INCREASE WOMEN LEADERS AS A CORPORATE PERFORMANCE DRIVERS IN BUILDING MATERIAL COMPANY

• Main Author: Nur Izzati, Nailu
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/74449
• Institution: Institut Teknologi Bandung

One of the 17 targets included in the 2030 Agenda for Sustainable Development, SDG 5 was one of the targets set by the UN in 2015. SDG 5 offers women and girls equal rights and opportunities to live in freedom, free from all forms of discrimination, including at work, in the workplace, in the workplace environment, and in any violence. For a sustainable future where women may contribute to society without fear of discrimination, SDG 5 must be achieved. Based upon As a shareholder in SOEs, the Minister of State Owned Enterprises issued the letter. S-683/MBU/10/2022, There are KPI & Initiative Strategic for sub cluster cement company “SIG” “Ratio Women in the nominated talent, These KPIs support the S pillars of ESG”. SIG is a manufacturing-based company, most of its employees are male. There are 5 levels of position levels in SIG, the highest position level is BOD-1 which is 2%. The Ratio of Women Leaders (BOD-1) at SIG is still relatively small, namely as much as 0.2%. Furthermore, the ratio of the number of female talents (BOD-1) at SIG is also still low at 3.4% in 2023 from the target of 20% annually. If seen from the graph above, it can be seen that there has been a decline from 2020 to 2023. The problem statement in this research is: What are key success, motivation, competency, ability needed and constraints to be minimized for women to become leaders. How support system can help women to become leaders. The increased women leaders driver is the dependent variable in this study, and the independent variables in this study are the key success, motivation, ability, role perceptions, situational factors and constraints drivers. Situational factors, constraints, key success, ability, and lack of motivation has significantly influence women's leaders. While lack of motivation has negative effect to increased women leaders. To increase women's leaders at SIG, the things that need to be improved are: design women career path rotating women employees to Departments/Work Units that are in contact with business and prioritizing women in certain positions (job positions in the company which best filled by women) in the company, HC, Financial & Accounting, Quality Control, Business Development, IT, Corporate Communication, General Affair. Increased women composition in the company, Prioritizing women composition in the selection & recruitment process for the certain position. Women’s Cultivating network and outside-in partnership, develop an association of female employees in company to provide sharing and experience. Women's coaching & mentoring program, women support women in the Company. Providing a Leadership Program in which there are a coaching & mentoring program from female leaders to their successors. From research, the average woman in building material company is ready to get a development program at the age of 30s. Women’s sharing session to increase Confidence building, increase communication skills by giving podcasts about the experience of being a career woman. Empowered Women-Empowered Children-Empowered Family, providing psychological test facilities to provide a big picture for children, so that women can focus on improving children's competences. Helping facilities such as training for husbands to be able to have a genderless mindset, be confident and tolerant. Daycare for children with formal education, providing daycare facilities for children and providing extra hour breaks to see their children, so that women can feel comfortable leaving their children while working. By providing daycare and formal education facilities, it allows women employees have not thought about choosing education, so they can focus on work and careers. Moreover, it is very helpful for women employees who are in factories, with the house and office being quite far away.