[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fperlakuan-adil-di-tempat-kerja\u002Fdiskriminasi-pekerjaan-jabatan":3,"menu:\u002Fid-id:":86,"sites:htmlblocks":269,"footer:id-id":1708,"subsites":1787,"cite-subsites":5349,"cite-footer:id-id":5826,"suggested:id-id":5865},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":6,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":36,"call_to_action":42,"categories":49,"show_table_of_contents":54,"owner":55,"show_related_pages":54,"related_pages":62,"related_sites":84,"in_subsite":54,"contact_page_url":7,"banner_message":85},28941,"diskriminasi-pekerjaan-jabatan","Diskriminasi pada Pekerjaan dan Jabatan",null,"\u003Cp>Diskriminasi di tempat kerja dapat terjadi berdasarkan jenis kelamin, warna kulit, golongan, ras, suku, ekonomi, sosial, agama, dan sebagainya. Apa saja contoh-contohnya dan bagaimana aturannya?\u003C\u002Fp>","Diskriminasi di tempat kerja dapat terjadi berdasarkan jenis kelamin, warna kulit, golongan, ras, suku, ekonomi, sosial, agama, dan sebagainya. Apa saja contoh-contohnya dan bagaimana aturannya?","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fperlakuan-adil-di-tempat-kerja\u002Fdiskriminasi-pekerjaan-jabatan","pages.contentpage","id_ID","\u002Fcms\u002Fpages\u002F28941\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Indonesia","id-id",{"title":19,"slug":20},"Bekerja di Indonesia","bekerja-di-indonesia",{"title":22,"slug":23},"Hukum Tenaga Kerja","hukum-tenaga-kerja",{"title":25,"slug":26},"Perlakuan Adil di Tempat Kerja","perlakuan-adil-di-tempat-kerja",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":35},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fperlakuan-adil-di-tempat-kerja\u002Fdiskriminasi-pekerjaan-jabatan\u002F","index, follow","website","summary_large_image","2026-01-12T09:12:05.658235+01:00","2026-04-10T13:05:58.373090+02:00",[37],{"type":38,"data":39},"text_block",{"content":40,"variant":41},"\u003Ch3>Apa yang dimaksud dengan diskriminasi? \u003C\u002Fh3>\u003Cp>Diskriminasi adalah setiap pembatasan, pelecehan, atau pengucilan yang langsung ataupun tak langsung didasarkan pada pembedaan manusia atas dasar agama, suku, ras, etnik, kelompok, golongan, status sosial, status ekonomi, jenis kelamin, bahasa, keyakinan politik, yang berakibat pengurangan, penyimpangan atau penghapusan pengakuan, pelaksanaan atau penggunaan hak asasi manusia dan kebebasan dasar dalam kehidupan baik individual maupun kolektif dalam bidang politik, ekonomi, hukum, sosial, budaya, dan aspek kehidupan lainnya.\u003C\u002Fp>\u003Cp>Hal ini sesuai pasal 1 angka (3) Undang-Undang Nomor 39 Tahun 1999 tentang Hak Asasi Manusia\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>Apa yang dimaksud dengan diskriminasi diskriminasi dalam pekerjaan dan jabatan? \u003C\u002Fh3>\u003Cp>Pada 25 Juni 1958, Kantor Perburuhan Internasional atau yang kita kenal dengan sebutan ILO, menetapkan Konvensi Nomor 111 tentang Diskriminasi dalam Pekerjaan dan Jabatan. Di Indonesia, Konvensi ini dinyatakan berlaku sejak 7 Mei 1999, melalui Undang-undang Nomor 21 tahun 1999 tentang Pengesahan Konvensi ILO mengenai Diskriminasi dalam Pekerjaan dan Jabatan.\u003C\u002Fp>\u003Cp>Konvensi menegaskan diskriminasi dalam pekerjaan dan jabatan yang dimaksud adalah setiap perbedaan, pengecualian atau pilihan atas dasar ras, warna kulit, jenis kelamin, agama, keyakinan politik, kebangsaan atau asal usul dalam masyarakat, yang mengakibatkan hilangnya atau berkurangnya kesetaraan kesempatan atau perlakuan dalam pekerjaan atau jabatan.\u003C\u002Fp>\u003Cp>Seperti yang tertulis pada pasal 5 dan 6 Undang – Undang No. 13 tahun 2003 mengenai tenaga kerja, pemerintah menjamin pekerja untuk mendapat hak dan perlakuan yang sama tanpa adanya diskrimasi dalam bentuk apapun seperti dalam:\u003C\u002Fp>\u003Cul>\u003Cli>Pembagian kerja yang sesuai dengan kemampuan dan tanggung jawab\u003C\u002Fli>\u003Cli>Pembagian gaji\u003C\u002Fli>\u003Cli>Jenjang karir\u003C\u002Fli>\u003Cli>Diskriminasi gender\u003C\u002Fli>\u003Cli>Sarana pengembangan kemampuan\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>Apa saja yang termasuk dalam diskriminasi pada pekerjaan dan jabatan?\u003C\u002Fh3>\u003Cp>Bentuk diskriminasi pada pekerjaan dan jabatan, antara lain:\u003C\u002Fp>\u003Cul>\u003Cli>Diskriminasi terhadap kebebasan berserikat dan perlindungan hak untuk berorganisasi.\u003C\u002Fli>\u003Cli>Diskriminasi terhadap kesetaraan perlakuan, kesempatan, dan pengaturan syarat kerja yang sama di tempat kerja.\u003C\u002Fli>\u003Cli>Diskriminasi dalam pengupahan untuk pekerjaan yang sama nilainya.\u003C\u002Fli>\u003Cli>Diskriminasi untuk memperoleh pelatihan keterampilan.\u003C\u002Fli>\u003Cli>Diskriminasi untuk memperoleh pekerjaan dan jabatan tertentu, serta persyaratan dan ketentuan kerja dalam rekrutmen, seleksi, dan penempatan.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Berbagai diskriminasi di atas, khususnya menyasar pada kelompok rentan yakni pekerja perempuan, pekerja dengan disabilitas, dan pekerja dengan Orientasi Seksual dan Identitas Gender tertentu (Lesbian, Gay, Biseksual, dan Transgender\u002FLGBT).\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>Apa saja perlindungan dari diskriminasi khusus bagi pekerja perempuan yang dapat dicantumkan dalam Perjanjian Kerja Bersama di Perusahaan? \u003C\u002Fh3>\u003Cp>Mengenai perlindungan dari diskriminasi khusus bagi pekerja perempuan dalam bidang pekerjaan, secara lengkap dapat kita simak dalam pasal 11  Konvensi Penghapusan Segala Bentuk Diskriminasi Terhadap Perempuan (CEDAW) yang menyebut dalam rangka untuk memastikan persamaan hak antara perempuan dan laki-laki, perlu penegasan hak pekerja perempuan, terutama:\u003C\u002Fp>\u003Cul>\u003Cli>Hak untuk bekerja sebagai suatu hak yang melekat pada semua umat manusia\u003C\u002Fli>\u003Cli>Hak atas kesempatan kerja yang sama, termasuk penerapan kriteria seleksi yang sama terhadap suatu pekerjaan\u003C\u002Fli>\u003Cli>Hak atas kebebasan memilih profesi dan pekerjaan, hak atas pengangkatan, keamanan bekerja dan seluruh tunjangan dan kondisi pelayanan, dan hak untuk mendapat pelatihan kejuruan dan pelatihan ulang, termasuk magang, pelatihan kejuruan lanjutan serta pelatihan kembali\u003C\u002Fli>\u003Cli>Hak atas persamaan pendapatan termasuk tunjangan, dan persamaan perlakuan sehubungan dengan pekerjaan yang sama nilainya, seperti juga persamaan perlakuan dalam melakukan evaluasi terhadap kualitas kerja\u003C\u002Fli>\u003Cli>Hak atas jaminan sosial, terutama dalam hal pensiun, pengangguran, sakit, cacat dan lanjut usia, serta semua bentuk ketidakmampuan untuk bekerja, seperti juga hak atas masa cuti yang dibayar\u003C\u002Fli>\u003Cli>Hak atas perlindungan kesehatan dan keselamatan dalam kondisi kerja, termasuk atas perlindungan untuk reproduksi.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Apa pekerja perempuan bisa mendapat kesempatan yang sama dalam mengembangkan karir dengan pekerja laki – laki?\u003C\u002Fb>\u003C\u002Fh3>\u003Cp>Perusahaan wajib memberikan kesempatan atau partisipasi yang sama antara laki - laki dan perempuan dalam hal pengembangan diri melalui berbagai program \u003Ci>training\u003C\u002Fi> (pelatihan), otoritas untuk pengambilan keputusan, distribusi pekerjaan yang seimbang, juga lingkungan kerja yang sehat.\u003C\u002Fp>\u003Cp>Sama halnya dengan laki – laki, perempuan pun berhak mendapat penghargaan atas prestasi yang diraihnya, berhak dipilih dan diangkat dalam pekerjaan\u002Fjabatan sesuai dengan persyaratan dan peraturan perundang - undangan.  Semua itu diatur dalam pasal 12 ayat 3, pasal 31 Undang – Undang no 13 tahun 2003 mengenai Ketenagakerjaan dan pasal 49 Undang – Undang no 39 tahun 1999 mengenai Hak Asasi Manusia.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Bagaimana menilai bahwa seorang pekerja itu digaji secara adil?\u003C\u002Fb>\u003C\u002Fh3>\u003Cp>Secara umum, pekerja menilai sistem pembagian gaji itu adil bila mereka menerima gaji yang sama besar dengan performa atas pekerjaan yang telah mereka lakukan, \u003Ci>Equal work = Equal pay\u003C\u002Fi>.  \u003C\u002Fp>\u003Cp>Agar kita mengetahui apakah kita digaji secara adil atau tidak, kita harus menganalisa keadaan kantor kita saat ini, seperti banyaknya staff yang ada, jabatan apa saja yang ada, gaji yang diterima oleh tiap orang, kenaikan (gaji\u002Fjabatan) atas prestasi yang telah dilakukan.\u003C\u002Fp>\u003Cp>Anda juga dapat menggunakan fasilitas Survey Gaji dan Cek Gaji yang ada di Gajimu untuk bisa mengetahui berbagi dan mengetahui perbandingan gaji dengan pekerja – pekerja lain. Cara – cara itu dapat dilakukan agar anda bisa mengetahui apakah anda telah digaji secara adil atau tidak.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Apa pekerja perempuan dilindungi terhadap kekerasan\u002Fpelecehan seksual di tempat kerja?\u003C\u002Fb>\u003C\u002Fh3>\u003Cp>Ya tentu saja. Ada banyak kebijakan hukum yang melindungi pekerja perempuan terhadap pelecehan seksual di tempat kerja seperti : Undang-Undang Nomor 39 Tahun 1999 tentang Hak Asasi Manusia, Undang-Undang Nomor 23 Tahun 1992 tentang Kesehatan, pasal 86 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan yang menyatakan bahwa setiap pekerja berhak menerima perlindungan terhadap perlakuan tak bermoral dan tak bersusila yang mencerminkan harga diri sebagai manusia dan nilai-nilai keagamaan.\u003C\u002Fp>\u003Cp>Biasanya dalam perjanjian kerja juga tertulis penjelasan mengenai peraturan tentang pelecehan seksual. Bila seseorang melakukan perbuatan tidak menyenangkan apalagi pelecehan seksual dapat dikenakan sanksi pemutusan hubungan kerja.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Jika Anda merasa terdiskriminasi atau dilecehkan oleh atasan atau rekan kerja, apa yang dapat Anda lakukan?\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>Buat atasan menyadari bahwa Anda merasa didiskriminasikan atau dilecehkan.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Dalam banyak kasus, pekerja tidak berani untuk berbicara dan mempertegas bahwa perilaku atasan\u002Frekan kerja Anda tersebut tidak diinginkan.\u003C\u002Fp>\u003Cul>\u003Cli>Biarkan atasan Anda mengetahui bahwa Anda menganggap masalah diskriminasi dan pelecehan sebagai masalah serius.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Pastikan pihak perusahaan menulis laporan setiap kali Anda melaporkan insiden diskriminasi atau pelecehan. Tanyakan pada pihak perusahaan tindakan apa yang akan mereka ambil terhadap pelanggaran yang terjadi pada Anda.\u003C\u002Fp>\u003Cul>\u003Cli>Buatlah catatan dari setiap insiden diskriminasi atau pelecehan yang Anda alami. Catat tanggal, waktu perkiraan, lokasi, pihak yang terlibat, saksi, dan rincian dari perilaku\u002Fperkataan yang melecehkan.\u003C\u002Fli>\u003Cli>Simpan benda\u002Fgambar yang diberikan kepada Anda di tempat kerja yang Anda percaya adalah memiliki unsur diskriminatif atau melecehkan.\u003C\u002Fli>\u003Cli>Meninjau kebijakan anti-diskriminasi di perusahaan Anda.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Jika Anda memiliki salinan kebijakan\u002F peraturan perusahaan yang menuliskan peraturan mengenai diskriminasi, tentu akan menguntungkan Anda apabila Anda mengajukan keluhan mengenai perlakuan diskriminatif\u002F melecehkan.\u003C\u002Fp>\u003Cul>\u003Cli>Pelajari mengenai hukum atau  Undang-Undang yang mengatur mengenai perlakuan adil di tempat kerja, diskriminasi di tempat kerja, kesenjangan upah, pelecehan seksual, dll.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Bila saya mengajukan keluhan, apakah saya akan dipecat?\u003C\u002Fb>\u003C\u002Fh3>\u003Cp>Sama sekali tidak! Jangan pernah takut untuk mengekspresikan ketidak puasan anda pada perusahaan, karena kita berhak menyampaikan pendapat. Jika Anda mengalami perlakukan yang tidak baik atas tindakan yang dilakukan oleh atasan Anda, maka Anda dapat menyampaikan keluhan tersebut kepada pihak-pihak yang berkepentingan. Tata cara penyampaian pengaduan dan keluh kesah adalah sebagai berikut:\u003C\u002Fp>\u003Cul>\u003Cli>Anda bisa menyampaikan keluhan Anda secara baik – baik kepada pihak Sumber Daya Manusia (SDM) atau atasan Anda secara langsung. Dan berdiskusi bersama dalam penyelesaian masalah.\u003C\u002Fli>\u003Cli>Apabila penyelesaian tidak diperoleh pada tingkat pertama maka pengaduan dilanjutkan pada Lembaga Bipartit.\u003C\u002Fli>\u003Cli>Apabila penyelesaian tidak diperoleh pada tingkat kedua maka pengaduan diteruskan Serikat Pekerja untuk menyelesaikan dengan pengusaha.\u003C\u002Fli>\u003Cli>Apabila penyelesaian tidak diperoleh pada tingkat ketiga maka pengaduan di sampaikan oleh salah satu pihak kepada pegawai perantara.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Bagaimana peran pengusaha menerapkan kesetaraan gender dan anti diskriminasi?\u003C\u002Fb>\u003C\u002Fh3>\u003Cp>Perusahaan dapat berperan dalam kesetaraan gender di tempat kerja dengan menerapkan kebijakan kesempatan yang sama. Kebijakan tersebut harus menguraikan secara singkat keinginan dan langkah yang diambil untuk menerapkan kesetaraan partisipasi dan perlakuan seperti:\u003C\u002Fp>\u003Cul>\u003Cli>Kebijakan dan program untuk menghapuskan pembedaan jenis pekerjaan berdasarkan jender, dan untuk meningkatkan peluang bagi perempuan untuk pindah ke pekerjaan yang berorientasi ketrampilan dan bersifat non-tradisional.\u003C\u002Fli>\u003Cli>Penegakan kebijakan yang tegas untuk menghapuskan pelecehan seksual dan diskriminasi.\u003C\u002Fli>\u003Cli>Dukungan terhadap kebijakan yang mengacu pada keluarga dan kesetaraan tanggung jawab dan manfaat keluarga bagi kedua orang tua\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Apa saja manfaat bagi perusahaan yang menerapkan perlakuan yang sama di tempat kerja?\u003C\u002Fb>\u003C\u002Fh3>\u003Cp>Perlakukan adil di tempat kerja tidak hanya memberi manfaat bagi pekerja akan tetapi juga memberikan keuntungan bagi perusahaan. Keuntungan-keuntungan tersebut berupa:\u003C\u002Fp>\u003Cul>\u003Cli>Peningkatan umpan balik bagi perusahaan karena telah melaksanakan investasi pada semua  pekerja\u002Fburuh secara adil;\u003C\u002Fli>\u003Cli>Penurunan angka ketidakhadiran karena adanya kesempatan yang sama pada seluruh pekerja\u002Fburuh di tempat kerja untuk menjadi ’orang penting’ di perusahaan melalui persaingan yang adil;\u003C\u002Fli>\u003Cli>Tersedianya alternatif pemilihan tenaga kerja yang lebih baik.  Perlakukan adil di tempat kerja akan memberikan kesempatan yang lebih luas pada pencari kerja laki-laki maupun perempuan, untuk mendaftarkan diri pada lowongan kerja yang ada sehingga tim rekrutmen dan seleksi di perusahaan mempunyai pilihan calon pencari kerja yang lebih banyak dan beragam;\u003C\u002Fli>\u003Cli>Peningkatan produktivitas tenaga kerja. Dengan menerapkan perlakukan adil di perusahaan, diharapkan tingkat perpindahan tenaga kerja (\u003Ci>labor turn over\u003C\u002Fi>), tingkat ketidakhadiran, dan tingkat kesalahan dalam produksi dan administrasi akan menurun;\u003C\u002Fli>\u003Cli>Peningkatan loyalitas, moral, dan kepuasan kerja pekerja\u003C\u002Fli>\u003Cli>Meningkatkan kepuasan para pelanggan dan volume penjualan. Penerapan perlakukan adil di tempat kerja akan  menguatkan semangat kerja dan meningkatkan kepuasan pelanggan dan secara otomatis meningkatkan volume penjualan;\u003C\u002Fli>\u003Cli>Risiko pengaduan  terhadap praktek diskriminasi di perusahaan akan berkurang dan menjadi hilang;\u003C\u002Fli>\u003Cli>Terciptanya hubungan kerja yang harmonis, dinamis dan berkeadilan  melalui pengaturan hak dan kewajiban serta perlakuan yang sama di tempat kerja yang diatur dalam Perjanjian Kerja (PK), Peraturan Perusahaan (PP), atau Perjanjian Kerja Bersama (PKB).\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Cp>\u003Cb>Sumber:\u003C\u002Fb>\u003C\u002Fp>\u003Cp>Indonesia. Undang-undang Nomor 80 tahun 1957 tentang Pengesahan Konvensi ILO Nomor 100 tahun 1951 tentang Pengupahan yang Sama Bagi Buruh Laki-laki dan Perempuan untuk Pekerjaan yang Sama Nilainya\u003C\u002Fp>\u003Cp>Indonesia. Undang-undang Nomor 21 tahun 1999 tentang Pengesahan Konvensi ILO No. 111 tahun 1957 tentang Diskriminasi dalam Pekerjaan dan Jabatan.\u003C\u002Fp>\u003Cp>Indonesia. Undang-undang Nomor 7 Tahun 1984 tentang Ratifikasi Konvensi Penghapusan Segala Bentuk Diskriminasi terhadap Perempuan\u003C\u002Fp>\u003Cp>Indonesia. Undang-undang Nomor 39 Tahun 1999 tentang Hak Asasi Manusia\u003C\u002Fp>\u003Cp>Indonesia. Undang-undang Nomor 21 Tahun 2000 tentang Serikat Pekerja\u002FSerikat Buruh\u003C\u002Fp>\u003Cp>Indonesia. Undang-Undang Nomor 13 Tahun 2003 tentang Tenaga Kerja\u003C\u002Fp>\u003Cp>Indonesia. Undang-undang Nomor 8 Tahun 2016 tentang Penyandang Disabilitas\u003C\u002Fp>\u003Cp>Indonesia. Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja\u003C\u002Fp>\u003Cp>Indonesia. Peraturan Pemerintah No. 36 Tahun 2021 tentang Pengupahan\u003C\u002Fp>\u003Cp>Indonesia. 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