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Case Study: Promoting Women’s Leadership at Tira Austenite Indonesia

Investing in Women Indonesia Business Coalition for Women Empowerment

2022

Indonesia

Case Study

Monitoring, Evaluation & Learning Workplace Gender Equality

Case Study: Promoting Women’s Leadership at Tira Austenite Indonesia

Case Study: Promoting Women’s Leadership at Tira Austenite Indonesia

The Promoting Women’s Leadership at Tira Austenite case study by Investing in Women showcases how and why Tira Austenite has made progress towards redressing the gender imbalance in its male-dominated workforce, as part of its membership of the Indonesia Business Coalition for Women Empowerment (IBCWE).

The case study explores how attracting new female talent is a challenge for the steel and gas industry, in which Tira Austenite operates, because gendered social norms maintain that men are more suited to these sectors.

The case study goes on to outline how, by focusing on women’s leadership, Tira Austenite created a system that identifies and supports women to progress in the company, with the aim of attracting and inspiring the next generation of employees.

Highlights

  • Gendered societal norms within the male dominated steel and gas industry influenced Tira’s practice of advertising certain jobs with a preference for male candidates, while women were recruited for HR or administrative roles.
  • Further, low staff turnover meant that senior management positions are filled by developing a pipeline of leadership within the company. The high ratio of male to female employees alongside low staff turnover led to fewer women in management positions, perpetuating the cycle of gender imbalance.
  • As part of its EDGE certification, Tira Austenite committed to 11 proposed actions, including eight related to human resources management. This process helped to increase awareness within the leadership and HR teams of the importance of Workplace Gender Equality (WGE) and the ways in which Tira Austenite could improve their policies and practices related to this goal.
  • The actions put in place (including revised policies on hiring and promotion, equal pay and training) have resulting in a doubling of the number of women in leadership in two years; a gender-neutral approach to recruitment advertising; and women leaders themselves recognising the culture of equality at Tira Austenite.

Contents

  • Challenge
  • Opportunity for Change
  • Actions to Promote Women’s Leadership at Tira Austenite
    • Revising existing Standard Operating Procedures (SOPs) related to Human Resource Management
    • Providing soft skills trainings for staff
    • Monitoring performance data disaggregated by gender
  • Outcomes
    • Doubling number of women in leadership in two years
    • Gender-neutral recruitment advertisement
    • Culture of equality recognised by women in leadership
  • Moving Forward
    • Continued communication
    • Consistent implementation of recruitment and selection policies
    • Creating enabling policies
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