Internal policies

Child protection policy


Center for Indonesian Policy Studies (CIPS) has zero-tolerance approach to child exploitation or abuse. According to Indonesian Law, we are responsible to prevent any activities that may lead to child abuse and exploitation. Therefore, this child protection policy was made as an activity or initiative to protect children from any form of harm and to demonstrates a commitment to safeguarding children and to makes clear to all what is required in relation to child protection. It helps to create a safe and positive environment for children and to show that the organization is taking its duty and responsibility of care seriously.


This policy applies to:

  • a full-time, part-time or casual staff member;

  • temporary or agency employee;

  • an intern;

  • a volunteer;

  • an external individual engaged in CIPS activities;

  • a contractor, sub-contractor or service provider.

The word ‘abuse’ in this policy refers to:

  • physical abuse: the use of physical force against a child that results in harm to the child. Physically abusive behavior includes shoving, hitting, slapping, shaking, throwing, punching, kicking, biting, burning, strangling and poisoning;

  • neglect: the failure by a parent or caregiver to provide a child with the conditions that are culturally accepted as being essential for their physical and emotional development and wellbeing;

  • emotional abuse: refers to a parent or caregiver’s inappropriate verbal or symbolic acts toward a child, or a pattern of failure over time to provide a child with adequate non-physical nurture and emotional availability. Such acts have a high probability of damaging a child’s self-esteem or social competence;

  • sexual abuse: the use of a child for sexual gratification by an adult or significantly older child or adolescent;

  • ill treatment: disciplining or correcting a child in an unreasonable and seriously inappropriate or improper manner; making excessive and/or degrading demands of a child; hostile use of force towards a child; and/or a pattern of hostile or unreasonable and seriously inappropriate degrading comments or behavior towards a child.

Child exploitation includes:

  • committing or coercing another person to commit an act of abuse against a child;

  • possessing, controlling, producing, distributing, obtaining or transmitting child exploitation material

  • according to Indonesian Law no. 13/2003 article 68 on manpower, employers are not allowed to employ children below 18 years old. Within a specific terms and condition, there is an exemption to employ children between 13 – 15 years old.

sexual harrasment policy

CIPS is committed to provide a safe environment for all its employee free from discrimination on any ground and from harassment at work including sexual harassment. CIPS applies a zero-tolerance policy to any form of sexual harassment in the workplace, treats all incidents seriously and promptly investigates all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including termination of employment.

All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. 

What Qualifies as Sexual Harassment?

Sexual harassment is any unwelcome sexual conduct, request for engaging in sexual act, verbal or physical gestures of a sexual nature, or behavior that is sexual in nature, which makes another person feel humiliated and/or intimidated, and that action interferes with work, and creates an intimidating, hostile or disrespectful work environment.

Sexual harassment is:

  1. inappropriate sexual behavior;

  2. request for sexual favors; 

  3. verbal or physical statements or gestures describing sexual acts, and;

  4. unwanted sexual acts.


  1. the victim has declared the behavior undesirable;

  2. the victim feels insulted, intimidated and/or pressured by the act;

  3. the harasser could have reasonably anticipated and understood that the victim will feel intimidated, humiliated, insulted and/or pressured by the act.

Behaviors that qualify as sexual harassment are:

  1. Physical – Any unwanted physical contact, ranging from inappropriate touching to sexual assault and rape;

  2. Verbal – unwanted and intimidating comments and questions about appearance, lifestyle, sexual orientation, as well as sex-related jokes or insults, either in direct or in telecommunication;

  3. Non-verbal – staring, whistling, sexually suggestive gestures, unwelcome display of sexually explicit material including pictures, magazines, videos or objects;


Acts of sexual harassment in the workplace have been regulated by the Indonesian government under the Criminal Code of the Republic of Indonesia Article 294 (2), Indonesian Labor Law No. 13/2003 concerning manpower article 86 (1), and the guideline for prevention of sexual harassment in work environment by the International Labor Organization (ILO).

To Whom This Applies

 Anyone can be a victim of sexual harassment, regardless of their sex and the sex of the harasser. CIPS recognizes that sexual harassment may occur between people of the same sex. CIPS also recognizes that sexual harassment is a manifestation of power and may occur between different hierarchical levels in the organization. This policy applies to all CIPS members, including:

  • full time and part-time staff;

  • senior fellows, visiting fellows, associate researchers;

  • trainees and temporary employees ;

  • interns;

  • volunteers;

  • external individuals engaged in CIPS activities;

  • contractors, sub-contractors or service providers.

CIPS prohibits all forms of sexual harassment whether taking place in CIPS office premises or outside, including social events, business trips, training sessions, conferences or any other outside activities by CIPS.





Fraud and corruption prevention policy


Definition of Corruption

In accordance with Indonesian Law on Eradication of the Criminal Act of Corruption no.31/1999, penal code of the Republic of Indonesia article 372, article 378, article 209, article 368, and other related laws regarding corruption, CIPS defines act of corruption includes anyone who:

  • Illegally commits an act to enrich oneself or another person or other entities to the detriment of the finances and assets of CIPS and its donors and grantors;

  • Illegally enriching oneself or another person or other entities, with abusing the authority, opportunity or facilities given to him related to his post or position, to the detriment of the finances and assets of CIPS and its donors and grantors;

  • Giving or promising something to someone with the intention to persuade the recipient to do or not to do something, which is contrary to the recipient’s authority or obligation, known as bribery;

  • With deliberate intent and unlawfully appropriates property which wholly or partially belongs to another and which he has in his possession otherwise than by a crime, known as embezzlement;

  • With intent to unlawfully benefit himself or another, either by assuming a false name or a false capacity, or by crafty artifices, or by a web of fictions, induces someone to deliver any property or to negotiate a loan or to annul a debt, known as fraud;

  • With intent to unlawfully benefit himself or another, by force or threat someone either to deliver a good belongs to that person or to a third party, known as extortion;

  • Receives any offer, payment and/or gift to encourage him/her to do or not to do something in relation to his/her position or obligation, known as gratifications.



Statement of Attitude to Fraud and Corruption 

CIPS requires all staff at all times to act honestly and with integrity and to safeguard the institute’s resources for which they are responsible CIPS is committed to protecting all revenue, expenditure and assets from any attempt to gain illegal financial or other benefits.


Perpetrators of Fraud and Corruption

Any fraud or corruption committed against CIPS is a major concern to us. Consequently, any case will be thoroughly investigated and appropriate disciplinary action will be taken against anyone who is found guilty of corrupt conduct. This may include referral to the Police and other authorized personnel. 

CIPS endeavors to make its staff, interns, volunteers, contractors, suppliers and donors aware of its statement of attitude to fraud and corruption by:

  • inform the document to any new member

  • placing it on the CIPS website.

  • referring to key attributes of the strategy in CIPS’ publications including the annual report.

  • providing a summary in training sessions.

  • regular Fraud and Corruption awareness activities


Code of Conduct

All CIPS members are subject to the provisions and requirements of the CIPS’ Code of Conduct. The Code of Conduct assists in preventing fraud and corruption within CIPS and the following statement is incorporated in the Code of Conduct to that effect:

All members of CIPS are expected to perform their duties with efficiency, fairness, impartiality, integrity, honesty, and compassion. This code aims to clarify for all staff the conduct expected in the performance of their duties and to provide them with a guide to solving ethical issues. To this end we expect every member to conduct the activities of CIPS with the utmost integrity, honesty, accuracy and fairness. We need to examine our actions in accordance with this standard and where this generates concerns we should raise them in the appropriate manner and resolve them before proceeding.

data protection policy

Personal Data


CIPS takes employee’s privacy seriously and makes all efforts to protect employee’s personal information from misuse, interference and loss; and from unauthorized access, modification or disclosure. Personal data is classified as confidential and it must be respected by all CIPS members. All personal information about CIPS employees collected by CIPS, such as personal contact details (ID, photograph, salary details, etc) will be used for contract and work purposes only. 

CIPS personnel need to respect and apply these basic principles while processing personal data: Fair processing, purpose specification, accuracy, respect, confidentiality and security. 



This policy applies to all personal data held by CIPS in relation to persons of concern to CIPS. Data which will be protected under this policy includes:

  • Biographical data (biodata) such as name, sex, marital status, date and place of birth, country of origin, country of asylum, occupation, religion, and ethnicity;

  • Scanned ID;

  • Scanned NPWP;

  • Photograph;

  • Fingerprint;

  • Salary details;

  • Performance review;

  • Bank account details;

  • Personal address;


This policy applies whether the processing takes place within CIPS office or transferring personal data to other parties. The policy continues to apply even after persons are no longer CIPS staff members. Employment history details will be kept for work purposes and will not be shared with anybody or any institution.


Use and disclose personal information

Personal information will only be used and disclosed for the purpose for which it was collected. Any requests for information about personal data must have approval from the data subject. Information collected from all CIPS member will be used and disclosed to other organization or other parties within the following condition:


  • you have consented to use or disclosure for a secondary purpose;

  • it is requested by the law enforcement agency or court. Transfers may concern a person subject to an investigation for an allegedly committed crime, or in relation the victim(s) of or witness(es) to a crime.


+62 21 227 69 233

Jalan Terogong Raya No. 6B 


Jakarta Selatan 12430


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Center for Indonesian Policy Studies is officially registered
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