{"id":9339,"date":"2025-11-01T04:53:00","date_gmt":"2025-10-31T21:53:00","guid":{"rendered":"https:\/\/unnes.ac.id\/sdgs\/?p=9339"},"modified":"2026-11-09T04:59:02","modified_gmt":"2026-11-08T21:59:02","slug":"realizing-fairness-in-incentives-unnes-enforces-pay-scale-equity-policy-and-commits-to-measuring-and-eliminating-gender-pay-gaps","status":"publish","type":"post","link":"https:\/\/unnes.ac.id\/sdgs\/realizing-fairness-in-incentives-unnes-enforces-pay-scale-equity-policy-and-commits-to-measuring-and-eliminating-gender-pay-gaps\/","title":{"rendered":"Realizing Fairness in Incentives: UNNES Enforces Pay Scale Equity Policy and Commits to Measuring and Eliminating Gender Pay Gaps"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Universitas Negeri Semarang (UNNES) ensures that there is no differential or discriminatory treatment in the provision of salaries, remuneration, and incentives for all academic and non-academic employees working at the university. Supporting Sustainable Development Goal 8 (Decent Work and Economic Growth), UNNES upholds a comprehensive institutional policy on pay scale equity coupled with an active commitment to systematically measuring and eliminating any gender pay gaps.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Regulatory Framework: Rector\u2019s Regulation No. 37 of 2023 and No. 121 of 2024<\/strong><\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"514\" height=\"741\" src=\"http:\/\/unnes.ac.id\/sdgs\/wp-content\/uploads\/sites\/34\/2026\/11\/image-164.png\" alt=\"\" class=\"wp-image-9341\" srcset=\"https:\/\/unnes.ac.id\/sdgs\/wp-content\/uploads\/sites\/34\/2026\/11\/image-164.png 514w, https:\/\/unnes.ac.id\/sdgs\/wp-content\/uploads\/sites\/34\/2026\/11\/image-164-208x300.png 208w\" sizes=\"auto, (max-width: 514px) 100vw, 514px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"469\" height=\"651\" src=\"http:\/\/unnes.ac.id\/sdgs\/wp-content\/uploads\/sites\/34\/2026\/11\/image-165.png\" alt=\"\" class=\"wp-image-9342\" srcset=\"https:\/\/unnes.ac.id\/sdgs\/wp-content\/uploads\/sites\/34\/2026\/11\/image-165.png 469w, https:\/\/unnes.ac.id\/sdgs\/wp-content\/uploads\/sites\/34\/2026\/11\/image-165-216x300.png 216w\" sizes=\"auto, (max-width: 469px) 100vw, 469px\" \/><\/figure>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">This institutional policy is formally anchored in <strong>Rector\u2019s Regulation of UNNES Number 37 of 2023 on the Remuneration System of Universitas Negeri Semarang<\/strong>. Under the core principles of the regulation (<strong>Articles 2 and 3 on Fairness, Proportionality, Transparency, and Accountability<\/strong>), UNNES establishes a standardized, gender-neutral grading structure (<em>Kelas Jabatan<\/em>) where variations in remuneration and incentive payments are determined solely by an employee\u2019s position grade, workload, and verified <strong>Key Performance Indicators (KPIs)<\/strong>\u2014never by gender or other non-performance-related factors.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In addition, <strong>Rector\u2019s Regulation Number 121 of 2024 on the Provision of Rewards for Employees<\/strong> reinforces the application of strict merit-based principles. Under this regulation, institutional rewards and career incentives are granted exclusively on the basis of verified professional performance and achievements, preventing gender bias in employee recognition and career advancement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Institutional Commitment to Measuring and Eliminating Gender Pay Gaps<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Beyond establishing gender-neutral pay scales, UNNES\u2019s remuneration governance mandates ongoing monitoring and evaluation to ensure that policy implementation remains free from structural disparities:<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>Commitment to Regular Measurement via SIKEU (Linked to Indicator 8.2.7):<\/strong> UNNES operationalizes its commitment to measuring pay equity through the integrated <strong>Financial Information System (SIKEU)<\/strong> and Remuneration System (<strong>SIREMUN<\/strong>). Managed by the Directorate of General Affairs, Human Resources, and Finance, SIKEU tracks and disaggregates all salary, allowance, and incentive distributions by gender, faculty, and job category in real time.<\/li>\n\n\n\n<li><strong>Commitment to Eliminating Identified Pay Gaps:<\/strong> Whenever annual remuneration evaluations detect potential income disparities between male and female employees across job tiers, UNNES enforces corrective interventions. These include recalibrating workload allocation formulas, auditing KPI assessment fairness during maternity or protected leave periods, and expanding equal access for female staff to functional rank promotions and structural leadership roles so that any positional gender pay gap is systematically eliminated.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Through the synergy of <strong>Rector\u2019s Regulation No. 37 of 2023<\/strong>, <strong>Rector\u2019s Regulation No. 121 of 2024<\/strong>, and continuous digital tracking via <strong>SIKEU<\/strong>, UNNES demonstrates an accountable, data-driven commitment to equal pay for work of equal value.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Universitas Negeri Semarang (UNNES) ensures that there is no differential or discriminatory treatment in the provision of salaries, remuneration, and incentives for all academic and non-academic employees working at the university. Supporting Sustainable Development Goal 8 (Decent Work and Economic Growth), UNNES upholds a comprehensive institutional policy on pay scale equity coupled with an active [&hellip;]<\/p>\n","protected":false},"author":46,"featured_media":9343,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[153,248,76,60],"tags":[],"class_list":["post-9339","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","category-news-news","category-decent-work-and-economic-growth","category-sdgs-goals"],"_links":{"self":[{"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/posts\/9339","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/users\/46"}],"replies":[{"embeddable":true,"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/comments?post=9339"}],"version-history":[{"count":2,"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/posts\/9339\/revisions"}],"predecessor-version":[{"id":9345,"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/posts\/9339\/revisions\/9345"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/media\/9343"}],"wp:attachment":[{"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/media?parent=9339"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/categories?post=9339"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/unnes.ac.id\/sdgs\/wp-json\/wp\/v2\/tags?post=9339"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}