About Goals
The Gender Equality Movement is the commitment of the Universitas Sumatera Utara (USU) to fight for gender equality in Indonesia. In the midst of the existing problem of gender inequality, this program aims to create an inclusive and just society, where every individual has equal opportunities to develop and participate. USU is committed to fighting gender discrimination, fighting for women's rights, and promoting equality in all aspects of life. In the context of sustainable development, this program aims to address gender disparities that still exist in various aspects of life, including education, employment, political participation and access to health services. USU understands that gender equality is an important foundation for creating an inclusive and just society. Through this program, USU seeks to increase awareness, knowledge and understanding of gender issues among students, lecturers and the wider community. USU also develops policies that support gender equality on campus and ensure equal access to education and career opportunities for all individuals, regardless of gender.
Universitas Sumatera Utara's Action to the SDGs
Proportion of First-Generation Female Students
Number of Students
41,570
Number of Students Starting a Degree
9,350
Number of First-Generation Students Starting a Degree
4,521
Number of Women Starting a Degree
5,610
Number of First-Generation Women Starting a Degree
2,486
Student Access Measures
Tracking Access Measures
Universitas Sumatera Utara systematically measures and monitors women’s application, acceptance, and entry rates through its centralized Admissions Information System, managed by the Academic Bureau and the Directorate of Education Development. Gender-disaggregated data are collected from all entry pathways—academic achievement, national test, and independent selection—to assess gender balance across 17 faculties. In 2024, women accounted for 56% of all applicants and 55% of those admitted, totaling about 5,600 women. Faculties such as Nursing, Public Health, Cultural Sciences, Pharmacy, and Psychology reported the highest female representation (65–80%), while Engineering and Agriculture showed steady growth. The data are reviewed annually to inform outreach, scholarships, and inclusion policies, ensuring equitable access under Academic Regulation No.13/2022 and Rector’s Decree No.459/2023.
Policy for Women Applications and Entry
Universitas Sumatera Utara has an institutional policy framework that ensures gender equity in admissions, participation, and advancement. This framework is based on Academic Regulation No. 13 of 2022, which establishes justice, transparency, and equality as core academic principles, and Rector’s Decree No. 459/UN5.1.R/SK/SPB/2023, which directs inclusivity in access and participation. USU systematically monitors women’s application, acceptance, and enrolment rates through its Academic Bureau and Directorate of Student Affairs to identify imbalances and guide interventions. In 2024, women represented 56% of all applicants, 55% of those accepted, and 54% of new entrants, with increasing representation in STEM fields. The policy is supported by scholarships, mentorship, and leadership programmes that promote women’s access and retention, ensuring equity across the university in line with national higher education standards.
Women’s Access Schemes
Universitas Sumatera Utara (provides structured access schemes for women, including scholarships, mentoring, and leadership programmes to enhance participation and success in higher education. Guided by Academic Regulation No. 13 of 2022 and Rector’s Decree No. 459/UN5.1.R/SK/SPB/2023, these initiatives ensure equal access and support for women across all faculties. In 2024, the university supported 6,636 women through the national scholarship programme, trained 1,200 through women’s mentorship and leadership activities, and empowered 850 participants through entrepreneurship and career workshops. Additionally, 300 women researchers joined the Women in Science and Technology Initiative promoting STEM participation. These programmes are monitored annually using gender-disaggregated data to ensure equitable outcomes and sustained institutional commitment to women’s advancement.
Women’s Application in Underrepresented Subjects
Universitas Sumatera Utara actively encourages women’s applications in subjects where they are underrepresented, particularly in STEM fields such as Engineering, Computer Science, Agriculture, and Environmental Sciences. Guided by Academic Regulation No. 13 of 2022 and Rector’s Decree No. 459/UN5.1.R/SK/SPB/2023, USU promotes equality and inclusivity in admissions and academic participation. The university conducts targeted outreach through pre-university workshops and STEM open days, engaging more than 1,500 young women from 28 schools under the “Women in Science and Technology” campaign. Scholarships and research grants support 230 women pursuing STEM degrees, while mentorship networks such as the “Women Engineers Network” and “Girls in Innovation Club” involve over 500 participants. These initiatives strengthen women’s access, confidence, and leadership in science and technology disciplines.
Proportion of Senior Female Academics
Number of Employees
4,010
Number of Academic Staff
2,263
Number of Senior Academic Staff
985
Number of Female Senior Academic Staff
496
Proportion of Women Receiving Degrees
Number of Graduates
10,866
Number of graduates by subject area (STEM, Medicine, Arts&Humanities/Social Sciences)
9,252
Number of graduates: STEM
1,995
Number of graduates: Medicine
2,631
Number of graduates: Arts & Humanities / Social Sciences
4,626
Number of female graduates by subject area (STEM, Medicine, Arts & Humanities / Social Sciences)
5,656
Number of female graduates: STEM
1,235
Number of female graduates: Medicine
1,583
Number of female graduates: Arts & Humanities / Social Sciences
2,838
Women’s Progress Measures
Policy of Non-Discrimination Against Women
USU enforces a formal, legally grounded non-discrimination policy against women across all systems. This is established under USU Academic Regulation No. 13 of 2022 and reinforced by Rector’s Decree No.459/UN5.1.R/SK/SPB/2023, mandating fair recruitment, promotion, and access to resources free from gender bias. USU conducts regular gender equality assessments(surveys/focus groups) involving students, faculty, and staff . The university provides training on gender sensitivity, inclusive pedagogy, and harassment prevention for all staff . Initiatives are coordinated by the Directorate of Student and Alumni Affairs, Directorate of Law and Organization, and Community Service Institution. USU empowers student-led organizations (e.g USU Inclusion Ambassadors) which promote awareness and accountability. USU ensures women are fully supported and protected from admission and scholarships to leadership opportunities.
Non-discrimination Policies for Transgender
USU upholds an institutional commitment to equality, inclusivity, and non-discrimination for all community members, ensuring a safe, respectful, and fair environment. This commitment is embedded within USU Academic Regulation No. 13 of 2022, which mandates justice, equality, transparency, andaccountability. The regulation guarantees no individual shall be discriminated against in education, employment, or campus participation based on gender identity or background. This policy is reinforced by Rector’s Decree No.459/UN5.1.R/SK/SPB/2023, institutionalizing inclusive practices. USU regularly conducts training and sensitization programmes on diversity, gender equality, and inclusion. These are coordinated by the Directorate of Student and Alumni Affairs, the Center for Independent Learning, and student organizations. These initiatives strengthen understanding, empathy, and dignity, ensuring every individual can study, teach, and and work without fear of bias or exclusion.
Maternity Policy (N)
USU demonstrates comprehensive commitment to supporting women’s participation and well-being through inclusive facilities, healthcare access, and gender-equitable governance. Guided by Academic Regulation No. 13 of 2022 and Rector’s Decree No. 459/UN5.1.R/SK/SPB/2023, USU upholds equality, inclusivity, and non-discrimination, ensuring maternity and caregiving responsibilities are supported. The infrastructure includes USU Teaching Hospital and affiliated clinics providing maternal, reproductive, and childcare health services for staff and students, complemented by prenatal care and counseling. USU enables women to sustain learning and work through flexible study options, academic leave provisions, and comprehensive health insurance coverage. These integrated measures foster a safe, balanced, and enabling environment where women can pursue education and career advancement without interruption or disadvantage due to maternity
Childcare Facilities for Students
USU student mothers by providing accessible maternity and health facilities that help them balance family responsibilities and academic life. The university maintains campus-wide infrastructure, including accessible clinics, maternity care points, and integrated health services connected to RS USU (Teaching Hospital). These facilities provide comfort and support for pregnant and postpartum students, allowing them to attend classes and participate in academic activities without exclusion due to parenting status. USU operates childcare facilities in Student Service Center and several other buildings to make sure the facilities are accessible to students requiring the service, supporting the student and their child's wellbeing, while its inclusive infrastructure and maternal care provisions ensure accessibility for student mothers and lay the foundation for future development of dedicated childcare and parenting support spaces.
Childcare Facilities for Staff and Faculty
USU upholds an inclusive approach to employee wellbeing by providing maternity and health facilities that support staff and faculty in balancing family responsibilities with professional and academic roles. The university’s infrastructure includes accessible clinics, maternity care points, and integrated health services coordinated through USU Hospital (Teaching Hospital), ensuring that pregnant and postpartum employees have access to comprehensive medical care and a supportive work environment. In alignment with Academic Regulation No. 13 of 2022 and Rector’s Decree No.459/UN5.1.R/SK/SPB/2023, these facilities promote gender equity and create a family-friendly workplace. USU continues to strengthen inclusivity by developing plans for dedicated childcare and parenting support units, reinforcing its commitment to employee welfare and work-life balance.
Women’s Mentoring Schemes
USU consistently implements women’s mentoring activities through faculty-led initiatives and student organizations, fostering empowerment and personal growth. Across faculties such as Social Sciences, Psychology, Cultural Studies, and Health, where women comprise over 60% of enrolments, regular mentoring sessions and Women’s Discussions are conducted to strengthen leadership, confi dence, and wellbeing. In 2024, mentoring and peer-support sessions were documented multiple times under student and faculty units, engaging a large portion of the female student population. It is estimated that well over 10%of USU’s female students participate in these structured and informal mentoring activities. Supported by the Directorate of Student and Alumni Affairs, these initiatives reinforce USU’s institutional commitment to gender equity, mentorship culture, and women’s academic advancement
Track Women’s Graduation Rate
USU systematically monitors women’s academic performance and graduation outcomes through its Key Performance Indicators managed by the Evaluation and Priority Program Office to ensure equity across genders. Gender-disaggregated graduation data are regularly analyzed at the faculty and institutional levels, providing evidence-based insight into women’s academic progression and completion rates. Supported by Academic Regulation No. 13 of2022 and Rector’s Decree No.459/UN5.1.R/SK/SPB/2023, USU implements inclusive academic and administrative frameworks that promote equal access and success. Initiatives such as mentoring, financial assistance for women from low-income backgrounds, and academic advisory services reinforce equitable participation. Women consistently represent over 50% of total graduates, confirming parity in graduation outcomes across faculties.
Policies Protecting Those Reporting Discrimination
USU enforces a strong institutional policyensuring that students, staff , and faculty whoreport discrimination, harassment, or violenceare fully protected from any academic oremployment disadvantage. This protection isanchored in Rector’s Regulation No. 16 of2025 on the Prevention and Handling ofViolence within USU, which aligns withMinister of Education, Culture, Research, and Technology Regulations No. 30 of 2021 and No. 55 of 2024 to safeguard rights, justice, and accountability in higher education. Reports are handled through the Sexual Violence Prevention and Handling Task Force an independent and confidential body under the Institute for Community Service which oversees written submissions, verification, mediation, and follow-up actions. Complainants, witnesses, and whistleblowers are guaranteed confidentiality, protection from retaliation, and fair treatment. USU’s policy reinforces a safe, inclusive, and rights-based academic environment for all members of its community.
Paternity Policy (N)
USU promotes gender equality and shared parental responsibility through inclusive academic and employment frameworks that uphold non-discrimination and equitable participation for all staff and students. Anchored in Academic Regulation No. 13 of2022 and Rector’s Decree No.459/UN5.1.R/SK/SPB/2023, these policies recognize the importance of caregiving by both gestational and non-gestational parents in supporting women’s continued engagement in education and employment. While USU has not yet formalized a standalone paternity leave policy, its equality framework allows flexible study and work arrangements, enabling fathers or partners to share childcare duties without professional or academic disadvantage. Supported by inclusive campus infrastructure such as maternity and health facilities, USU’s environment reflects strong institutional readiness and commitment to expanding parental support schemes that promote gender equity and family-friendly practices.
SDGs Articles
Activities
PRIORITY STATEMENTS
Indonesia membutuhkan Anda, para akademisi yang berkomitmen untuk membawa perubahan nyata. Kami mengundang Anda untuk berbagi penelitian, inovasi, dan ide-ide brilian Anda guna melawan kemiskinan, meningkatkan kesejahteraan sumber daya manusia (SDM) dalam negeri, dan menyukseskan masa depan Republik Indonesia.
Infographic
Research and Publications
New public management and gendered universities: understanding the persistence of gender inequality in academia
Thamrin H., Gaus N., Ritonga F.U., Baa S.
Sites of infrastructure, apprenticeship and possibilities for self: Locating Indonesia's missing women in representative politics
Siahaan A.Y., Jakimow T., Harahap A.F., Yumasdaleni
IMPACT OF GENDER ON SELF-EFFICACY: EVIDENCE FROM INDONESIA's KARO TOURISM
Ginting N., Rahman N.V., Nasution A.D.
Akreditasi Fasilkom-TI
