THE PROCESS OF MAKING GENDER EQUALITY AND MAINSTREAMING POLICY AT THE STATE ISLAMIC UNIVERSITY OF SUNAN AMPEL SURABAYA : THE IMPORTANCE OF LEARNING AND SHARING IN ACHIEVING INSTITUTIONAL CHANGE

This item is published by Universitas Islam Negeri Sunan Ampel Surabaya

Siregar, Wahidah Zein Br and Rochimah, Rochimah and Naily, Nabiela (2016) THE PROCESS OF MAKING GENDER EQUALITY AND MAINSTREAMING POLICY AT THE STATE ISLAMIC UNIVERSITY OF SUNAN AMPEL SURABAYA : THE IMPORTANCE OF LEARNING AND SHARING IN ACHIEVING INSTITUTIONAL CHANGE. In: Proceedings of the International Conference on University-Community Engagement, 2 – 5 Agustus 2016, Surabaya – Indonesia.

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Abstract

The Indonesian government has enacted many policies and regulations to promote gender mainstreaming, address women’s needs and to increase their participation in many areas of development. As a state institution, the State Islamic University of Sunan Ampel Surabaya is obliged to implement these policies. Getting support from the Canadian Government through the Local Leadership Development/Support for Islamic Leadership (LLD/SILE) Project, this University is able to establish a policy on Gender Equality (GE) and Mainstreaming. There are many processes involved in making the policy: a) setting up of a GE Policy team, b) conducting gender assessment/research to identify gender gaps within the University in the areas of: i) human resources, ii) staff participation in gender training, iii) researches with gender themes undertaken by University lecturers, iv) gender integration in academic programs and centers, v) GE-related materials in the University; vi) PSGA; vii) policies and services supportive of gender equality; viii) accountabilities; and, ix) linkages with government and CSOs using interviews and focus group discussions, c) consultations with university management, lecturers, staff and students, d) guidance from a legal expert in drafting the Policy, d) undertaking several iterations of the Policy, and e) approval by management. Interconnected factors such as the strong resolve of the University’s leaders and stakeholders to open their minds with regards to the need for gender equality in this University, the technical guidance and support of the Gender Advisors of the LLD/SILE Project, the various strategies undertaken by the Gender Equality Policy team, understanding of cultural differences between Canadians and Indonesians, and optimism and mutual support of the team contributed to the success to this endeavor.