Gender discrimination at the workplace limits
people’s full potential and reduce workplace productivity. Global data
shows that gender based discrimination has caused 50% of the population
to be unable to realize their true potential.
Background
The right to work is one of the basic human
rights protected under International Covenant on Economic, Social and
Cultural Rights (ICESCR), which has been ratified by the Government of
Indonesia through Law no. 11 of the year 2005 on the Ratification of
ICESCR. The Covenant also prohibits any discrimination in access to and
maintenance of employment on various grounds, including sex, health
status (including HIV/AIDS), and sexual orientation.1 These
principles are also reiterated in the ILO Convention No. 111 on
Discrimination (Employment and Occupation), which Indonesia is also a
party member. Furthermore, non-discriminatory principle is also
recognized under the national law on Manpower No. 13 of the year 2003.
Despite of the relatively strong legal frameworks against discrimination
in the workplace setting, gender-based discrimination against women in
all diversity remained a concern in all levels of employment from job
application, recruitment process, to advancement of career progress.
Globally, women are more likely to be unemployed than men,
including in Indonesia. The Central Statistical Bureau (BPS) revealed
that only 53.13% of Indonesian women participated in the labor force,
compared to men at 82.31%.2 Indonesian women are paid 23% less than men for equal work.3 Furthermore, Indonesian women only take up a quarter of high paying managerial and supervisory occupations.4
There are several factors attributable to women’s employment
opportunity and quality of their jobs. One of these factors is unfair
treatment at the workplace, which includes abuse, harassment, and
discrimination. According to a survey in 2017 by Perempuan Mahardhika,
56.5% of 773 women workers in the garment sector have experienced sexual
harassment at the workplace.5 Women with intersectional
vulnerabilities are known to experience greater workplace
discrimination. Worldwide, women with disabilities have 19.6% of
employment rate, compared with 52.8% of men with disabilities and 29.9%
of women without disabilities.6 Women with disabilities are
also more prone to experience sexual harassment at the workplace. A
study in Australia suggests that women with disabilities are 44% more
likely than those without, to experience sexual harassment at the
workplace.7 Furthermore, data from UNAIDS in 2021 showed that
sexual and gender diverse women experienced greater incidence of
violence and discrimination at workplace.8
Gender discrimination at the workplace limits people’s full potential
and reduce workplace productivity. Global data shows that gender-based
discrimination has caused 50% of the population to be unable to realize
their true potential.9 The ILO estimates that if
participation gap between women and men in Indonesia can be closed by
25% by 2025, it could add Rp2.9 quadrillion or USD 216.2 billion to
the country’s economy.10 Furthermore, workplace
discrimination and exclusion of certain groups hurts the economy. A
study from the Williams Institute (UCLA School of Law) in 2017 showed
that exclusion of sexual and gender diverse people from the workplace in
Indonesia resulted in an economic loss of at least USD 862 million to
USD 12 billion.11 For this reason, it is important to tackle
gender-based discrimination at the workplace and to ensure the equal
opportunity for everyone, regardless of their gender, to access and keep
employment as committed by the government.
UNAIDS and ILO
are intending to hold a webinar with the theme of “Gender-based
Discrimination at the Workplace”. This webinar is supported by the
United Nations COVID-19 Response and Recovery Multi Partner Trust Fund
(UN COVID-19 MPTF). This project aims for the recovery and improvement
of economy and livelihood of vulnerable groups of people who are most
affected by the pandemic, including women, youth, refugees, migrant
workers, people living with HIV, key populations most vulnerable to HIV
and people living in disadvantaged regions.
Objectives
The objective of this webinar are the following:
Promoting the elimination of gender-based discrimination at the workplace to the public and key stakeholders;
Increasing support from the public and key stakeholders on the elimination of gender-based discrimination at the workplace.