Improving women and men's information and awareness of women's imperative position within society appears to be step one that Indonesia ought to take. The employment rate for Indonesian women is 55.5%, while for their male opposite numbers, it stands at 83.2% (The Borgen project, 2021).

Since it is important to have a workplace that has a supportive women’s environment, how is KCH doing this? Do their women employees feel safe and supportive enough? Let’s read more to know what the KCH workplace looks like for the women’s employees down here.

The Importance of Having a Supportive Women’s Environment

The Indonesia Education and Culture Ministry's statistics show there are presently more lively women college students at universities (3.4 million) than men (3.1 million). In reality, there are so many women within the universities than men. However, women choose the path in the back of men within the administrative center as the cultural and structural problems – together with a patriarchal attitude and unequal benefits – are stopping women from attaining their potentials.

Creating extra pro-women social rules can be the vital thing to resolve those cultural and structural problems. Improving many women isn't only dependent on enhancing the statistics. Women's contribution to the financial system should align with their empowerment in different elements of life (Jakarta Globe, 2020). It will be accomplished by promoting more women-focused groups, increasing participation in said institutions, and creating a healthy workplace for them.

Indonesian women's participation is simply 51% in Indonesia compared to 85% for men. Expanding women's involvement withinside the workplace is helpful for Indonesia's whole financial system. Improving Indonesian women's power and economic standing may lead to massive monetary growth.

This is important to empower Indonesian women. It can affect having a legal regulation addressing Indonesian women's rights that promotes gender equality. However, it no longer always empowers women. The existing gaps in lots of elements in which women are regardless dealt with discriminatively still exist. No regulation banning gender discrimination in hiring and equal pay is important (The Guardian, 2014).

By ending gender-based employment and salary gaps, productivity will increase, and economic growth will increase. It is suggested that if women's hard work participation in Indonesia expanded by 25% through 2025, it might generate an extra $62 billion and raise Indonesia's GDP by nearly 3%. Improving women's economic status ends in higher enterprise overall performance and a higher financial system (The Borgen project, 2021).

Overview of Woman Empowerment in Indonesia

There are so many women's empowerment activities in Indonesia that increase many aspects and are inclusive of all genders. From those activities, Indonesian women made sizable profits in the latest years; however, there's more to be accomplished.

Women in Indonesia are frequently well-informed, but cultural expectations and economic and legal systems prevent them from coming into the body of workers. The employment rate for Indonesian women is 55.5%, while for their male opposite numbers, it stands at 83.2%.

Indonesian women's economic empowerment desires improvement. Women make up 50% of all university graduates, 46% of senior management roles, and nearly one small to medium business enterprise owner (Investing in women). Despite those achievements, cultural and political barriers continue to restrict possibilities available to women.

Employers in Indonesia pay women a typical 31% much less than men and employ women to most straightforward 6% of CEO and board positions. Indonesian cultural norms also place expectations on college-knowledgeable ladies to be 'secondary earners' and make particular professions no longer interfere with their roles as better halves and mothers.

Although with all things that Indonesia still needs to improve, it is nice that Indonesia is slowly making changes on many things. Many people are starting to be aware of this action, and many employees really do provide a good and healthy place for women to work. Kalbe consumer health, or we know as KCH, is one of them.

KCH’s Workplace for Women

KCH provides a healthy and supportive environment for women. They get paid equally, they can join the same program with men, and they get treated the same. Every woman here gets the same training chances. They can study and improve their skills and interests whatever they need.

Some women are very vocal about how they feel working here. One of them is Debora Kristi, one of the women's employees that KCH has. As Talent Acquisition and Employer Branding Executive, she stated that there is no issue working in KCH. She feels happy and has no pressure. There was no feeling of being treated differently with men and she can do whatever she wants and whatever she needs to get her job done without having a women empowerment issue.

In KCH, so many women have positions at a high level like managers. This is good because it means that KCH is already aware of the women empowerment activities and has already helped Indonesia to actually make changes for women’s lives.

Kalbe Consumer Health’s program to Support Women Empowerment

As women’s participation in the labor force has increased, the gender-specific aspects of occupational accidents and diseases have been recognized. Agriculture, for example, remains a high-risk sector for both women and men. Still, many women working in agriculture do the worst jobs, such as working with pesticides and chemical or biological agents without protection. However, in the corporate workplace, women tend to experience more stress.

Work-related stress is increasingly being recognized as an (Occupational safety and health) OSH issue. Both men and women suffer from stress but for different reasons, which may require different healthcare responses. Women’s multiple roles at work and in the family means that they tend to suffer additionally from stress and fatigue.

Following on from a reference in the Resolution on equal opportunities and treatment adopted by the International Labour Conference in 1985 to the need to protect men and women from risks inherent in their work, the Conclusions of the 2003 Conference made explicit the connection between safe work and decent work. They raised “the need to take account of gender-specific factors in the context of OSH standards, other instruments, management systems, and practice”.

From this, Deabeata, as Talent Development and Culture Executive in KCH, stated that KCH is already aware and provides a consultation platform for every employee. Not only can women consult about their stress, but they also can consult about whatever health problems women have. Although women can use the platform, men can also use it. So it really says that gender equality is really here, and to be part of the KCH environment.

Kalbe really appreciates women, and here, KCH also really understands the role of women in the family. . We will hold activities that support mothers at KCH with a psychologist consultation program for parenting and other parenting seminars.

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From what we just read, KCH really supports women’s empowerment in their workplace. No issue has been mentioned by their employee. It is nice to see that the women empowerment action is really going on there. But let’s keep improving, right? Shall we?