The Universitas Indonesia (UI) actively implements a non-discrimination policy against women, ensuring that every individual—regardless of gender—is treated equally in all academic and professional aspects within the university environment. This policy plays a crucial role in fostering an inclusive educational atmosphere, where women are provided with equal opportunities to grow, develop, and succeed without facing discriminatory barriers.

As part of this commitment, UI offers various support schemes such as scholarships, mentoring programs, and counseling services to assist female students in navigating academic and professional challenges. Through these initiatives, UI reinforces its dedication to promoting gender equality, both within the university and in the broader community.

This policy is governed by Chancellor’s Regulation Number 33 of 2018 on Human Resources Management at Universitas Indonesia, particularly Articles 73, 74, and 76. The regulation grants up to three months of maternity leave, during which employees receive full salary, though meal and transportation allowances are excluded. In addition, leave for essential personal matters is granted for a maximum of one month. These provisions reflect UI’s strong commitment to gender equity and the well-being of its female employees.

As an integral part of Universitas Indonesia, the Faculty of Administrative Sciences (FIA UI) fully adheres to and implements these non-discrimination policies and support mechanisms in its academic and professional practices.

Policy

FIA UI fully adheres to the regulations set by Universitas Indonesia (UI), including policies that support gender equality and women’s participation in the workplace. One such policy is UI’s maternity policy, as stipulated in Chancellor’s Regulation Number 33 of 2018 concerning Human Resources Management. This policy provides support to female employees who are mothers by granting up to three months of maternity leave. Through this policy, UI aims to create a family-friendly work environment and promote work-life balance for female staff. It not only safeguards maternity rights but also ensures that women can continue to contribute professionally after their leave.

Furthermore, UI’s commitment is reinforced by Chancellor’s Regulation Number 19 of 2021 concerning the Attendance System for Educational Personnel. This regulation directly supports the maternity policy by governing working hours, leave, and incentives for education staff, including special provisions for maternity leave. Provisions related to attendance, as outlined in this regulation, offer additional flexibility and support for educational staff on leave or in other special circumstances.

Policy

Universitas Indonesia (UI) has established a policy concerning the Alleged Violation Reporting System, formalized through Rector’s Decree No. 36 of 2022. This decree outlines the principles and objectives of the policy, specifies the types of reportable violations, and defines the procedures for handling such reports.

Importantly, the regulation also emphasizes protection and incentives for whistleblowers, particularly those reporting violations—including acts of discrimination—that may result in the loss of educational or employment rights. Alleged violations can be submitted through the university’s Alleged Violation Reporting System (Sistem Pelaporan Dugaan Pelanggaran Universitas Indonesia / Sipduga UI) or via the Whistleblowing System (WBS UI), accessible at https://ppid.ui.ac.id/sipduga-ui/
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In alignment with this university-wide policy, the Faculty of Administrative Sciences (FIA UI) has enacted its own Gratification Control and Reporting Policy related to whistleblowing, as stipulated in the Dean’s Decree published on the faculty’s official website. FIA UI also operates an electronic-based complaint reporting platform, accessible through the Layanan FIA UI. This platform is supported by a Standard Operating Procedure (SOP) for complaint handling, and ensures the confidentiality and protection of the reporter’s identity.

Policy

FIA UI fully adheres to Universitas Indonesia (UI) policies that promote gender equality and shared family responsibilities. One such policy is the paternity leave policy, as regulated in Chancellor’s Regulation Number 33 of 2018 concerning Human Resources Management. This regulation grants paternity leave to male employees whose spouses give birth or undergo a caesarean section.

The policy aims to enable fathers to take an active role in early childcare and provide support to their spouses during the postnatal recovery period. By doing so, it promotes a more balanced distribution of caregiving responsibilities between men and women, reinforcing UI’s commitment to fostering gender equity both at home and within the academic environment.

Policy