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*Translations are unofficial and provided by Google translate
Giải thưởng WEPs Châu Á - Thái Bình Dương của UN Women 2020:
Gặp gỡ những người chiến thắng trong khu vực
INDONESIA
Chúng tôi vui mừng thông báo những người chiến thắng Giải thưởng WEPs Châu Á - Thái Bình Dương lần đầu tiên của UN Women 2020!
Xin chúc mừng tất cả những người chiến thắng, những người đã cam kết thúc đẩy bình đẳng giới và trao quyền kinh tế cho phụ nữ. Những nhà vô địch về giới này từ các quốc gia, ngành và lĩnh vực khác nhau lần lượt được công nhận vì Cam kết lãnh đạo xuất sắc, Lãnh đạo thanh niên, Nơi làm việc hòa nhập giới, Thị trường đáp ứng giới, Sự tham gia của cộng đồng và ngành, và Hành động COVID-19.
Người chiến thắng
Nicke Widyawati
CEO PT. Pertamina (Persero)
As a CEO in a male-dominated culture company, Nicke initiated an improved inclusive culture and gender equality in the workplace through the establishment of the PERTIWI Community. The community acts as the company partner in promoting an inclusive workplace and gender equality in various areas, such as talent development, corporate sustainability, employee well-being, and partnership & communication. Through PERTIWI Community, Nicke boosts female leadership in the company and increases the proportion of female workers in every position and function, establishes workplace discrimination and harassment reporting lines, and closely monitor the achievement of opportunity pay gap. Moreover, she also drives Pertamina’s contribution to empower womenpreneur that own small and medium enterprises through mentoring and training activities.
As a CEO in a male-dominated culture company, Nicke initiated an improved inclusive culture and gender equality in the workplace through the establishment of the PERTIWI Community. The community acts as the company partner in promoting an inclusive workplace and gender equality in various areas, such as talent development, corporate sustainability, employee well-being, and partnership & communication. Through PERTIWI Community, Nicke boosts female leadership in the company and increases the proportion of female workers in every position and function, establishes workplace discrimination and harassment reporting lines, and closely monitor the achievement of opportunity pay gap. Moreover, she also drives Pertamina’s contribution to empower womenpreneur that own small and medium enterprises through mentoring and training activities.
Tamara Dewi Gondo Soerijo
CEO, Liberty Society
As a CEO, Tamara lead Liberty Society as a fashion social enterprise that empowers women affected by violence with upskilling opportunities, access to market and community. Liberty Society serve consumers & corporates with ethically made and sustainably crafted merchandises and lifestyle goods. Several activities implemented to empower women such as tailoring, financial literacy and English class workshop. With over 7 years of community development sphere experience, Tamara assists from ideation of theory of change to leading the execution. To ensure all voices are heard and conflicts resolved, she drives the team to place mentorship and buddy system. As a result, women joining Liberty Society gained improvement in several aspects, including income, well-being and productivity hours.
As a CEO, Tamara lead Liberty Society as a fashion social enterprise that empowers women affected by violence with upskilling opportunities, access to market and community. Liberty Society serve consumers & corporates with ethically made and sustainably crafted merchandises and lifestyle goods. Several activities implemented to empower women such as tailoring, financial literacy and English class workshop. With over 7 years of community development sphere experience, Tamara assists from ideation of theory of change to leading the execution. To ensure all voices are heard and conflicts resolved, she drives the team to place mentorship and buddy system. As a result, women joining Liberty Society gained improvement in several aspects, including income, well-being and productivity hours.
L’Oréal Indonesia
Creating Gender-Inclusive Workplace through strategic programs in all pillars of Human Resources, ranging from recruitment to career management and benefit.
Implementation such as gender-neutral and equitable recruitment policy, annual remuneration review to monitor gender pay gap, clear promotion and career management pathways and training to develop female leadership. Moreover, L'Oréal Indonesia provide variety of benefits to support and reward all employee, including Total Reward Program to look after employee’s emotional wellness and Share & Care Program to make employees feel secure in health and safety, financial aspect, and ensuring work-life balance as well as well-being of female and male employees.
Implementation such as gender-neutral and equitable recruitment policy, annual remuneration review to monitor gender pay gap, clear promotion and career management pathways and training to develop female leadership. Moreover, L'Oréal Indonesia provide variety of benefits to support and reward all employee, including Total Reward Program to look after employee’s emotional wellness and Share & Care Program to make employees feel secure in health and safety, financial aspect, and ensuring work-life balance as well as well-being of female and male employees.
PT AMAAN INDONESIA SEJAHTERA
To expand the business in new areas, AMAAN always conduct sharing activities (AMAAN Berbagi) to help the surrounding community fulfil their daily basic needs. In the business practice, AMAAN provides financing access for women micro-entrepreneurs in several provinces in Indonesia, financial literacy and knowledge related to financial and business management, health and education through AMAAN application. Moreover, AMAAN continuously explore the needs of women micro-entrepreneurs to improve the quality of services
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The Body Shop® Indonesia
Semua Peduli, Semua Terlindungi #TBSFightForsisterhood (everyone care, everyone protected) Campaign to stop sexual violence in Indonesia. The campaign is focusing on education, victim recovery, donation, and pressing for the ratification of the Elimination of Sexual Violence Draft. Through nationwide public education, the movement is reaching out 5 million people and received nearly 500.000 petition signatures.
Gojek
Creating Long-Term Value for People and The Planet through ESG Report. One ESG issue that was considered of high materiality to Gojek was diversity and inclusion, both within the company and across platform. The objective of annual reporting on our ESG performance is to ensure Gojek is transparent and accountable to its commitments and target, and is systematically approaching and monitoring its progress on diversity and inclusion. As such, Gojek is now committed to reporting on its key DEI metrics and progress on related targets annually and did so in April 2021 for the first time.
Aparna Bhatnagar Saxena
CEO, TORAJAMELO
The commitment to empower women from the underprivileged rural communities in economic and social sphere. Aparna has strived to implement gender equality holistically throughout the company’s operations. Internally, she established policies to ensure the company adopt inclusive culture in the hiring, training, and treatment of their employees. Externally, Aparna has commenced the tracing of TORAJAMELO’s supply chain, to ensure that their partners are also committed to the same social and environmental approaches. Moreover, she initiated to work with various partners and local communities to educate women and promote gender equality & women’s empowerment.
The commitment to empower women from the underprivileged rural communities in economic and social sphere. Aparna has strived to implement gender equality holistically throughout the company’s operations. Internally, she established policies to ensure the company adopt inclusive culture in the hiring, training, and treatment of their employees. Externally, Aparna has commenced the tracing of TORAJAMELO’s supply chain, to ensure that their partners are also committed to the same social and environmental approaches. Moreover, she initiated to work with various partners and local communities to educate women and promote gender equality & women’s empowerment.
Á quân 1
Aria Widyanto
Chief Risk and Sustainability Officer, PT Amartha Mikro Fintek
As a private-sector leader, Aria initiated programs and partnerships projects with international organizations and private sectors to improve the capabilities and leadership of women in rural villages. He believes women's empowerment must be done at all levels of socio-economic class.
Under the leadership of Aria, Amartha is the first and might be the only technology company or startup company in Indonesia who appoints a top level management (C-level) of Chief of Risk who also responsible for the Sustainability aspect of the company. Under the Chief Risk and Sustainability
Officer (CRSO) function, Amartha integrates its metrics of women empowerment and improvement of wellbeing as part of business performance evaluation.
As a private-sector leader, Aria initiated programs and partnerships projects with international organizations and private sectors to improve the capabilities and leadership of women in rural villages. He believes women's empowerment must be done at all levels of socio-economic class.
Under the leadership of Aria, Amartha is the first and might be the only technology company or startup company in Indonesia who appoints a top level management (C-level) of Chief of Risk who also responsible for the Sustainability aspect of the company. Under the Chief Risk and Sustainability
Officer (CRSO) function, Amartha integrates its metrics of women empowerment and improvement of wellbeing as part of business performance evaluation.
Samira Shihab
CEO, Stellar Women
Samira realised the barriers that women has to face in being an entrepreneur. Hence, she created a women's empowerment program aiming to continued women’s leadership and representation in all industries of business. With her leadership, she has been able to cultivate a community and tap into various industries to increase awareness on these issues. In the past 9 months, Samira’s leadership has enabled her to execute multiple initiatives including launched the first ever women entrepreneurship accelerator with more than 1000 applications.
Samira realised the barriers that women has to face in being an entrepreneur. Hence, she created a women's empowerment program aiming to continued women’s leadership and representation in all industries of business. With her leadership, she has been able to cultivate a community and tap into various industries to increase awareness on these issues. In the past 9 months, Samira’s leadership has enabled her to execute multiple initiatives including launched the first ever women entrepreneurship accelerator with more than 1000 applications.
The Body Shop® Indonesia
Creating gender-balance workplace through robust HR Policies, including equal recruitment policy, medical benefit upgrade to, maternity benefit and establishment of nursing facilities, paternal leave, flexible working time, employee hotline to report violence and harassment, household economy development. In addition to that, The Body Shop® Indonesia continuously campaigning gender equality to both internal employee and public audience, one of which through “Stop Sexual Violence” campaign and forming the “Stop Sexual Violence Squad” to increase employee engagement for the issue.
BTPN Syariah
BTPN Syariah primarily serves productive underprivileged
women living in rural areas. The financing process is integrated under one product called Tepat Pembiayaan Syariah (TPS). TPS targets groups of women who have the dream and determination to change their lives. The product provides productive underprivileged women with opportunity to receive banking facilities that they would typically have
very limited access to. Operating under Islamic banking principles, TPS is designed to nurture the customers on the following 4 key behaviors: Courage to Do Business, Discipline, Hardwork, and Solidarity (known in its Indonesian acronym as BDKS).
women living in rural areas. The financing process is integrated under one product called Tepat Pembiayaan Syariah (TPS). TPS targets groups of women who have the dream and determination to change their lives. The product provides productive underprivileged women with opportunity to receive banking facilities that they would typically have
very limited access to. Operating under Islamic banking principles, TPS is designed to nurture the customers on the following 4 key behaviors: Courage to Do Business, Discipline, Hardwork, and Solidarity (known in its Indonesian acronym as BDKS).
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PT Amartha Mikro Fintek
Amartha's Sustainable Digital Transformation initiative aims at ensuring that digital transformation does not create new disparity for women in rural areas, which is digital divide. Amartha conducts various researches and tailor its products to ensure digitalization in finance does not left anyone behind.
Telkomtelstra (Now Digiserve)
Optimizing women talent by transparency, measurement and reporting to ensure gender equality becomes part of the business Strategy in modern organization. Telkomtelstra undergone five stages in measurement and reporting, started with setting the context that underlies why Diversity & Inclusion is an important part of the company's business strategy. Then, collecting the data and facts , selecting tools and methodologies that will be used to process and analyze the data to obtain insights. Later, the company will report the results of the analysis (insight) periodically to company management and to the employees and finally ensuring that the measurement and reporting process is done consistently, periodically and continuously as part of the business as usual of the company.
Encep Amir
CEO, Rubysh
Rubysh is meant to deliver a message that ugly-looking waste may transform into beautiful and stunning fashion items. Since 2016, Rubysh have been working on waste upcycling through the participation of the informal waste sector. Rubysh promote gender equality by giving opportunities to women in the form of skills required to support the family income, employ 40 women from marginalized groups as part of the social movement, and allocated some of the revenue to help communities in need, such as improving the sanitary system, school supplies for their children.
Rubysh is meant to deliver a message that ugly-looking waste may transform into beautiful and stunning fashion items. Since 2016, Rubysh have been working on waste upcycling through the participation of the informal waste sector. Rubysh promote gender equality by giving opportunities to women in the form of skills required to support the family income, employ 40 women from marginalized groups as part of the social movement, and allocated some of the revenue to help communities in need, such as improving the sanitary system, school supplies for their children.
2nd Runners Up
Neneng Goenadi
Country Managing Director, Grab Indonesia
Neneng Goenadi focuses on creating a workplace that is safe and respectful, enabling everyone to be the best version of themselves. She develops a strong culture that champions a diverse and inclusive workplace that extends beyond gender through Safe and Respectful Workplace (SRW) policy, a set of accelerative actions towards the safety and well-being of employees. This policy is developed aiming to enable Grab employees (Grabbers) to drive greater and sustainable high performance through a common understanding of how to create a safe and respectful workplace, and applied as well to customers, vendors, partners, contractors, agencies, suppliers, and visitors. In implementing the policy, Grab Indonesia under the leadership of Neneng, works with various stakeholders and partners such as as the Ministry of Women Empowerment and Child Protection, Non-Governmental Organizations such as Institut Perempuan, Yayasan Pulih, and Investing in Women.
Neneng Goenadi focuses on creating a workplace that is safe and respectful, enabling everyone to be the best version of themselves. She develops a strong culture that champions a diverse and inclusive workplace that extends beyond gender through Safe and Respectful Workplace (SRW) policy, a set of accelerative actions towards the safety and well-being of employees. This policy is developed aiming to enable Grab employees (Grabbers) to drive greater and sustainable high performance through a common understanding of how to create a safe and respectful workplace, and applied as well to customers, vendors, partners, contractors, agencies, suppliers, and visitors. In implementing the policy, Grab Indonesia under the leadership of Neneng, works with various stakeholders and partners such as as the Ministry of Women Empowerment and Child Protection, Non-Governmental Organizations such as Institut Perempuan, Yayasan Pulih, and Investing in Women.
Encep Amir
CEO, Rubysh
Encep Amir led Rubysh as a company to level up the value of waste by introducing the unique jewelry lines and other possible fashion items in the future. Rubysh designed and created fashion accessories from wasted materials by employing currently 40 women from poor communities near waste dumping sites. Rubysh work together with local waste banks, waste collectors, and several big brands to obtain the desired quality of waste (largely post-consumer packaging). Being one of the emerging brands in the slow fashion genre, Rubysh have attracted interest from many clothing designers that starts to embrace eco-friendly themes in their production houses which is a great chance to expand the reach to a broader market and eventually scale up the impacts.
Encep Amir led Rubysh as a company to level up the value of waste by introducing the unique jewelry lines and other possible fashion items in the future. Rubysh designed and created fashion accessories from wasted materials by employing currently 40 women from poor communities near waste dumping sites. Rubysh work together with local waste banks, waste collectors, and several big brands to obtain the desired quality of waste (largely post-consumer packaging). Being one of the emerging brands in the slow fashion genre, Rubysh have attracted interest from many clothing designers that starts to embrace eco-friendly themes in their production houses which is a great chance to expand the reach to a broader market and eventually scale up the impacts.
PT. Procter & Gamble Home Products Indonesia
P&G Indonesia Mulan Program to support a new mother worker in facing new life stages by providing maternity leave with flexibility to extend until 6.5 month, increase the paternity leave, redesigned and enhanced facilities in the lactation room. The program also provides flexible working arrangement, leadership support and role-modelling through mentorship program and inspiring session, and lastly, emotional support through Employee Assistance Program (EAP), Wonder Mommies Support Group as a safe circles for mother to share their experience, and new hire tea time, an inclusion program for female new hires to be educated by female leaders.
PT Karya Dua Anyam
Du Anyam creates wicker products through the most authentic craftsmanship of Indonesian women artisans. With the goal of economically empowering and improving the health of women in rural areas, it’s a brand built upon the values of its founders. It’s 3 pillars are Empower Women, Promote Culture, & Improve Livelihood
PT. Bank Rakyat Indonesia (Persero) Tbk
The initiative of Female BRILink’s Agents acquisition and Local Women Heroes to advance the role of women entrepreneurs through financial literacy and community empowerment with a community-based approach on business groups/clusters. This initiative are expected to create new embryos for sustainable business improvement. Several policies were established, such as MSME empowerment framework development and implementation, business model development, and criteria preparation to optimize “Female BRILink’s Agents” and “Local Women Heroes”.
PT PP (Persero) Tbk
To improve HR processes, PT PP successfully established the newest HCIS to monitoring employees’ career and data, namely SIAPP – by SAP Successfactor. The importance of providing detailed data related to the gender composition of companies is an effort to change the stigma of public towards the “masculinity” of construction industry. From the reliable data reporting, the company can provide equal career opportunities for everyone, both men and women, regardless of ethnicity, ethnicity, religion, race, class, or physical condition to be able to join as employees. This HCIS system can present data in real-time and make it easier for the company or related admin to make reports accurately and correctly. With information that can be obtained easily and transparently for all employees, it is expected to reduce the risk of discrimination by the company against its employees.
Carys Mihardja
CEO, Carys Care
Being under 20, Carys Mihardja has created a sustainable business model to empower women with down syndrome. She advocates for the eradication of hurtful stigmas through merchandise created by friends with Down Syndrome. In just 2 years, Carys Care have scaled up the business, extend the impact through social media and established partnerships with governments, international organisations, NGOs, and private sectors such as SOGO and Gallery Lafayette Jakarta departments store to sell the products.
Being under 20, Carys Mihardja has created a sustainable business model to empower women with down syndrome. She advocates for the eradication of hurtful stigmas through merchandise created by friends with Down Syndrome. In just 2 years, Carys Care have scaled up the business, extend the impact through social media and established partnerships with governments, international organisations, NGOs, and private sectors such as SOGO and Gallery Lafayette Jakarta departments store to sell the products.
Honorable Mentions
PT Telkom Indonesia (Persero) Tbk
Human Capital Management (HCM) Framework to unlock Indonesia’s women digital talent through empowerment and equality. This framework comprises 9 Main Programs of HARMONIZE: Culture, People and Organization as HCM strategy to provide the best working experience and pleasant culture for women. The main goal of the given framework is to ensure that all women employees are reassured of their presence and empowered throughout their career in order . enable them to reach the top leadership positions and bring inspiration towards
other fellow female employees. Additionally, the HCM Framework and the corporate culture implementation (AKHLAK) support women-led initiatives in establishing a community known as Srikandi TelkomGroup. This community is considered as one of the impactful communities to call forth important issues to be adapted as policies and key take actions for the management.
other fellow female employees. Additionally, the HCM Framework and the corporate culture implementation (AKHLAK) support women-led initiatives in establishing a community known as Srikandi TelkomGroup. This community is considered as one of the impactful communities to call forth important issues to be adapted as policies and key take actions for the management.
PT. Bank OCBC NISP Tbk
Promoting business equality beyond financial assistance under the Tidak Ada Yang Tidak Bisa #TAYTB Women Warrior. TAYTB Women Warrior program is a program that provides array of solutions to enable Indonesian women-preneurs in Indonesia to upgrade their business. The program has three unique pillars of Manage: banking services that help women entrepreneurs to have a robust financial management for business and personal finances, Grow: financial and beyond banking solutions that support businesses and enable women entrepreneurs to grow their personal wealth and business, and Live: supports to improve capabilities through knowledge and network opportunity.
Warung Pintar Group
Warung Pintar conducted a study of Juragan Perempuan, the store owner joining Warung Pintar’s ecosystem, to determine the level of involvement of Juragan Perempuan and gender relations in managing the stalls through the “Behind the Boss Ladies of Warung Pintar” report. From the study, Warung Pintar conclude that the involvement of women and gender relations that occur in the store business process can be seen from three important things, namely the types of work in the store, the space for women in making the business decisions, and the magnitude of the role of women as determinants of business policies.
*The UN Women Asia-Pacific WEPs Awards represents recognition of exemplary company efforts for gender equality and is limited to a designated category and a specific location and time period. Awarded organizations, alongside their products and services, receiving awards are not endorsed or affiliated with UN Women or WeEmpowerAsia and being recognized as an Awardee does not constitute a partnership. Claims, statements, or endorsements made by awardees are solely those of the individual or organization and do not represent official policies or positions of UN Women.
What are the WEPs?
2020 Awardees
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