IPB University recognizes and supports the rights of all its employees, including women and international staff, to join or form unions. The university upholds the principles of freedom of association, in line with national labor laws and international labor standards. This commitment extends to all categories of employees, ensuring that they have the right to collectively organize and advocate for their rights through recognized trade unions.

Academic Senate Regulation Number 24/SA-IPB/P/2018 recognize the existence of Fortendik and include Fortendik legality (MWA).

In July 2023, IPB University announced the election of Muhammad Isbayu as the Chairman of Fortendik (Forum Tenaga Kependidikan) for the 2023-2025 term. Fortendik serves as a forum for educational staff at IPB University, focusing on enhancing the professionalism and competence of its members. Under Isbayu’s leadership, the forum aims to implement programs that support the development and welfare of educational personnel, aligning with the university’s broader objectives of academic excellence and institutional growth.

Election Chairman Fortendik (Labor Union)

At IPB University, female staff members are supported by an organization called Agrianita, which operates with a structured management system at the university, faculty, and departmental levels. Agrianita provides a network for women across IPB, fostering collaboration, professional development, and community engagement, while also addressing specific needs and promoting gender inclusivity within the university environment. This structure enables Agrianita to implement programs and initiatives that effectively reach and support female workers at all organizational levels.

Agrianita IPB

The university acknowledges and works with multiple labor unions that represent diverse groups of employees, including women, international staff, and other underrepresented groups. IPB University ensures that these unions are given the space and resources to function effectively, and that their representatives are actively engaged in dialogue with the university’s administration on matters related to working conditions, wages, benefits, and employee welfare.

Moreover, the university’s inclusive approach ensures that all staff, regardless of gender, nationality, or employment status, are provided with equal opportunities to voice their concerns and participate in union activities. IPB University recognizes the important role unions play in fostering a healthy, productive, and equitable working environment and is committed to maintaining an open and constructive relationship with these organizations. This demonstrates the university’s commitment to safeguarding workers’ rights and promoting a fair, inclusive, and supportive workplace for all employees.

IPB University has a clear and comprehensive policy aimed at eliminating all forms of discrimination in the workplace. This policy applies to all aspects of employment, ensuring that no individual is discriminated against based on religion, gender, sexuality, age, ethnicity, disability, or any other characteristic protected by law.

Rector’s Decree No. 133/2020 (page 2, point b)

No.36/IT3.SA/P/2020

The university’s anti-discrimination policy aligns with both national regulations and international standards, promoting equality, diversity, and inclusion across the institution. It ensures that every staff member, faculty, and student has equal access to opportunities, fair treatment, and protection from any form of discriminatory behavior. The policy explicitly prohibits any action or behavior that might result in exclusion, harassment, or unjust treatment based on personal characteristics or identity.

Circular Letter Number 24799/ITS/KP/2021 About Creating  Gender Responsive and Social Inclusiveness (GESI) in IPB University (Anti-Discrimination Policy)

To enforce this commitment, IPB University has established mechanisms for reporting and addressing instances of discrimination, including confidential grievance procedures and support services for affected individuals. The university also regularly conducts training and awareness programs to educate its community about the importance of diversity, inclusion, and respect for all.

In addition, IPB University promotes a culture of acceptance and understanding, ensuring that all individuals, regardless of their background or identity, can contribute fully and feel valued within the university environment. This commitment to ending workplace discrimination reflects IPB University’s dedication to creating a safe, inclusive, and equitable working and learning environment for everyone.

HOTLINE
Whatsapp, telepon, sms: 0814-1427-2092
Email: advokasi.hopehelps.ipb@gmail.com

OPERATIONAL
Emergency 24/7 (In case of an emergency, send “Emergency” for notification)
Umum 09.00-17.00 WIB* HopeHelps prioritizes the principles of victims’ interests and non-discrimination, therefore all incoming reports will be kept confidential. Complaints regarding assistance services by the Local Chapter can be sent to hq@hopehelps.net

Committee for Anti-Discrimination and Sexual Harassment

IPB University has a strong policy commitment to combatting forced labor, modern slavery, human trafficking, and child labor. As part of its ethical and legal responsibilities, the university strictly adheres to national and international regulations that prohibit these practices and ensure that all individuals associated with the institution, whether staff, faculty, or contracted workers, are treated with dignity and respect.

Law Number 39 of 1999 concerning Human Rights

Law Number 21 of 2007 concerning the Crime of Trafficking in Persons.

The university’s policy explicitly prohibits the use of any form of forced or involuntary labor, including bonded labor, human trafficking, and modern slavery, in all its operations and supply chains. This includes ensuring that all employees and contractors are engaged voluntarily, have clear terms of employment, and are not subject to coercion, exploitation, or any form of abuse. Additionally, the university does not employ individuals below the legal working age, aligning with both Indonesian labor laws and global standards that seek to eradicate child labor.

Rector’s Decree No. 133/2020 concerning commitment to achieving SDGs (Policy Agains Forced Labor, Modern Slavery, Human Slavery, and Child Labor)

To reinforce this commitment, IPB University implements strict monitoring and auditing processes in its hiring practices, procurement procedures, and supplier engagements. The university also collaborates with local and international partners to raise awareness and promote ethical labor practices within and beyond its campus.

Furthermore, the institution provides clear channels for reporting any concerns related to forced labor, trafficking, or exploitation. These reporting mechanisms are confidential and ensure that any violations are thoroughly investigated and addressed appropriately. By maintaining this policy commitment, IPB University demonstrates its dedication to upholding human rights, promoting ethical labor practices, and contributing to the global effort to eliminate forced labor, modern slavery, human trafficking, and child labor.

IPB University has a policy in place to guarantee that the rights of workers are protected when outsourcing activities to third-party contractors. This policy ensures that all workers, whether directly employed by the university or hired through external service providers, are entitled to fair treatment and rights equivalent to those enjoyed by the university’s direct employees.

IPB University Responsible Procurement Principles

The university requires that all third-party contractors comply with local labor laws and adhere to the university’s standards concerning wages, benefits, working conditions, and worker protections. This includes ensuring that outsourced workers are paid at least the minimum wage, receive appropriate benefits such as health insurance and social security, and work under safe and humane conditions.

Additionally, IPB University actively monitors its contracts with third-party providers to ensure compliance with labor standards and ethical practices. This includes conducting regular audits and requiring proof of adherence to legal and contractual obligations concerning workers’ rights. IPB University applies the principles of governance including in cooperation with third parties as stated in Academic Senat Regulation No: 36/IT3.SA/P/2020 (page 9 article 8) as follows:

IPB University  Commitment to Achieve  SDGs 

IPB University also has academic ethics in the implementation of the tridharma as contained in the Regulation of the Academic Senate No. 33/SA-IPB/P/2019 (page 6 article 6).

Academic Ethics and Social Life at IPB University

The university is committed to promoting a fair and equitable working environment for all workers, whether they are employed directly or through third parties. By ensuring that the rights of outsourced workers are equivalent to those of its own staff, IPB University demonstrates its dedication to fostering a responsible and ethical approach to labor practices across all aspects of its operations.

Guarantee on Openness and Fairness in Using Third Party Workers (page 2 point f)

IPB University is committed to promoting pay scale equity and addressing any potential gender pay gaps. The university has established a policy framework that ensures all employees, regardless of gender, receive fair and equal pay for work of equal value. This policy is aligned with both national labor laws and international standards aimed at eliminating gender-based pay discrepancies.

IPB University Remuneration System Guide (Policy on Gender Equity)

As part of its commitment to pay equity, IPB University regularly reviews its pay scales and compensation structures to identify and address any imbalances. This process involves analyzing pay data across different roles, departments, and levels to ensure that women and men are compensated equitably. The university actively measures pay gaps and takes corrective action if discrepancies are found.

In addition to pay scale reviews, IPB University promotes transparency in its salary and compensation policies, ensuring that all employees are aware of the criteria for pay determination and progression. The university also fosters a supportive working environment that encourages equal opportunities for career advancement, professional development, and leadership positions for both women and men.

Circular Letter on Gender Responsive and Social Inclusion (GESI) IPB University 

By maintaining a clear policy on pay equity and a commitment to closing gender pay gaps, IPB University upholds its dedication to creating a fair and inclusive workplace where all employees are valued and compensated equally based on their contributions, regardless of gender.

Yes, IPB University actively measures and tracks pay scale gender equity as part of its broader commitment to promoting fairness and equality in the workplace. The university conducts regular reviews and audits of its pay structures to ensure that employees of all genders are compensated equitably for work of equal value.

Rector’s Decree No. 18/IT3/KP/2019 concerning Guidelines for the Remuneration

This tracking involves collecting and analyzing data on salaries, bonuses, and other forms of compensation across different departments, roles, and levels of responsibility. By closely monitoring this data, the university can identify any discrepancies between male and female employees and take corrective action when necessary to address gaps.

IPB Remuneration System Guide (Policy on Tracking Gender Equity)

Circular Letter on Gender Responsive and Social Inclusion IPB University (Policy on Tracking Gender Equity)

IPB University also ensures that these reviews are part of an ongoing process, with the goal of maintaining transparency and accountability in its efforts to eliminate gender pay disparities. This commitment is further supported by policies that promote equal opportunities for career advancement and professional development, ensuring that all employees have the same potential for salary progression, regardless of gender.

Through its continuous measurement and tracking of gender pay equity, IPB University demonstrates its dedication to fostering an inclusive and equitable working environment for all staff members.

Yes, IPB University has a formal process in place for employees to appeal on matters related to employee rights and pay. This process is designed to ensure that all staff members have a clear and accessible mechanism to raise concerns or disputes regarding their employment conditions, compensation, or treatment in the workplace.

IPB University Employee Management Policy

Procedures for Reporting Employee Discipline Violations

The university provides multiple channels through which employees can file grievances or appeals. This includes:

Human Resources Department: Employees can submit complaints or appeals directly to the Human Resources (HR) department, which is responsible for handling issues related to pay, benefits, working conditions, and other employment rights. HR will review the complaint and take appropriate action based on the university’s policies and relevant labor laws.

Formal Grievance Procedure: IPB University has a structured grievance procedure that allows employees to formally report issues related to their rights, including disputes over pay or unfair treatment. This process typically involves several stages, including initial discussions with supervisors, mediation, and, if necessary, escalation to higher levels of management or an independent review committee.

Labor Union Support: Employees who are part of a labor union can seek assistance from their union representatives to address concerns regarding employee rights or pay. The union may engage in negotiations or act as a mediator between the employee and the university to resolve the issue.

Confidential Reporting Channels: For sensitive matters, such as discrimination or harassment, IPB University also provides confidential channels through which employees can report violations of their rights without fear of retaliation.

IPB Helpcenter.

IPB also created a reporting policy to facilitate employment practice appeal process through IPB Helpcenter. All forms of employment practice appeal will be processed and the confidentiality of the personal data is guaranteed. The procedure for employment practice appeal process can be seen in the image below:

HOTLINE
Whatsapp, telepon, sms: 0814-1427-2092
Email: advokasi.hopehelps.ipb@gmail.com

Operasional
Emergency 24/7
(Dalam keadaan Emergency, kirim “Emergency” untuk notifikasi)
Umum 09.00-17.00 WIB

* HopeHelps prioritizes the principles of victims’ interests and non-discrimination, therefore all incoming reports will be kept confidential. Complaints regarding assistance services by the Local Chapter can be sent to hq@hopehelps.net

IPB Hope Helps 

Committee for Anti-Discrimination and Sexual Harassment

These appeal processes are designed to ensure that employee concerns are heard and resolved in a fair and transparent manner. The university is committed to upholding the rights of its employees and ensuring that any grievances related to pay or working conditions are addressed promptly and appropriately.

At IPB University, we are committed to upholding fundamental labor rights, including freedom of association and the right to collective bargaining, for all our staff members, irrespective of gender or nationality. We recognize that these rights are essential for fostering a fair and equitable work environment.

Academic Senate Regulation Number 24/SA-IPB/P/2018 recognize the existence of Fortendik and include Fortendik legality (MWA).

Operational Guidelines for the Selection, Nomination, and Inter-time Replacement of Members of the IPB University Board of Trustees, Elements of the Academic Senate, Education Staff, Students, Alumni, and the Community 

In July 2023, IPB University announced the election of Muhammad Isbayu as the Chairman of Fortendik (Forum Tenaga Kependidikan) for the 2023-2025 term. Fortendik serves as a forum for educational staff at IPB University, focusing on enhancing the professionalism and competence of its members. Under Isbayu’s leadership, the forum aims to implement programs that support the development and welfare of educational personnel, aligning with the university’s broader objectives of academic excellence and institutional growth.

Election Chairman Fortendik (Labor Union)

At IPB University, female staff members are supported by an organization called Agrianita, which operates with a structured management system at the university, faculty, and departmental levels. Agrianita provides a network for women across IPB, fostering collaboration, professional development, and community engagement, while also addressing specific needs and promoting gender inclusivity within the university environment. This structure enables Agrianita to implement programs and initiatives that effectively reach and support female workers at all organizational levels.

Agrianita IPB

Our Directorate of Human Resources is dedicated to improving the welfare of our staff, ensuring that all employees have the opportunity to form and join organizations of their choosing without fear of reprisal. This commitment aligns with the International Labour Organization’s (ILO) standards, which emphasize the importance of these rights in promoting social justice and balanced labor relations.

Furthermore, our Directorate of Global Connectivity facilitates international collaborations and partnerships, supporting our international staff and promoting an inclusive environment that respects and upholds labor rights.

By adhering to these principles, IPB University strives to create a supportive and respectful workplace for all our employees.