BINUS University is committed to measuring and tracking pay scale gender equity to promote fair and equitable compensation for all staff and faculty, regardless of gender. This commitment is documented in the university’s Sustainable Development Goals (SDG) reporting under SDG 8: Decent Work and Economic Growth.

According to BINUS University’s official publication on Tracking Pay Scale for Gender Equity, the university reviews its salary structures and compensation policies to identify potential pay disparities, including those related to gender. This approach supports the identification of potential inequalities and the implementation of corrective measures where necessary, demonstrating the university’s commitment to monitoring compensation fairness.

The university’s approach is supported by Rector’s Decree No. 136A, Part II, point (i), which establishes objective criteria for determining employee compensation, including job position, contributions, performance, expertise, and competencies. These criteria provide a structured basis for determining remuneration according to professional responsibilities and qualifications.

Furthermore, Article 14 – Kebijakan Pengupahan (Wage Policy), page 18, of the BINA NUSANTARA Employee Handbook (Pedoman Karyawan) 2024–2025 establishes a formal wage determination and review framework. Under this policy, wages are determined according to job value and the employee’s BINUSian Grade, taking into account job position, performance, expertise, and competence. The handbook also provides for annual wage reviews based on performance evaluations, productivity, and competence, as well as further reviews following job movement or other applicable circumstances.

These objective compensation criteria and periodic wage reviews provide a structured framework for administering and evaluating remuneration across employee positions and grades. Combined with BINUS University’s stated commitment to reviewing salary structures for potential gender-related pay disparities, they support the institution’s approach to tracking pay scale gender equity and promoting equal treatment in compensation.

The implementation of employment policies and regulatory compliance is also supported by designated Human Capital functions within BINUS Group, including the Human Capital – Policy & Compliance Relation function. These functions support the alignment of human resource policies and practices with applicable employment regulations.

Through its commitment to reviewing compensation structures, identifying potential gender-related pay disparities, applying objective wage determination criteria, and conducting periodic wage reviews, BINUS University demonstrates an institutional commitment to tracking pay scale gender equity and promoting fair remuneration. These practices support gender equality, responsible employment, and Sustainable Development Goal 8: Decent Work and Economic Growth.