SDG 5. Gender Equality

5. Gender Equality

5.2. Proportion of first-generation female students

5.3 Student access measures

5.3.1 Tracking access measures

Evidence: Document

5.3.2. Policy for women applications

5.3.3 Women’s access schemes

Both male and female students have received scholarships over the course of the year. In the Faculty of Computer Science, about 78% of scholarship recipients are female students, in line with the number of students which shows that the Faculty of Computer Science has more female students than male students. This illustrates how gender discrimination in scholarship access is nonexistent.

Evidence: Document

5.3.4. Women’s application in underrepresented subjects

5.4.1 Proportion of senior female academics

5.5.1 Proportion of female degrees awarded

5.6. Women’s progress measures

5.6.1. Policy of non-discrimination against women

Following Universitas Indonesia’s policy, the Faculty of Computer Science ensures that access to learning activities is accessible to all, regardless of ethnicity, religion, disability or gender. This policy is based on Universitas Indonesia’s vision and mission, according to Indonesian Government Regulation Number 68 of 2013 concerning the Statute of the Universitas Indonesia (UI) and nine UI’s nine basic values. Universitas Indonesia also implements policy of non-discrimination in employment.

Evidence: Rector’s Decree concerning UI’s Nine Basic ValuesRector’s Decree Number 033 Year 2018 concerning Human Resources Management

5.6.2. Non-discrimination policies for transgender

Following Universitas Indonesia’s policy, the Faculty of Computer Science ensures that access to learning activities is accessible to all, regardless of ethnicity, religion, disability or gender. This policy is based on Universitas Indonesia’s vision and mission, according to Indonesian Government Regulation Number 68 of 2013 concerning the Statute of the Universitas Indonesia (UI) and nine UI’s nine basic values. Universitas Indonesia also implements policy of non-discrimination in employment.

Evidence: Rector’s Decree concerning UI’s Nine Basic Values,

Rector’s Decree Number 033 Year 2018 concerning Human Resources Management

5.6.3. Maternity and paternity policies

Following Rector’s Decree Number 033 Year 2018 concerning Human Resources Management, employment practices in the Faculty of Computer Science included a livable wage for personnel, union recognition, anti-exploitation policies, an appeals process, and an outsourcing policy. Employment practices are based on the principles of professionalism, justice, and equal rights that do not differentiate people on the basis of ethnicity, religion, race, and gender and provide equal rights for persons with disabilities. In the Faculty of Computer Science, employees have the right to maternity leave which supports women’s participation.  The Faculty of Computer Science also has a Maternity Care room to facilitate female students, employees, or visitors with a baby. This room provides privacy for a nursing mother.

Evidence: Rector’s Decree Number 033 Year 2018 concerning Human Resources Management

5.6.4. Childcare facilities for students

5.6.5. Childcare facilities for staff and faculty

5.6.6. Women’s mentoring schemes

5.6.7. Track women’s graduation rate

5.6.8. Policies protecting those reporting discrimination

A Rector’s Regulations addressing the alleged violation reporting system is in place at Universitas Indonesia, protecting those who report discrimination from educational or employment disadvantage. Anyone can alert the Whistle Blowing System Universitas Indonesia (WBS UI) or Sistem Pelaporan Dugaan Pelanggaran Universitas Indonesia (SIPDUGA UI) when a violation is suspected.

Evidence: Rector’s Regulation concerning the Alleged Violation Reporting System