The Universitas Indonesia (UI) actively implements a non-discrimination policy to ensure that every individual, regardless of gender or other personal characteristics, is treated equally in all academic and professional aspects within the university environment. Article 55 of Chancellor’s Regulation Number 45 of 2025 on Human Resources Management at Universitas Indonesia stipulates that the promotion of permanent employees must be conducted objectively and transparently, without discrimination based on gender, ethnicity, religion, race, or social group. This provision demonstrates UI’s commitment to ensuring fairness, equal opportunities, and merit-based career advancement for all permanent employees.

Furthermore, UI’s commitment to non-discrimination is reinforced by Rector’s Regulation of Universitas Indonesia Number 4 of 2024 on the Code of Ethics and Code of Conduct of Universitas Indonesia. In implementing the fundamental value of justice, members of the UI community are prohibited from engaging in discrimination based on race, ethnicity, religion, gender, marital status, age, disability, or sexual orientation. Together, these regulations establish an institutional framework that promotes equal opportunities, fair treatment, and a working and learning environment free from discrimination.

As part of this commitment, UI also promotes gender equality through various support mechanisms, including scholarships, mentoring programs, and counseling services to help female students navigate academic and professional challenges. In addition, Articles 82–86 of Chancellor’s Regulation Number 45 of 2025 provide provisions concerning employee leave, including up to three months of maternity leave with full salary (excluding meal and transportation allowances) and leave for essential personal matters of up to one month.

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

Universitas Indonesia (UI) is committed to promoting non-discrimination and equal treatment for all members of its academic and professional community, including transgender people. This commitment is reflected in Rector’s Regulation of Universitas Indonesia Number 4 of 2024 on the Code of Ethics and Code of Conduct of Universitas Indonesia, which establishes the fundamental value of justice and prohibits members of the UI community from engaging in discrimination based on race, ethnicity, religion, gender, marital status, age, disability, or sexual orientation.

Furthermore, Article 55 of Chancellor’s Regulation Number 45 of 2025 on Human Resources Management at Universitas Indonesia stipulates that the promotion of permanent employees must be conducted objectively and transparently, without discrimination based on gender, ethnicity, religion, race, or social group. This provision supports equal employment opportunities and fair career advancement, regardless of gender.

Through these regulatory frameworks, Universitas Indonesia promotes an institutional culture based on equality, respect for human dignity, and non-discrimination. These principles are relevant to the protection and inclusion of transgender people within the university community, supporting their participation in academic and professional activities without discriminatory treatment.

Policy

Universitas Indonesia (UI) supports women’s participation in the workplace by providing maternity leave provisions under Articles 82–86 of Chancellor’s Regulation Number 45 of 2025 on Human Resources Management at Universitas Indonesia. Under these provisions, eligible employees are entitled to up to three months of maternity leave while continuing to receive their full salary, excluding meal and transportation allowances.

Furthermore, Article 11 of UI Rector’s Regulation No. 19 of 2021 on the Attendance System of Educational Personnel at Universitas Indonesia addresses maternity leave within the university’s employee attendance system. By recognizing maternity leave in its institutional regulations, UI supports women in managing their maternal and family responsibilities while maintaining their employment and professional engagement.

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/.

In alignment with this university-wide policy, 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 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 45 of 2025 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