Alby Rizaldy Zaen, Author at Care Indonesia

Gender Equality in the Workplace: A Strategic Investment for Sustainable Organizations

Since the adoption of the Sustainable Development Goals (SDGs) in 2015, gender equality in the workplace has increasingly been recognized as a critical component of business strategy. Over the past five to ten years, global research has shown that this is not only a social agenda, but also one that delivers tangible benefits for organizational performance.

Globally, studies affirm that safe and equitable workplaces contribute to improved productivity. Research supported by the International Labour Organization (ILO) indicates that violence and inequality in the workplace directly affect worker performance, while inclusive environments enhance engagement and motivation.

Riska Wahyuni from PT Hindoli emphasized that gender diversity also drives innovation and strengthens decision-making quality. Diverse perspectives enable organizations to approach challenges from multiple angles, resulting in more creative and relevant solutions.

“Gender equality is very important because it creates a sense of safety for workers, allowing them to perform more optimally,” she said.

A study published in the SAGE journal (2023) also found that gender diversity in management is positively correlated with higher productivity, as diverse teams are more effective in addressing complex challenges.

Beyond productivity, gender equality expands access to the best talent. Recruitment and promotion processes that are free from bias allow organizations to select candidates based on competence rather than stereotypes. This is crucial, as the quality of human capital is a key determinant of organizational competitiveness, as highlighted by the World Economic Forum (2020).

A study in the International Journal of Hospitality Management (2026) found that gender-inclusive human resource practices can improve employee performance, particularly among women, by increasing motivation and engagement. This is also reflected in workers’ lived experiences.

The Strategic HR Review (2022) further emphasizes that gender equality contributes to a more adaptive and collaborative organizational culture. In a rapidly evolving world of work, the ability to innovate is a key driver of success.

Efforts to implement gender equality in the workplace also help companies reduce legal and reputational risks. Cases of workplace violence or discrimination can significantly affect a company’s reputation and public trust. With clear policies in place, including prevention of gender-based violence and safe reporting mechanisms, companies can mitigate potential risks while protecting workers. Findings from a BMC Medicine (2024) study show that gender equality interventions contribute to improved working conditions and overall worker well-being.

Noni Cintia, Compliance Specialist at PT Dasan Pan Pacific Indonesia, explained that the Task Force for the Prevention and Handling of Gender-Based Violence and Sexual Harassment (GBV-SH), along with the Bipartite Cooperation Institution (LKS Bipartit) in her company, follows the guidelines outlined in Ministry of Manpower Regulation No. 88/2023. The process involves several stages, including gathering and reviewing witness statements, collecting explanations from both the reported party and the survivor, and compiling evidence for investigation.

“We have seen that this approach encourages workers to come forward and report cases, while also creating a sense of safety in the workplace. When workers can focus on their tasks, it ultimately improves factory productivity,” she added.

Furthermore, an equitable work environment also contributes to employee retention. An evaluation of the Better Work program by the International Labour Organization shows that improved working conditions, including gender equality, enhance worker well-being and workforce stability. Employees who feel safe and valued are more likely to stay, reducing turnover and recruitment costs.

Sunarto, HR Manager at PT Glory Industrial Semarang Demak, shared that collaboration with CARE Indonesia over the past two years to promote gender equality and prevent and address GBV-SH has led to systemic changes. According to him, workplace culture has improved significantly, alongside a reduction in employee turnover.

“Through capacity-building initiatives for both workers and management facilitated by CARE Indonesia, we have gained a better understanding of gender equality. As a result, our workplace culture has improved. With increased awareness, our workers are now more able to recognize behaviors that may lead to sexual harassment and are confident in preventing them,” he concluded.

Ultimately, gender equality in the workplace is not only about creating a fair environment, but also about building stronger and more competitive organizations. By ensuring that everyone can work without fear and has equal opportunities to grow, companies not only protect their workforce but also strengthen the foundation for sustainable long-term growth.

Writer: Kukuh Akhfad
Editor: Swiny Adestika

AkSHePeduli Bumi: Stories of Women Leading Environmental Stewardship

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The Earth is facing the growing threat of rising global temperatures, and women are among the most vulnerable groups to the impacts of climate change. According to the Intergovernmental Panel on Climate Change (IPCC), the global average surface temperature has already increased by approximately 1.1°C above pre-industrial levels and could reach 1.5°C in the coming decades if greenhouse gas emissions are not reduced. This increase poses serious risks, including more frequent extreme weather events, rising sea levels, and threats to food security and water resources (IPCC, 2023).

United Nations analyses highlight that women are disproportionately affected by climate change due to unequal access to resources, their reliance on natural resource-based livelihoods, and greater domestic responsibilities in managing water, food, and energy. Despite these challenges, women’s contributions to environmental conservation have long been recognized. According to the United Nations Environment Programme, women have played a central role in environmental movements since the 1970s, including the Chipko Movement in India, where rural women led efforts to protect forests from deforestation.

Wisye, Head of the Women-led Economic Business Group (KUEP) Rhizophora in Serawet Village, Likupang Subdistrict, North Sulawesi Province, and also a fisher, shared that her livelihood depends heavily on coastal ecosystems and mangrove forests. Alongside other women members supported by CARE Indonesia and Yayasan Bumi Tangguh, she regularly engages in seedling preparation, nursery management, planting, and monitoring of mangroves using local species.

“We want to build our village by preserving mangrove forests for future generations. That’s why we also encourage the community not to damage mangroves, as they help prevent disasters such as tsunamis and floods and serve as habitats for fish and crabs that support our livelihoods,” she explained.

Advancing climate justice for women goes beyond environmental conservation, it also requires strengthening women’s economic resilience. This approach aligns with findings from the World Bank, which emphasize that women’s economic empowerment is key to increasing resilience to climate impacts.

This is reflected in the work of Titin, a member of the Women-led Economic Business Group (KUPAS) Cimone Sejahtera in Tangerang City, supported by CARE Indonesia and Yayasan Mahija. She explained that waste segregation activities not only contribute to environmental cleanliness but also provide an additional source of income for her and other women.

“Waste sorting is very important for environmental cleanliness, and it can also generate additional income. We sort materials like plastic bottles and cardboard, which can be sold,” she said.

Efforts to turn waste into value-added products are also carried out by Nasagita Murtiwi, a member of KUEP Sumber Agung in Musi Banyuasin District. Together with her group, supported by CARE Indonesia, she transforms discarded oil palm fronds into economically valuable woven handicrafts.

“Through KUEP, we learned that oil palm fronds can be turned into handicrafts that generate income. Now we are more confident in producing plates and other items from palm sticks,” she shared.

Also in Musi Banyuasin District, Winarni, a homemaker and member of KUEP Simpati Kencana from Bumi Kencana Village, utilizes empty oil palm bunches (tankos), often considered waste, as a medium for cultivating straw mushrooms. Recognizing local demand, she and her group have successfully developed this business into a source of income.

“I started this cultivation with two other KUEP members after seeing the abundance of unused empty oil palm bunches. We used them as growing media for mushrooms. Thankfully, the business has grown, supported by capital assistance from KUEP,” she explained.

Environmental conservation efforts that actively involve and empower women have proven to be sustainable solutions. When women have access to knowledge and economic opportunities, they not only protect natural resources but also strengthen the resilience of their families and communities. Through this approach, women’s participation becomes essential in addressing climate change while building a more resilient future for all.

Author: Kukuh Akhfad
Editor: Swiny Adestika

Advancing Collaborative Women’s Empowerment Around Oil Palm Plantations at Andalas Forum 2026

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CARE Indonesia, supported by its partner PT Hindoli – Cargill, participated in a series of seminars and exhibitions at the Andalas Forum held at Aryaduta Convention Hall Hotel, Palembang (16–17/04). The booth, which showcased the positive impact of community empowerment efforts, including women’s empowerment, across 13 villages surrounding oil palm plantation areas in Musi Banyuasin District, was well received by forum visitors.

Approximately 50 visitors expressed interest in the empowerment initiatives, including products developed by the Women-led Economic Business Groups (KUEP), such as palm frond stick handicrafts, chips, and powdered herbal drinks.

The Governor of South Sumatra, Herman Deru, also visited the CARE Indonesia and PT Hindoli – Cargill booth and commended the palm frond handicrafts as an alternative to plastic-based eating utensils.

“This is highly innovative and creative. It should be further developed, as it is very beneficial, especially considering Indonesia is one of the largest palm oil producers. Palm waste clearly holds significant potential, and women in particular have the capacity to develop it further. If this can be expanded using palm waste while supporting women’s employment, it would be very positive, as it can help increase their income.”
— Nirmala, Andalas Forum 2026 Visitor

Building Inclusive and Gender-Responsive Access to Clean Water

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Water is essential for life and is a fundamental human right. According to a study by CARE International, approximately 2.6 billion people worldwide still lack access to safely managed drinking water. This situation creates inequality, as women and girls are often responsible for collecting water from wells or other sources for households without access. In Indonesia, data from the Coordinating Ministry for Infrastructure and Regional Development shows that, as of March 2025, around 28 million people still face difficulties accessing clean water.

Access to clean water and sanitation is not only an infrastructure issue, but also a matter of human rights and social justice. The World Water Day 2026 fact sheet highlights that when women are involved in decision-making processes related to water, services become more inclusive, sustainable, and effective. When water is available close to home, women and girls gain more time and opportunities to engage in other activities such as education, work, and participation in community life.

Awalia Murtiana, Portfolio Manager at CARE Indonesia, explained that CARE Indonesia adopts a development approach that places women at the center of change. Therefore, its programs promote inclusive development and ensure that women have equal access.

“In West Sumbawa District, CARE Indonesia, in collaboration with AMMAN and with support from the local government, implemented a clean water provision program as part of efforts to reduce stunting. This initiative also aimed to meet the water needs of children and expected mother experiencing Chronic Energy Deficiency (CED),” she said.

Awalia further emphasized that women possess valuable local knowledge in managing and sustaining natural resources. When women are involved as community leaders, members of water committees, or agents of change, the solutions developed are often more sustainable and responsive to community needs.

“Easier access to water for women enables them to live healthier, safer, and more dignified lives, while also opening greater opportunities for economic independence and participation in decision-making processes,” she added.

CARE International also notes that in crisis situations, such as disasters, the burden on women to provide water for domestic needs increases, along with safety risks. This is largely because women are often responsible for managing household water needs. Therefore, ensuring safe and accessible water points in crisis settings is critical.

In its water provision efforts, CARE Indonesia tailors its approach to the conditions of affected communities by ensuring safe and inclusive access to water for vulnerable groups, particularly women. Together with partners, CARE Indonesia ensures that water distribution points meet Sphere standards.

Meri Susanti, one of the residents affected by the water crisis since early December 2025 in Padang City, relies on clean water supply provided by CARE Indonesia in collaboration with PMI West Sumatra. She explained that the water assistance has been highly beneficial in meeting daily needs and is easily accessible.

“The water distribution point is only about 100 meters from our homes, so it is very helpful for us. Even when the water trucks arrive at night, we women still feel safe when collecting water,” she said.

Through the Sumatera Bangkit Response, CARE Indonesia, together with PMI, has ensured access to clean water for flood-affected communities in West Sumatra and Aceh through water distribution and supporting facilities. As of the end of February 2026, a total of 3,335,505 liters of clean water had been distributed to 286,117 people in Padang City, along with 100,000 liters for 3,517 households (17,588 people) in Aceh Tamiang, complemented by water storage tanks, purification units, and well-cleaning services.

World Water Day emphasizes that women play a significant yet often unrecognized role in water management. Therefore, empowering and involving women in water governance is key to ensuring more inclusive, safe, and sustainable access for all. When women are engaged in decision-making and water resource management, access becomes safer, closer, and more aligned with community needs.

Writer: Kukuh Akhfad
Editor: Swiny Adestika

Establishing Community Productive Business Groups to Support the Economic Empowerment of Women Coffee Farmers

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Limited access to formal financial services and low levels of financial literacy remain key challenges for coffee farmers, particularly women, in meeting household economic needs. Efforts to strengthen economic empowerment and promote gender equality are being implemented through a collaborative program between CARE Indonesia and SUCAFINA, with support from JDE Peet’s and RVO NL. The program focuses on women coffee farmers, especially in West Java and Central Java.

A total of 20 coffee farmers in Mandalawangi Village and 15 coffee farmers in Kemiri Village, along with 100 additional participants, took part in socialization sessions and agreed to establish Community Productive Business Groups (KUPM). These include KUPM Mandalawangi in Mandalawangi Village and KUPM Makmur Lestari in Kemiri Village, with support from the village governments. In addition to forming the groups, the statutes, bylaws, and organizational structures have been agreed upon by all members.

Through these groups, coffee farmers, including women, gain access to financial services through group-managed savings and loan schemes, as well as opportunities to develop collective business activities as additional sources of income. Moving forward, similar groups will also be established in Jember District, one of the key coffee-producing areas in East Java.

“With the establishment of the Makmur Lestari group, we hope it will foster greater independence for women, improve their well-being, and enable them to be financially self-reliant through the business units that will be developed.”
Nartiyah – Member of KUPM Makmur Lestari, Temanggung

Towards a “Green Flag” Workplace: The Importance of Collaboration to Prevent Gender-Based Violence

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Creating a safe workplace is a shared responsibility between companies and workers. Clear policies on the prevention of gender-based violence, along with firm enforcement, are key to ensuring a safe working environment.

Indonesia’s National Commission on Violence Against Women (Komnas Perempuan) emphasizes that safe and responsive grievance mechanisms, ones that protect women workers from sexual violence are essential.

Globally, violence and harassment in the workplace remain serious concerns. According to a 2022 survey conducted by the International Labour Organization (ILO), Lloyd’s Register Foundation, and Gallup, more than one in five workers worldwide, approximately 22.8 percent have experienced violence or harassment at work, including physical, psychological, or sexual forms.

Komnas Perempuan has also recorded cases of sexual violence occurring in workplace settings every year. In 2021, there were 389 cases involving 411 victims, while in 2022 there were 324 cases involving 384 victims.

Gender-based violence in the workplace can take many forms, ranging from verbal harassment, sexist remarks, discrimination, and intimidation that exploits power relations between supervisors and workers. In some cases, violence also occurs through digital communication channels within workplace environments.

These concerns have sparked discussions about the concept of a “green flag” workplace, a work environment that is healthy, safe, and supportive of workers’ wellbeing.

The term “green flag workplace” is often used in discussions related to HR practices, workplace culture, and employee wellbeing to describe organizations where employees feel respected, safe, and able to grow. Such workplaces are proactive in establishing systems to prevent and address gender-based violence.

A “green flag” workplace does not only rely on written policies. It also fosters a workplace culture that values equality, respects personal boundaries, and ensures protection mechanisms are in place for workers.

These efforts typically begin with developing clear policies on the prevention and response to gender-based violence, including safe and transparent reporting procedures.

Another crucial step is improving workers’ understanding of gender-based violence through socialization sessions and training. These educational initiatives help both workers and management recognize forms of violence that are often dismissed as trivial, such as degrading jokes about women or sexually suggestive comments.

With better awareness, organizations can build a workplace culture based on mutual respect and prevent violence before it occurs.

Muhammad Zainudin, a Quality Control staff member at PT Glory Industrial Semarang, explained that socialization about forms of violence and sexual harassment is essential to creating a safe workplace.

“As workers, we must encourage a safe environment for our female colleagues. Both workers and management must collaborate to implement zero tolerance toward perpetrators of sexual harassment,” he said.

In addition to policies and education, many organizations establish Task Forces for the Prevention and Response to Gender-Based Violence or Sexual Harassment in the Workplace to ensure that every report is handled seriously, confidentially, and in a survivor-centered manner.

These task forces typically receive reports, provide support to survivors, and ensure that response processes are carried out fairly and transparently.

Ima Trisnawati, Warehouse Supervisor at PT Dasan Pan Pacific Sukabumi, explained that having a clear reporting pathway, a task force team, and a Bipartite Cooperation Institution (LKS Bipartit) is essential in helping workers safely raise their concerns.

The Bipartite Cooperation Institution (LKS Bipartit) refers to an internal communication forum within a company that brings together employer representatives and worker representatives.

“In the past, when workers experienced harassment, they often remained silent because they did not know where to report or feared that the perpetrator would discover their identity. Now, with the task force and LKS Bipartit in place, workers feel more comfortable reporting complaints, and their identities are kept confidential,” she said.

Vemi Januarita, Accessories Warehouse Supervisor at PT Dasan Pan Pacific Sukabumi, also emphasized the importance of conducting awareness sessions on forms of sexual harassment and violence so workers clearly understand the boundaries that must be respected.

Vemi shared that she now feels safer and more comfortable at work because clear policies and secure reporting mechanisms help workers feel protected.

“Since the establishment of the Sexual Violence Task Force and the Bipartite Committee, we as workers have become more aware of the different forms of harassment and sexual violence. Now we can report cases to the task force if they occur. It feels much more comfortable working here,” she said.

However, the lack of safe and trusted reporting mechanisms in many workplaces remains a significant challenge.

Without clear systems and protections for those who report cases, survivors often choose to remain silent due to fear of stigma or retaliation.

Yohanna Tantria, Project Manager at CARE Indonesia, explained that limited understanding among workers and management about sexual harassment and gender equality continues to be a challenge, causing various forms of violence to go unrecognized or unaddressed.

“In workplaces where patriarchal culture remains strong, raising gender-related issues can be difficult. Changing workplace culture and mindsets is not easy. However, companies can take concrete steps to create more gender-responsive and safer workplaces. Establishing anti-violence task forces and building clear reporting mechanisms are crucial steps toward that goal,” Yohanna concluded.

Building a truly “green flag” workplace requires commitment from multiple stakeholders, from organizational leadership and workers to government institutions and civil society.

Beyond preventing violence, these efforts aim to ensure that everyone can work in an environment where they feel safe, respected, and have equal opportunities to grow.

Ultimately, a safe workplace is one that protects workers while also supporting the development of healthier, more productive, and more sustainable organizations.

Writer: Kukuh Akhfad
Editor: Swiny Adestika

Safe Spaces and Equal Access: Women Empowerment in the Workplace and Communities

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A safe environment free from Gender-Based Violence and Sexual Violence (GBV-SV) is a right for every woman at home, in the community, and in the workplace. In commemoration of International Women’s Day, women’s groups in communities and GBV-SV Task Forces within companies continue to strengthen prevention efforts through various initiatives.

To help restore safe spaces in the workplace, the Bipartite Cooperation Institution (LKS Bipartit) team and the GBV-SV Task Force at PT Glory Industrial Semarang Demak in Demak District, conducted awareness sessions on the forms of GBV-SV and reporting mechanisms for 200 workers. The activity was delivered through interactive discussions, games, and case reporting simulations.

A similar initiative was also carried out at PT Dasan Pan Pacific Indonesia in Sukabumi District. The program included the distribution of brochures and audio broadcasts providing information on GBV-SV prevention and available reporting channels.

At the community level, members of JEKATA in Sukabumi District and Purwakarta District participated in an interactive discussion with experts from the Faculty of Psychology at Padjadjaran University and Swara Rahima. The discussion focused on strengthening community complaint posts that support the handling of GBV-SV cases at the village level.

Policy Brief – Right, Justice, and Safety: Strengthening the Implementation of GBV Protection for Women in Workplace and Communities

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Ruang Setara: Women’s Right in Every Sphere of Life

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Every woman has the right to live, learn, work, and participate in society without fear. The right to safety and equal access in public spaces, workplaces, educational environments, and digital spaces is a fundamental human right that must be fulfilled. Indonesia’s National Commission on Violence Against Women (Komnas Perempuan), in its Guidelines for Monitoring Violence Against Women within the Human Rights Framework, states that human rights are universal, inalienable, and inherently linked to human dignity.

However, the reality on the ground shows that significant challenges remain. According to data from the SIMFONI-PPA system, throughout 2025 there were 28,933 reported cases of violence, affecting 30,013 women as victims.

Women continue to face risks of violence and discrimination across various spaces, from public transportation and educational institutions to workplaces. Sexual harassment in public transport, intimidation in the workplace, and violence in school environments are still reported by many women and girls.

SIMFONI-PPA also reports that public facilities, educational institutions, and workplaces ranked as the second, third, and fourth most common locations for violence against women in 2025. This situation indicates that spaces intended to support daily activities have not yet become fully safe for everyone.

These challenges have become increasingly complex with the rise of digital spaces, where people can easily interact online. Reports from Komnas Perempuan show that Online Gender-Based Violence (OGBV) has continued to increase in recent years. The Legal Aid Institute for the Indonesian Women’s Association for Justice (LBH APIK) recorded 250 cases in 2023 and 200 cases in 2024. This form of violence does not only occur on screens but also affects survivors’ real lives, causing psychological distress, social stigma, and limiting their ability to express themselves and participate in public spaces.

Violence in digital spaces, workplaces, and public areas shares the same root causes, unequal power relations and social norms that still tolerate behavior that demeans women. As long as these conditions persist, women will continue to face barriers to fully participating in social, economic, and political life.

Efforts to restore safe and equal spaces for women workers can include strengthening workplace institutions such as Bipartite Cooperation Institutions (LKS Bipartit) and task forces for the prevention and handling of gender-based violence and sexual harassment (GBV-SH). CARE Indonesia, together with its partners, has strengthened task forces and LKS Bipartit structures in two garment factories in Sukabumi District and Demak District. Strengthening these structures and integrating them within factory systems, bringing together management and workers, has helped reinforce prevention and response efforts to GBV-SH.

Sari Kusandi, a management representative involved in the task force and LKS Bipartit at PT Glory Industrial Semarang Demak, explained that once the task force and LKS Bipartit structures were strengthened and formally assigned, the process of responding to worker complaints became faster. “We no longer rely solely on HR to respond to workers’ grievances. The LKS Bipartit and task force are now able to respond to cases more effectively. In practice, workers have become more confident, and their potential is increasingly developing,” said Sari.

Vemi Januarita, a representative from the GBV-SH Prevention and Response Task Force at PT Dasan Pan Pacific Indonesia, also acknowledged that the establishment of the task force has provided her with valuable learning opportunities and capacity-building on gender equality, different forms of GBV-SH, and response mechanisms. “I feel a significant change in myself. My capacity has grown. I have become more confident at work, sharing opinions, coordinating with colleagues, and I even had the courage to pursue a promotion. Now I serve as a Supervisor in the accessories warehouse,” she said.

In community spaces, efforts to restore safe environments free from violence and promote equal access for women are equally important. One initiative supported by CARE Indonesia and its partners is the establishment of community complaint posts for GBV-SH cases, formally recognized through a decree issued by the village head. Tri Suwarni, a member of the GBV response support team in Sri Gunung Village, Musi Banyuasin District, said that such initiatives can help create safer spaces at the grassroots level.

“My hope is that one day there will be no more gender-based violence, no more women becoming victims or feeling marginalized without justice. Women and girls should have the courage to speak up,” she said.

International Women’s Day serves as an important reminder of the need to fulfill women’s rights to safe spaces and equal access. The 2026 theme from UN Women, “Rights. Justice. Action. For All Women and Girls,” calls for the removal of structural barriers to women’s rights, strengthened access to justice, and the realization of human rights for all women and girls around the world.

Restoring safe spaces and strengthening equal access for women requires collective commitment. Increasing public awareness about gender-based violence is an essential first step. Workplaces need to establish prevention and response mechanisms that are survivor-centered. In public spaces, policies and facilities that support women’s safety must be strengthened. In digital spaces, digital literacy and shared responsibility to prevent the spread of harmful content against survivors are essential to building a safer ecosystem.

Ruang Setara (Equal Spaces) is the call to action promoted by CARE Indonesia in this year’s International Women’s Day campaign. Ruang Setara invites everyone to firmly affirm that women have the right to safe spaces and equal access, at home, in schools, in communities, at workplaces, and in digital environments. Public voices, experiences, and hopes are essential in driving broader social change, because awareness, safety, and equal access for women must exist in every sphere of life, both physical and digital.

Let’s share your voice, support, and hopes for safe spaces free from gender-based violence and equal access for all, including women, in here.

Writer: Kukuh Akhfad
Editor: Swiny Adestika

CARE Indonesia’s Contribution at the OECD Forum: Building Trust and Strengthening Grievance Mechanisms in the Garment Industry

Stories

Ensuring that workers feel safe to raise concerns in the workplace is a critical priority. This was the key lesson shared by CARE Indonesia during the 2026 Organization for Economic Co-operation and Development (OECD) Forum. Drawing from its experience supporting garment factories in Indonesia, CARE Indonesia emphasized that having a system in place alone is not enough, the determining factor is workers’ trust in the mechanism itself.

Awalia Murtiana, Program Manager at CARE Indonesia, explained during the forum that some companies already have grievance mechanisms established. However, in practice, these systems are often underutilized. Workers tend to hesitate to report issues and only voice complaints when situations become severe or no longer tolerable.

“The core challenge is not the absence of procedures or policies, but how the system is experienced by workers in their daily lives. Many workers doubt the confidentiality of reports, worry about workplace rumors, or fear potential consequences after speaking up. This shows that grievance mechanisms are not merely technical tools, but social spaces shaped by power relations, workplace culture, and a sense of safety,” she said during the OECD forum held online on Friday (13/2), which was attended by more than 90 participants from the CARE Impact Partner network.

According to Awalia, to better understand these challenges, CARE Indonesia implemented a series of participatory approaches in partner factories, including worker focus group discussions, stakeholder mapping, internal factory assessments, and surveys to examine how grievance mechanisms function in practice.

“The intervention focused on strengthening the system holistically through a co-creation process designing solutions jointly with management and workers to ensure that changes are genuinely owned by the factory. The process began by strengthening understanding of gender equality, risks of gender-based violence in the workplace, and labor regulations that form the foundation of worker protection,” she added.

During the forum, Awalia also highlighted that knowledge alone is insufficient to drive behavioral change. Therefore, both workers and management were supported in developing practical skills such as assertive communication, dialogue facilitation, negotiation, as well as case handling and documentation.

“Another significant change took place within the structure of factory grievance mechanisms. Bipartite Committees were strengthened as formal platforms bringing workers and management together to resolve issues collaboratively. CARE Indonesia also supported the establishment of dedicated task forces to handle gender-based violence cases confidentially and through a survivor-centered approach,” she explained.

Awalia noted that gradual changes among workers have begun to emerge. Workers have become more confident in using grievance channels and better understand whom they can approach when facing problems. For CARE Indonesia, this increase is seen as a positive indicator.

“When workers begin to report, it means the system is starting to gain trust. Alongside increased reporting, relationships between workers and management have also improved. Communication has become more open and respectful, case documentation is more organized, and committees that were previously inactive are now functioning as active dialogue platforms. In one factory, workers even began approaching committee members directly after finally understanding clear communication pathways,” she said.

She further emphasized that the impact of these changes is felt not only by workers but also by companies. Strengthened grievance mechanisms help improve compliance beyond administrative documentation and into daily practice. A more open working environment also supports operational stability and production quality, demonstrating that worker protection and business sustainability can go hand in hand.

“From this experience, an effective system requires trust. When workers believe their voices are heard and handled safely, grievance mechanisms move beyond formality and become real tools for creating safer and more equitable workplaces for all,” Awalia concluded.

Writer: Kukuh Akhfad
Editor: Swiny Adestika

Gender Equality in the Workplace: A Strategic Investment for Sustainable Organizations

AkSHePeduli Bumi: Stories of Women Leading Environmental Stewardship

Advancing Collaborative Women’s Empowerment Around Oil Palm Plantations at Andalas Forum 2026

Building Inclusive and Gender-Responsive Access to Clean Water

Establishing Community Productive Business Groups to Support the Economic Empowerment of Women Coffee Farmers

Towards a “Green Flag” Workplace: The Importance of Collaboration to Prevent Gender-Based Violence

Safe Spaces and Equal Access: Women Empowerment in the Workplace and Communities

Policy Brief – Right, Justice, and Safety: Strengthening the Implementation of GBV Protection for Women in Workplace and Communities

Ruang Setara: Women’s Right in Every Sphere of Life

CARE Indonesia’s Contribution at the OECD Forum: Building Trust and Strengthening Grievance Mechanisms in the Garment Industry

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