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
