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Case Study: Flexible Working Arrangements at Digiserve by Telkom Indonesia (Previously Telkomtelstra)

Investing in Women Indonesia Business Coalition for Women Empowerment

2022

Indonesia

Case Study

Monitoring, Evaluation & Learning Workplace Gender Equality

Case Study: Flexible Working Arrangements at Digiserve by Telkom Indonesia (Previously Telkomtelstra)

Case Study: Flexible Working Arrangements at Digiserve by Telkom Indonesia (Previously Telkomtelstra)

The Flexible Working Arrangements at Telkom Indonesia (Previously Telkomtelstra) case study by Investing in Women showcases how and why Telkomtelstra put in place measures to achieve flexible working arrangements as part of the company’s commitment to supporting women in Science Technology Engineering and Maths (STEM) sectors and membership of the Indonesia Business Coalition for Women Empowerment (IBCWE).

The case study explores how the telecommunications industry in Indonesia is male dominated, with women making up only 36 percent of Telkomtelstra’s workforce, making it difficult to attract and maintain women employees.

The case study goes on to outline how, through commitment from leadership and comprehensive support from the Human Resources (HR) department, the flexible working arrangement at Telkomtelstra improves employee engagement, while also increasing productivity, cost efficiency and credibility for the company.

Highlights

  • The flexible working arrangements at Telkomtelstra cover three aspects:
    • Flexible working hours: Employees are allowed to work flexibly, as long as they work for a total of eight hours per day and 40 hours per week.
    • Remote working: From time to time, employees may work from home (remotely) or from client offices.
    • Unpaid leave: This form of flexibility aims to help employees who have specific needs that require their attention over a longer timeframe, for example family issues, or to focus on completing training or studies.
  • To support implementation of the policy and to support managers and employees to troubleshoot issues related to flexible working, the HR team have introduced: an education program for all employees and new recruits; an anonymous survey and HR clinics to collect feedback from employees; and coaching for managers.
  • The implementation of the flexible working arrangement at Telkomtelstra has not only had a positive impact on employee engagement, but also increased productivity, cost efficiency and credibility.

Contents

  • Challenge
  • Opportunity for Change
  • Actions to Promote Flexible Working Arrangements at Telkomtelstra
    • An education program for all employees and new recruits
    • Collecting feedback from employees through an anonymous employee survey and HR clinics
    • Providing coaching to managers
  • Outcomes
    • Employee Engagement
    • Increased Productivity
    • Cost Efficiency
    • Increased credibility
  • Moving Forward
    • Providing support to employees to purchase equipment
    • Developing training on time management and wellbeing
    • Following up on two recommendations from the GEARS diagnostic report
    • Sharing good practice
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