IDF 2019: Learn from Inclusive Smart Employment Practices to Help Women and People with Disabilities

Nani Zulminarrani, Director of the PEKKA Foundation when speaking at the Inspire Special Session session entitled "Decent Work for Women in The Informal Sector ".

The Indonesia Development Forum (IDF) 2019 involves many disability groups as well as speakers who have a major role in creating inclusive employment for vulnerable groups.  One focus of attention in the spotlight is the use of technology to encourage higher employment for workers with disabilities. Utilization of this technology is carried out by Kerjabilitas, a website platform that helps people with disabilities meet with companies. 

According to Rubby Emir, the CEO of Kerjabilitas.com, two out of 10 companies knew about disability and one in two companies that know about disability agreed to employ persons with disabilities.

"The rest, namely nine companies still do not want to employ persons with disabilities," he continued.  

Rubby said, there were many challenges faced by companies in employing people with disabilities including recruitment.

"Actually the challenges that can be addressed by providing affirmative action. For example, companies can use sign language translator services in job interviews, conduct employee training in interacting with workers with disabilities, or conduct audits of office facilities to be friendly to workers and guests with disabilities," Rubby suggested to answer recruitment in the INSPIRE Creating Inclusive Employment Opportunities Session . 

An understanding of the concept of disability is very important when companies want to employ people with disabilities. With the right point of view, the company understands the concept of disability so that it can plan its effective steps to employ them. Putri Santoso, CEO of Sampaguita Foundation and Co-founder of Kopi Tuli assesses that employers who focus on the barriers of deaf friends will lose a golden opportunity.

“Employers should not just consider their disabilities, because these people are strong.” We at Kopi Tuli have been able to prove to the public that deaf friends can and have tremendous potential, "Putri said. 

The good news is that efforts to build an inclusive policy for persons with disabilities in Indonesia received appreciation from Jo Verrent, Senior Producer, UK Unlimited who spoke in the same session.

“The speed Indonesia applied in its effort to empower persons with disabilities in the development is extraordinary. The way the government puts focus on inclusion is extraordinary.  I really appreciate what you are doing here," Jo Verent said. 

At present, the number of workers with disabilities in state-owned and private companies continues to show an increasing trend. However, if viewed in terms of the percentage of the disabled labor quota target of 2 percent for BUMN (State Owned Enterprises) / BUMD (Local Government Owned Enterprises) and 1 percent for private companies as stipulated in the law, we have not yet been successful. Data from the Department of Manpower in 2019 stated that the number of disability workers in 2018 reached 4.573 people, or only 0.96 percent of the total number of Indonesian workers. 

Creating Equal Job Opportunities for Women

Another target to be achieved by the Government is to increase the employment of women workers. Minister of National Development Planning (PPN) / Head of Bappenas, Bambang P. S Brodjonegoro, as quoted by Bisnis Indonesia, hoped that the role of women in labor force could continue to increase, thereby improving the quality of workers today. 

Women have the potential to make a greater contribution to the economy. The 2017 International Monetary Fund study shows that a one percent increase in the level of women's participation can increase productivity growth by as much as 0.3 percent per year.

Over the past 20 years, the Labor Force Participation Rate (TPAK) has tended to stagnate, with a total number of male TPAK at 83.18 percent and women at 55.50 percent. Although female LFPs are generally stagnant, the participation of highly educated women in good work tends to increase, while those with low education, especially in rural areas tend to enter informal employment. 

The TPAK figure for women is projected to grow to 65 percent in 2045. If you look at the number of TPAK in Thailand, for example, with a 64 percent participation rate, 20 million new semi-skilled and skilled workforces can be formed.

Not only an increase in the expected number, IDF 2019 also highlighted the importance of creating productive employment opportunities for women, one of which is still often a problem is reducing the level of discrimination in the work environment, especially in informal sectors. 

"We hope the government can continue to move to make people and women aware that they have the potential and can contribute to the local and national economy. Women not only need to be given money, but how to guarantee protection and social justice for them in the midst of a patriarchal culture," said Nani Zulminarrani, Director of the PEKKA Foundation when speaking at the Inspire Special Session session entitled "Decent Work for Women in The Informal Sector ".

In the Imagine session entitled "Creating Inclusive Employment Opportunities", Deputy Chairperson of the National Commission on Violence Against Women, Budi Wahyuni highlighted the imbalance of rights between men and women in the world of work. 

“For example, women who do not have the rights to menstrual and pregnancy leave are often terminated when they skip work because of their condition. So when they want to apply to the same company they have to start from scratch again," Budi Wahyuni said. 

In the same session, Josephine Satyono, Executive Director of the UN Global Compact Indonesia, was also present. She said that in her study, there were still 6 percent of Indonesian companies that did not provide equal payment for women.

"But, the good news is that around 86 percent of leading companies in Indonesia have female leaders as their directors," he added.

Basically, building an inclusive company does not have to change the entire company policy nor will it cost much. With strong commitment plus an understanding of equality, inclusive companies or organisations can be realised together.

In accordance with the theme carried, "Mission Possible: Seizing the Opportunities of Future Work to Drive Inclusive Growth", IDF 2019 is expected to be able to stimulate inclusive policies and smart practices in the field of employment. 

Inclusive employment opportunities not only focus on increasing employment opportunities for workers with disabilities, but also highlighting policies related to employment for women, migrant workers, and equal employment opportunities in Eastern Indonesia.  Therefore, in IDF 2019 on 22-23 July 2019, ideas about policies, description of smart practices, lessons from development experience that can be applied both at the grassroots to national and international levels, surfaced throughout the discussion.