexual orientation and gender identity.

In the Just and Fair Values, it is stated that providing fair and non-discriminatory opportunities and treatment to everyone, including sexual orientation and gender identity. FTUI carries out these values by providing equal opportunities for these people

Evidence Link : 

9 University Values Universitas Indonesia

 

5.6.3 Maternity and paternity policies

Have maternity and paternity policies that support women’s participation.

Universitas Indonesia has maternity and paternity policies that support women’s participation. For example, in Chancellor’s Regulation number 33 of 2018 concerning Human Resource Management at the University of Indonesia articles 73, 74 and 76 which provide maternity leave for female employees and paternity leave for male employees whose wives are giving birth as stated. Parental leave is given for a maximum of three months and employees are still given full salary. Meanwhile, emergency leave is given to male employees who have newborn babies.

FTUI has facilities for working mothers and students. Including lactation room facilities throughout the facility. The lactation room is equipped with air conditioning, sofas, sterilizers and breast milk freezers so that female employees can smoothly provide breast milk to their children. The lactation room at FTUI is located on the 1st floor of the Dean’s Building.

Evidence Link : 

1. Peraturan Rektor UI No. 33 Tahun 2018
2. FTUI Sustainability Report 2022

 

5.6.4 Childcare facilities for students

Have accessible childcare facilities for students which allow recent mothers to attend university courses.

5.6.5 Childcare facilities for staff and faculty

Have childcare facilities for staff and faculty

–

5.6.6 Women’s mentoring schemes

Have women’s mentoring schemes, in which at least 10% of female students participate.

–

5.6.7 Track women’s graduation rate

Have measurement or tracking of women’s likelihood of graduating compared to men’s, and schemes in place to close any gap.

–

5.6.8 Policies protecting those reporting discrimination

Have a policy that protects those reporting discrimination from educational or employment disadvantage

The University of Indonesia has Chancellor’s Regulation Number 28 of 2018 concerning the System for Reporting Alleged Violations which protects whistleblowers who discriminate because of principles that are detrimental to education or employment. Therefore, everyone can report these violations to a system called the University of Indonesia Whistle Blowing System (WBS UI) or the University of Indonesia’s Alleged Violation Reporting System (Sipduga UI). The University of Indonesia Whistle Blowing System (WBS UI) is a mechanism for reporting actions or actions that are suspected of violating the University of Indonesia’s Code of Ethics and Behavior and/or internal regulations and/or laws and regulations committed by residents of the University of Indonesia

FTUI has a policy to protect people who report discrimination as stated in the University of Indonesia Chancellor’s Regulation Number 14 concerning the Code of Ethics and Code of Conduct for Indonesian Higher Education Institutions.

Evidence Link :

1. SIPDUGA UI
2. Peraturan Rektor No.14 Tahun 2019