EXPERTS

The regulations regarding compensation are outlined in the employee guidelines, which are developed in reference to Law No. 13 of 2003 concerning Manpower (State Gazette of the Republic of Indonesia Year 2003 Number 39; Supplement to the State Gazette of the Republic of Indonesia Number 4279). These guidelines are further detailed in the Employee Handbook, particularly in Article 14 on Wage Policy, which states:
1. The institution sets the wage system according to the job value and BINUSIAN grade.
2. The amount of wage is determined based on job position, performance, skills, proficiency, and other factors, which are then reflected in the wage structure or scale, arranged according to the type of work and position.
3. Wage reviews for each employee are conducted annually, based on evaluations of work achievements, productivity, and competence, while considering the institution’s financial capacity.
4. Wage reviews can also occur due to job promotion, demotion, or other factors, which remain the prerogative right of the institution.

This is also part of BINUS’s commitment to supporting the Sustainable Development Goals (SDGs), as reflected in Rector’s Decree Number 136A, Part II (point i), which establishes that compensation is based on objective criteria such as position, contributions, performance, expertise, and competencies. This policy ensures that disparities based on gender, religion, ethnicity, age, disability status, or socioeconomic background are not tolerated.

To uphold this commitment, BINUS fosters openness in its compensation framework and encourages ongoing dialogue about pay equity. The university is proactive in identifying any potential inequities and taking corrective actions as needed.

In recognition of its continuous efforts to promote employee well-being, BINUS University has been distinguished multiple times by HR Asia as one of the Best Companies to Work for in Asia and as a recipient of the Most Caring Company Award. These accolades underscore the university’s unwavering commitment to fostering a work environment that values respect, inclusivity, and personal growth.

The repeated recognitions serve as a testament to BINUS’s sustained commitment to people-centered policies that go beyond compliance with labor regulations. Employee welfare, professional development, and institutional empathy are deeply embedded within BINUS’s organizational philosophy, shaping its approach to human capital management across all campuses.

While these awards were granted in past years, they continue to reflect BINUS University’s enduring reputation as a caring and equitable workplace, where every faculty and staff member is valued, supported, and empowered to grow. This sustained commitment not only strengthens the university’s internal community but also exemplifies its broader contribution to advancing SDG 8: Decent Work and Economic Growth—ensuring that dignity, fairness, and opportunity remain at the heart of BINUS’s people-centered development.

BINUS University is committed to ensuring pay scale equity for all employees and actively works to measure and eliminate gender pay gaps. This commitment is reflected in the Human Resource Management policy and detailed in Rector’s Decree Number 136A, Part II (point i), which establishes that compensation is based on objective criteria such as position, contributions, performance, expertise, and competencies. This policy guarantees that disparities based on gender, religion, ethnicity, age, disability status, or socioeconomic background are not tolerated.

BINUS actively engages in efforts to track compensation practices to ensure fairness across all demographics, including gender. This commitment includes regularly reviewing salary structures and compensation policies to identify any potential disparities. While specific numerical data is considered confidential and cannot be disclosed, BINUS remains dedicated to ensuring that all employees are compensated equitably for their contributions, regardless of gender.

Additionally, BINUS encourages open dialogue about compensation practices, allowing employees to voice concerns and provide feedback on pay equity. This proactive approach fosters a culture of transparency and supports the university’s goal of maintaining an inclusive and equitable workplace.

Through these initiatives, BINUS University reaffirms its dedication to ensuring that gender equity in pay scales is not just a policy but a practiced commitment.

BINUS University demonstrates a clear institutional commitment to upholding labour rights for all employees, including women and international staff. This includes recognising the principles of freedom of association and collective bargaining through internal policies, reporting mechanisms, and workplace governance structures.

1. Freedom of Association and the “Letter to Leaders” Platform

While BINUS does not operate a formal labour union, it provides structured avenues for employee voice and feedback. One key channel is the “Letter to Leaders” platform (https://bv05.typeform.com/to/JnEw7E), which allows all staff to submit complaints, suggestions, or concerns directly to university leadership.

This platform functions as an internal mechanism for collective expression, supporting transparency, accountability, and dialogue on issues such as compensation, contract terms, and workplace conditions.

2. Employee Handbook and Labour Rights Protections

The BINUS Employee Handbook outlines key labour policies that align with national regulations and international labour standards. It includes:

• Provisions against discrimination and harassment based on gender, religion, race, or nationality.

• Clear procedures for grievance handling and reporting violations without fear of retaliation.

• Guidance on fair termination practices and employee protections.

• Compensation structures based on objective criteria such as job role, experience, and performance.

These policies reflect BINUS’s adherence to Indonesia’s Labour Law (UU No. 13 Tahun 2003) and the university’s internal standards of fairness and professionalism.

3. Pay Equity and Gender Fairness

BINUS applies a structured and transparent compensation system to ensure equitable pay across roles and demographics. The university maintains specific policies aimed at:

• Preventing wage discrimination based on gender or nationality.

• Tracking and reviewing pay scales to support gender equity.

• Conducting regular evaluations of salary structures to maintain fairness and competitiveness.

Relevant documentation includes the Pay Scale Equity Policy and the Tracking Pay Scale for Gender Equity initiative, which are publicly referenced on BINUS’s SDG reporting platform.

4. Ethical Reporting and Whistleblower Protections

To support ethical governance, BINUS has implemented a formal whistleblowing mechanism under its Good Organization Governance (GOG) framework. Employees can confidentially report misconduct, ethical violations, or breaches of employee rights through this channel, with protection against retaliation.

This mechanism reinforces the institution’s broader commitment to employee wellbeing, organisational integrity, and inclusive decision-making.

5. Participation in Professional Associations

In addition to institutional mechanisms, BINUS faculty members are also actively engaged in national and international professional organisations that advocate for academic and labour rights. Notable examples include:

• Prof. Dr. Ir. Harjanto Prabowo, Head of Knowledge Affairs at the National Executive Board of APTIKOM (Association of Indonesian Informatics and Computer Science Higher Education Institutions)

• Prof. Ford Lumban Gaol, Vice Chair of the IEEE Indonesia Section and Chair of the IEEE Computer Society Indonesia Chapter

• Prof. Dr. Juneman Abraham, Board Member of the Indonesian Psychological Association (HIMPSI) and co-founder of the Indonesian Forensic Science Association (AIFI)

Such involvement reflects BINUS’s culture of academic participation in professional networks that influence labour standards, ethical practices, and higher education policy.

BINUS University recognises and protects the rights of its employees through clear policies, transparent processes, and accessible communication platforms. While it may not operate a traditional union structure, the university provides equivalent mechanisms—such as the “Letter to Leaders” platform—that enable collective feedback, employee advocacy, and fair treatment for all staff, including women and international personnel.

These practices reflect BINUS’s commitment to fostering a professional, respectful, and inclusive work environment in line with both national and global labour standards.

BINUS University has implemented a formal process for employees to appeal regarding their rights and salary issues, as outlined in Rector’s Decree Number 136A, point A. This decree underscores the university’s commitment to good governance and sustainable organizational management.

Article 57 of the Employee Handbook details the resolution process for complaints and appeals. It defines a complaint as any issue perceived by employees concerning their terms of employment and working conditions. Complaints serve as formal reports submitted by employees related to these matters. The resolution process for complaints and appeals is conducted in accordance with the institution’s internal policies. During the settlement process, employees are expected to continue fulfilling their duties and responsibilities.

Additionally, the appeal mechanism known as “Letters to Leaders” empowers employees to voice their concerns directly to university leadership. This process is thoroughly explained during orientation programs for new employees, ensuring they understand their rights and the appropriate steps to take if they feel those rights have been compromised.

Through these initiatives, BINUS University promotes a culture of transparency and accountability, encouraging open communication between employees and management. This commitment provides employees with a clear pathway to address their concerns and seek resolution.

In every outsourcing recruitment, BINUS University is committed to providing equivalent benefits to outsourcing employees, aligning their rights with those of regular staff. This commitment is clearly outlined in the university’s policy related to Human Resource Management and is formalized in Rector’s Decree Number 136A Part II (Point K). This policy underscores BINUS University’s dedication to upholding fair and equitable employment practices, ensuring that all individuals, regardless of employment type, enjoy comparable rights and benefits.

As a tangible expression of this policy, BINUS University annually recognizes employees who have made outstanding contributions to the institution. Among these awards is the Best Support Service Employee (BSSE) category, specifically designated for the best outsourced employees. This award aims to appreciate the hard work and dedication of outsourced staff in supporting campus operations, while also motivating them to continuously improve the quality of their services​.

BINUS University is firmly committed to addressing critical issues such as forced labor, modern slavery, human trafficking, and child labor. To uphold this commitment, the university enforces strict penalties for any violations in accordance with established campus regulations and the employee handbook. This dedication is clearly outlined in Rector’s Decree Number 136A, Part II (point J), which emphasizes the importance of fostering a healthy and safe working environment for all, while unequivocally prohibiting any practices related to forced labor, slavery, child labor, and human trafficking.

This policy is also reflected in the Employee Handbook. Article 7, which addresses Working Hours and Attendance, specifies that working hours are determined based on the needs of each business unit or division, with a minimum requirement of 40 hours per week. Additionally, Article 5 outlines the responsibilities of the institution, particularly in point 3, which mandates adherence to current laws and regulations in reference to Law No. 13 of 2003 concerning Manpower (State Gazette of the Republic of Indonesia Year 2003 Number 39; Supplement to the State Gazette of the Republic of Indonesia Number 4279). This commitment to safety further underscores the university’s efforts to create a secure and equitable workplace.

BINUS University is firmly committed to upholding equality and rejects all forms of discrimination, including that based on religion, sexuality, gender, and age. The university enforces strict penalties for violations in accordance with campus regulations and the employee handbook.

1. Employee Handbook
   The Employee Handbook at BINUS University clearly prohibits discrimination based on SARA (religion, ethnicity, race, social groups) and sexual harassment. If an employee engages in discriminatory behavior, they can face serious consequences, including termination. The handbook also provides a clear process for employees to file complaints about discrimination, ensuring their concerns are taken seriously and handled confidentially.
2. Rector’s Decree (No. 136A)
   The Rector’s Decree states that any form of discrimination will result in severe sanctions. It emphasizes the university’s zero-tolerance policy towards discrimination, ensuring that all members of the university community behave respectfully and inclusively. The decree sets clear expectations and penalties for discriminatory actions.
3. Circular Letter (No. 1677A/REK/IX/2023)
   The Circular Letter reinforces the Zero Tolerance Policy against discrimination and violence. It makes clear that all members of the BINUS community should be treated with respect, regardless of religion, ethnicity, gender, or disability. The letter encourages reporting any incidents of discrimination, assuring confidentiality, and outlining disciplinary actions for violations.

Through these policies, BINUS University strives to create a fair and inclusive workplace for all individuals.

BINUS University recognizes the existence of trade unions for all employees, including women and international staff. The university supports the establishment of trade unions as a platform for employees to voice their interests and needs. Thus, every employee has the right to join a trade union without discrimination.

In addition, many BINUS faculty members are engaged in professional associations, such as:

• REZA ZAKI, Executive Director of the International Law Faculty Association.

• Prof. Dr. Juneman Abraham, Board Member of the Indonesian Psychological Association (HIMPSI) and co-founder of the Indonesian Forensic Science Association (AIFI).

Furthermore, faculty members from BINUS actively participate in discussions at the Indonesian House of Representatives (DPR RI) alongside the Indonesian Association of Lecturers (IDRI) to advocate for the welfare of lecturers and contribute to the “Buku Kajian pendidikan tinggi Ikatan Dosen RI (IDRI)”, published by the Indonesian Lecturers Association (IDRI) in 2018, which contains recommendations for enhancing the higher education system in Indonesia.

These examples highlight BINUS’s support for collective representation, ensuring that all employees have a voice in matters that affect their professional lives, thereby fostering an equitable work environment.