Supporting Gender Diversity in Indonesia

Enhancing gender diversity in the workplace and minimizing work discrimination associated with female employees in Indonesia enterprises is still a work in progress.

Enhancing gender diversity in the workplace and minimizing work discrimination associated with female employees in Indonesia enterprises is still a work in progress. In supporting the government’s agenda to achieve one of Sustainable Development Goals (SDG) 2015 – 2030, that is optimizing gender diversity and women empowerment, Cerita Perempuan together with Coca-Cola Amatil Indonesia (CCAI) and Telkomtelstra are collaborating to run this year’s Indonesia Women’s Forum. The aim of the forum is to highlight the key role of regulation in the workplace to promote gender diversity and empower female employees.

Secretary of Indonesian Women Empowerment and Child Protection Ministry, Dr. Pribudiarta Nur Sitepu, MM opened the forum together with Lucia Karina, Director of Public Affairs and Communications of Coca-Cola Amatil Indonesia and Erik Meijer, President Director of Telkomtelstra. Running the discussion panel were Debbie Nova, Group Chief of Information Coca-Cola Amatil; Ernest Hutagalung, CFO of Telkomtelstra; and Nita Yudhi as Vice Chairwomen for Women Empowerment of KADIN (Chamber of Commerce and Industry) Indonesia and President of Indonesia Business Woman Association.

Ms. Karina, Public Affairs and Communications Director of CCAI said that achieving gender diversity in private sector can be driven through many channels, one of them being providing equal opportunities for both gender in capability development. “Our female employees play significant roles in many aspects of our business, including leadership position in typically male-dominated functions such as manufacturing, distribution, cold drink equipment and services. These amazing female leaders successfully leveraged their potentials through persistency, hard work, and comprehensive trainings specifically built for the female employees of Amatil. While there are still lots to do, it is obvious that we are committed to diversity and inclusivity. Not only because as an organization we always support Indonesian government’s agenda, but because we believe it is the way to achieve sustainable success.”

Entering Indonesia in 1992, CCAI currently operates eight bottling plants, two preform plants, and four Mega Distribution Centers to serve more than thousands of customers across the country. For more than 26 years, CCAI has inaugurated several infrastructure investments such as production lines and mega distribution centers, and these past few years Coca-Cola Amatil Indonesia has extended its focus to build comprehensive capability development programs for both gender to achieve gender diversity. Currently 28,2% of managerial level in CCAI are female.

Within the forum, Cerita Perempuan highlighted McKinsey Global Institute research on the importance of strategic partnerships between the private sector, governments and professional associations to empower gender diversity. The research shows that collaboration efforts between public and private sectors to reduce gender gap issues in the workplace by 2025 potentially will increase the Gross Domestic Product (GDP) by US$ 12 billion globally. This demonstrates the immense potential for women in the Indonesian workforce. “In the past few years Indonesia has shown sturdy GDP growth, and this is partly attributed to the increasing number of women participation in the workplace. This should remind us that every action and effort counts. There is no better time than now for government, private sectors, communities, as well as individuals to harness the full potential of female employees in the workplace,” says Nita Yudhi, Vice Chairwomen for Women Empowerment of KADIN Indonesia and President of Indonesia Business Woman Association.

Telkomtelstra realizes the need to create and sustain gender diversity in the workplace setting by committing to the company pledge for parity that it launched in 2016. "We believe it will take a company's significant commitment by providing policies as well as facilities that can help achieve gender parity more quickly. In Telkomtelstra, we strive to drive diversity and inclusion through many programs, such as flexible working options, providing facilities for breastfeeding mothers, and additional paternity leave for new fathers," said Erik Meijer, Telkomtelstra’s President Director.  Telkomtelstra has a company policy that ensures female candidates presence as much as possible when reviewing talent to fill the leadership positions. "We are aiming to drive more gender-balanced leadership in our organization," added Erik.

The forum held today successfully brought together representatives from private and social sectors in the discussion panel and subsequent workshops, resulting is a one-pager of recommended policies to support gender diversity in the workplace. The one-page recommendation is the embodiment of private sector’s commitment to support the government in actively promoting the importance of gender diversity and women empowerment through suitable regulation that will protect female employees’ welfare and promote equal human rights.