Women Empowerment

[Audio] Good Afternoon..The presentation is about Women Empowerment..

[Audio] Agenda Item. 1. Population in Indonesia. 2. Female labor force. 3. History: A Symbol Of Modern Women Empowerment In Indonesia. 4. Indonesian woman in the workplace. 5. STNI Structure Organization. 6. How can Nippon Sanso unlock the needed skilling capability to attract, develop and retain women talent and professionals? 7. How can Nippon Sanso access this talent pool and make learning fit in line with the business needs? 8. How can Nippon Sanso identify opportunities for upskilling or reskilling to meet emerging business needs?.

Population in Indonesia. Year 2022. The current population of Indonesia is 280,628,931 as of Thursday June 8, 2022, based on https://countrymeters.info/en/Indonesia 139,916,249 : Current male population (49.9%). 140,713,320 : Current female population (50.1%). Indonesia ranks number 4 in the list of countries (and dependencies) by population. Dependency ratio of population is a ratio of people who are generally not in the labor force (the dependents) to workforce of a country (the productive part of population). The dependent part includes the population under 15 years old and people aged 65 and over. The productive part of population accordingly consists of population between 15 and 64 years. This ratio shows the pressure on productive population produced by the dependent part of population ..

[Audio] 2. Female Labor Force. Labor force, female (% of total labor force) in Indonesia was reported at 39.62 % in 2021, according to the World Bank collection of development indicators, compiled from officially recognized sources. Indonesia - Labor force, female - actual values, historical data, forecasts and projections were sourced from the World Bank on June of 2022..

[Audio] 3. History: A Symbol Of Modern Women Empowerment In Indonesia – Kartini Day. As a national figure for women's emancipation and gender equality. Every April 21st, Indonesia celebrates Kartini Day, to commemorate a national heroine who is considered a pioneer in women empowerment back in the Dutch colonial days. She has advocated for women to be able to access education when it was still prohibited and taboo, because of the gender expectation that a woman should only become a housewife and take up the role of a caregiver to the family. Kartini's Legacy is About Empowerment Through Education and Literacy. Her legacy has inspired so many women in Indonesia..

[Audio] 4. Indonesian Women in the Workplace. Expanding women's involvement in the workplace is beneficial for Indonesia's entire economy. Improving Indonesian women's economic power and standing could potentially lead to large economic growth. By closing gender employment and wage gaps, productivity will increase and economic growth will accelerate. Improving women's economic standing leads to better business performance and a better economy..

[Audio] 5. STNI Structure Organization. There are currently 3 women who work at STNI, namely: 1. Silvana as a HR. 2. Khalda as a Logistics. 3. Hanna as an Accounting..

[Audio] 6. How can Nippon Sanso unlock the needed skilling capability to attract, develop and retain women talent and professionals? 1. Encourage women to make the leap. Company actively encourage women to take more risks and opportunities. The support is an ideal way of building self-confidence. 2. Promote a fair parental leave policy. A fair and robust parental leave policy will eliminate the stigmatization and complexity of women returning to work after having children. And this will mark the future success of empowered women in the workplace, respecting the shared vision and needs of women. 3. Prevent sexual harassment. No company is free of harassment. The corporate need focus on providing training and implementing policies about harassment. 4. Create more options for women. This difference between the genders usually occurs when a woman decides to start a family. At this stage, women play a less active career-focused role because of their family obligations. To address this, businesses should create more flexible options for women, including telework, job opportunities and consulting, to motivate women and ensure financial and professional continuity. 5. Diversify leadership by promoting women to management and executive positions. Show them that while it is important to equally encourage men and women, women are valuable to the overall structure. Also, women should be provided with the resources to improve their skills. A diverse working environment benefits the company's overall innovation and performance goals. In addition, diversification of leadership facilitates the identification of discrimination issues in the workplace. issues in the workplace..

[Audio] 7. How can Nippon Sanso access this talent pool and make learning fit in line with the business needs? 1. Identifying quality candidate to fill both short-term and long-term needs. A talent pool is the start of an overall workforce strategy that will give more visibility and control current workforce, and which workers that need to hire to meet workforce objectives. It can identify the right workers before a position even needs to be filled, helping you to achieve both short-term and long-term goals. 2. Assess current candidates. There are many applicants that should be considered for both current and future roles. Even only need to hire one of them right now, we need receive applications from at least a handful of suitable candidate. This is need to do to become a better candidates and fit for the employer in the future. 3. Creating opportunities to learn new skills and technology. Many industries today are adopting new technologies at an accelerated pace and in order for employees, especially ones who have been with the company for a long time, to learn new skill sets they need training. When the company adopts new technology into the workplace, you will likely be responsible for training existing employees on how to use that technology to improve their efficiency and productivity..

[Audio] 8. How can Nippon Sanso identify opportunities for upskilling or reskilling to meet emerging business needs? 1. Learning & Development. Plans in conducting learning must be adjusted to every employee who will be employed to achieve skills as a material consideration of the company's progress. 2. Employee Must Master New Tasks. Rolled out new tasks that call for a new set of skills. In most cases, a reskilling program fits the bill, especially when new tasks have some overlap with the old. As an example, similar core competencies are required, but employees are unfamiliar with follow-up procedures or additional steps. 3. Identify employees who manage time well. It's also critical for employee in reskilling programs to balance the demands of learning new skills with the day-to-day responsibilities of their jobs. After all, reskilling isn't about abandoning current responsibilities. Time-management warriors aren't the people who can juggle dozens of tasks at once. Employees in reskilling and upskilling programs must also strike a balance between the demands of acquiring new skills and the day-to-day obligations of work. In the end, Upskilling and reskilling can bring a lot of benefits for a company, Organizations that invest in upskilling and reskilling promote adaptability and willingness to change to meet changing market conditions and embrace new technologies. When skills are gained or improved, it empowers individuals to adapt to changing environments..

[Audio] This is the end of my presentation. Thank you..