Decent Work and Economic Growth

UNESA maintains a written policy against workplace discrimination

Universitas Negeri Surabaya (UNESA) maintains a written policy against workplace discrimination through Peraturan Rektor (Rector's Regulation) Number 37 of 2024 on UNESA Employees, in force since 1 January 2025, which sets non-discrimination as a guiding principle of UNESA's employee policy and defines its merit-based personnel system as one that does not differentiate on the basis of political background, race, skin colour, religion, origin, sex, marital status, age or condition (Universitas Negeri Surabaya, 2024b). The same regulation gives every Indonesian citizen an equal opportunity to apply for a UNESA post and waives the physical health requirement for applicants with disabilities, and UNESA applied it in 2025 and 2026 by planning lecturers with special needs in two faculties and appointing a blind graduate as a permanent employee (Radar Surabaya, 2025; ANTARA Jatim, 2026). UNESA extends the same protection to every person who works on campus through Peraturan Rektor Number 11 of 2024 on the Prevention and Handling of Violence, which is built on Indonesia's ratification of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) (Universitas Negeri Surabaya, 2024a).

Policy basis

Pasal 2

Pasal 1 angka 15

Pasal 27

Pasal 28 ayat (2)

Prohibits workplace discrimination on grounds including religion, race, sex and age

Universitas Negeri Surabaya (UNESA) prohibits discrimination in the management of its employees through Peraturan Rektor Number 37 of 2024 on UNESA Employees, which the Rector set on 1 November 2024 and which took effect on 1 January 2025 (Article 77). Article 2 states that UNESA's employee policy is carried out on the principles of "kepastian hukum; profesionalitas; proporsionalitas; non diskriminasi; keadilan; dan kesetaraan" (legal certainty, professionalism, proportionality, non-discrimination, justice, and equality) (Article 2) (Universitas Negeri Surabaya, 2024b).

Article 1(15) defines UNESA's merit-based personnel system, the Sistem Merit, as management of UNESA employees based on qualifications, competence and performance, "secara adil dan wajar dengan tanpa membedakan latar belakang politik, ras, warna kulit, agama, asal usul, jenis kelamin, status pernikahan, umur, atau kondisi" (fairly and reasonably, without differentiating on the basis of political background, race, skin colour, religion, origin, sex, marital status, age, or condition) (Article 1(15)) (Universitas Negeri Surabaya, 2024b). UNESA names religion, race, sex and age among the grounds THE's guidance asks about, together with political background, skin colour, origin, marital status and condition, in this same regulation, and Article 28(2) adds disability by exempting applicants with disabilities from the physical health requirement for UNESA posts.

Universitas Negeri Surabaya (UNESA) demonstrates its commitment to preventing and addressing sexual violence through its institutional prevention initiatives coordinated by the Task Force for the Prevention and Handling of Violence in Higher Education (Satgas PPKPT). The initiative is supported by Minister of Education, Culture, Research, and Technology Regulation No. 55 of 2024 concerning the Prevention and Handling of Violence in Higher Education. Evidence of implementation is provided by UNESA’s official report on the “SINDIKAT: Synergy in Preventing Sexual Harassment” educational outreach programme, conducted in collaboration with students from UNESA’s Teacher Professional Education (PPG) programme at SMPN 10 Surabaya. The activity raised awareness of forms of violence, the impacts of sexual violence, prevention measures, individual rights, and the importance of safe and respectful learning environments. This initiative illustrates UNESA’s efforts to extend preventive education beyond its campus through collaboration with an external educational institution. The report is publicly available on the official Satgas PPKPT UNESA website and serves as evidence of programme implementation and public engagement. The initiative focuses on preventing sexual violence and promoting the safety and dignity of individuals (Universitas Negeri Surabaya, 2025). Legal reference: Minister of Education, Culture, Research, and Technology Regulation No. 55 of 2024.

Applies to all UNESA employment activities and operations

UNESA applies its non-discrimination principle to the whole of its personnel management. Peraturan Rektor Number 37 of 2024 covers both kinds of UNESA employee, civil-service (ASN) staff and UNESA PTNBH staff (Article 4(1)), and both lecturers and education staff (Article 5). For UNESA PTNBH staff it sets out personnel management as planning, recruitment, rank and position, career development, competency development, transfer, performance appraisal, pay and allowances, awards, discipline, dismissal and protection (Article 20) (Universitas Negeri Surabaya, 2024b). UNESA's ASN staff are managed under national civil-service law (Article 4(2)), which runs ASN management on a non-discrimination principle (Article 2(j)) defined as not differentiating on the basis of ethnicity, race, skin colour, religion, origin, sex, marital status, age or special needs (Elucidation of Article 2(j)) (Republik Indonesia, 2023).

UNESA opens recruitment to every applicant on equal terms. Article 27 gives every Indonesian citizen the same opportunity to apply for a UNESA PTNBH post, and Article 28(2) exempts applicants with disabilities from the physical health requirement (Universitas Negeri Surabaya, 2024b). In May 2025 UNESA's Vice Rector for Education, Student Affairs and Alumni announced that UNESA would have lecturers with special needs in the Faculty of Economics and the Faculty of Sport Science that year (Radar Surabaya, 2025). On 29 April 2026, at UNESA's graduation ceremony, the Rector appointed a blind graduate of the Special Education programme, who had finished his degree in seven semesters, as a permanent UNESA employee, with free master's and doctoral study open to him as to every UNESA employee (ANTARA Jatim, 2026).

UNESA extends the same protection to everyone who works on campus through Peraturan Rektor Number 11 of 2024 on the Prevention and Handling of Violence, which the Rector set on 3 May 2024 and which defines "Warga UNESA" (members of the UNESA community) as "sivitas akademika, tenaga kependidikan, dan setiap orang yang bekerja di kampus" (the academic community, education staff, and every person who works on campus) (Article 1(9)), so the regulation's prohibition on discriminatory violence covers the workplace and not only the student body (Universitas Negeri Surabaya, 2024a). UNESA bases this regulation on Indonesia's ratification, by Law Number 7 of 1984, of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), and names justice and gender equality as one of its guiding principles (Article 3(c)) (Universitas Negeri Surabaya, 2024a).