Leading to success: The business case for women in business and management in Indonesia

In Indonesia, the impact of the COVID-19 pandemic has been gendered.Women are over-represented in temporary or part-time employment, and therefore are more at risk of losing their jobs compared to men. Women also comprise the majority of employees in the services sector, which has been particularly hit by restrictions to curb the spread of the virus. While this crisis has highlighted the importance of flexible work arrangements and telework, it has also exacerbated women’s double burden in balancing family and work responsibilities.

This country brief demonstrates the business case for gender diversity in management and workplace gender equality in Indonesia considering the COVID-19 context. The brief also showcases ILO’s efforts to provide women workers with critical STEM-related soft and technical skills to improve their employability and career prospects in Indonesia.

This country brief highlights findings relevant to Indonesia from the ILO report Women in Business and Management (WIBM): The Business Case for Change. These findings are complemented with research by the International Labour Organization (ILO) and Investing in Women (IW). The WIBM research examined how gender diversity at decision making levels of business improves organisational performance and increases profitability. As part of this, the ILO conducted a global survey with 12,940 enterprises in 70 countries.

Contents

• Introduction and overview of Indonesia
• The business case for advancing women in business and management
  • Gender diversity initiatives enhance business outcomes
  • Attracting and retaining skilled staff is challenging
  • Female talent pool is increasing
• Gender diversity in business and management
  • Women in management
  • Women CEOs
  • Women’s representation and leadership on boards of directors
• Transforming the wider business environment
  • Shaping a gender inclusive organisational culture
  • Promoting flexible work arrangements
  • Reducing the gender pay gap
  • Implementing effective enterprise policies and measures
• Conclusion

This document has also been published on the ILO website.