Decent Work and Economic Growth

UNESA has a pay scale equity policy

Universitas Negeri Surabaya (UNESA) has a policy on pay scale equity in Rector's Regulation (Peraturan Rektor) Number 37 of 2024 on UNESA Staff, in force since 1 January 2025: it bases all staff policy on non-discrimination, justice and equality, manages staff, including their pay, through a merit system based on qualification, competence and performance without distinction of sex, pays salary by rank and allowances by performance and position, and requires an electronic staff information system to ensure the merit system is applied (Universitas Negeri Surabaya, 2024). UNESA sets the amounts in one pay grid by qualification, grade and years of service, the same for women and men (Universitas Negeri Surabaya, 2023b). This reads UNESA's sex-neutral pay rules as its commitment against gender pay gaps.

Policy basis

Pasal 1 angka 15

Pasal 2

Pasal 57 ayat (1) dan Pasal 58 ayat (2)

Pasal 72 ayat (1)

Commitment to eliminating gender pay gaps

Universitas Negeri Surabaya (UNESA) pays women and men on the same scale. Rector's Regulation Number 37 of 2024 on UNESA Staff, set on 1 November 2024 and in force since 1 January 2025, states that staff policy is carried out on the principles of non-discrimination, justice and equality (Article 2), and defines the merit system by which UNESA manages its staff as one based on qualification, competence and performance, fairly and reasonably, without distinguishing political background, race, colour, religion, origin, sex, marital status, age or condition (Article 1(15)) (Universitas Negeri Surabaya, 2024).

UNESA links pay only to rank, performance and position. Staff are entitled to a monthly salary according to rank (Article 57), permanent staff receive allowances paid according to performance and position (Article 58), and the amounts are set by Rector's Decree (Article 61) (Universitas Negeri Surabaya, 2024). UNESA's salary decree sets basic pay for permanent lecturers and education staff by qualification, grade and years of service, and for non-permanent education staff by grading, with no distinction by sex (Universitas Negeri Surabaya, 2023b). Lecturers with additional duties receive allowances set per post (Universitas Negeri Surabaya, 2023a), and the performance incentive for the 2025.2 period prices each activity point by job class, for example Rp 906,795 per point for a professor and Rp 510,705 for an assistant professor (Tim SAKU Unesa, 2025). For civil servants, national law sets basic pay by rank and years of service (Badan Pemeriksa Keuangan Republik Indonesia, JDIH BPK, 2024; Presiden Republik Indonesia, 2024).

UNESA reviews its pay and staff rules for fairness. On 24 July 2025 UNESA held a focus group with experts from Universitas Gadjah Mada on staff career development and on the impact of its internal staff regulation, where the Director of Law said that non-civil-servant education staff should be put on an equal footing (Universitas Negeri Surabaya, 2025). On 15 July 2026, at the briefing on the 2026 performance incentive, the Director of Human Resources committed to fair incentives for all employees and the Rector instructed that no employee should again receive a zero incentive (Universitas Negeri Surabaya, 2026).

Commitment to measuring gender pay gaps

UNESA keeps the data to check that pay follows the merit system. Rector's Regulation Number 37 of 2024 requires the Rector to run an electronic staff information system to ensure that staff policy and the merit system, which excludes distinction by sex, are carried out, and to use its data as the basis for staff policy decisions (Article 72) (Universitas Negeri Surabaya, 2024). Because pay is set only by rank, grade, years of service, performance and position, any difference between women's and men's pay at UNESA can only come from differences in those factors, which the system records.