Tracking Gender Quality in Salary Scales at the Faculty of Cultural Sciences, Unpad: Ensuring Equal Pay and Opportunities
Gender quality tracking in pay scales at the Faculty of Cultural Sciences (FIB) Universitas Padjadjaran is a strategic initiative that aims to measure and ensure equal pay between men and women in the academic environment. The program includes various measures to analyze, monitor, and assess the implementation of gender equity principles in pay and promotion in the faculty.
**1. Wage Equality Analysis: The first step in gender quality tracking is a wage equality analysis. This involves comparing the average salary for equivalent positions between male and female staff. With this data, the faculty can identify any pay inequalities and determine the necessary steps to address any existing discrepancies.
**2. Measurement of Gender Representation in Positions: The program also monitors gender representation at every level of position in FIB. Currently, the proportion of female staff in FIB reaches 58%, while men are 42%. This representation shows the dominance of women in faculty staff, and it is important to ensure that salary distribution and promotion opportunities reflect a fair balance.
**3. Tracking of Wage Increase and Promotion: Monitoring of wage increases and promotions is also a key focus. The program aims to ensure that salary increases and promotion opportunities are awarded fairly, without gender bias. By tracking differences in salary increases and promotions, faculties can identify and address potential discrimination that may be occurring.
**4. Evaluation of Institutional Policies: As part of this program, pay and promotion policies are also evaluated to ensure that they support the principles of equity and non-discrimination. This evaluation involves reviewing existing policies, identifying areas that require improvement, and implementing the necessary changes to improve gender equality.
Case Examples and Implementation: At FIB, gender is not a barrier to reaching the highest positions in academia. For example, in the Linguistics department, there are three female lecturers who are qualified to hold the highest functional position of Professor. This shows that the opportunity to reach the top of the academic career is wide open to all staff, regardless of gender.
Tracking gender quality in pay scales at FIB Unpad is a proactive step to create a fair and equal work environment. Through salary equity analysis, measurement of gender representation, monitoring of salary increases and promotions, and policy evaluation, FIB is committed to ensuring that all employees get fair treatment and equal opportunities in their career development. This initiative not only supports the principle of gender equity but also strengthens the faculty’s commitment to an inclusive and diverse academic environment.
Writer: Gilang Januarsyah
Translator: Jauza Maryam Mumtazah
