InternationalLabourOrganization
Indonesian Employers’ Association
Code of practice for employers for promoting equality and preventing discrimination at work in Indonesia
Code of practice for employers on promoting equality and preventing discrimination at work in Indonesia
Indonesian Employers Association (APINDO)International Labour Office (ILO), Jakarta
Code of practice and practical guide in five parts
Code of practice for employers
Practicalguideinfiveparts:
1. EqualityInEmployment:KeyConceptsAndPrinciples
2. BusinessCaseForEquality
3. EqualityInCompanyPractices
4. ManagingEqualityInTheWorkplace
5. External Support Resources For EqualityManagement AtCompanies
InternationalLabourOrganization
IndonesianEmployersAssociation
Copyright©InternationalLabourOrganization2013
Firstpublished2013
Publicationsof the International LabourOfficeenjoy copyright underProtocol2 of theUniversalCopyrightConvention.Nevertheless,shortexcerptsfromthemmaybereproducedwithoutauthorization,onconditionthatthesourceisindicated.Forrightsofreproductionortranslation,applicationshouldbemadetoILOPublications(RightsandPermissions),InternationalLabourOffice,CH-1211Geneva22,Switzerland,orbyemail:pubdroit@ilo.org.TheInternationalLabourOfficewelcomessuchapplications.
InternationalLabourOrganization
Code of practice for employers on promoting equality and preventing discrimination at work in Indonesia. Jakarta,InternationalLabourOrganization,2013
ISBN:978-92-2-128035-4(webpdf)
BahasaIndonesiaversion:Kode Praktik bagi Pengusaha untuk Mempromosikan Kesetaraan dan Mencegah Diskriminasi di Tempat Kerja di Indonesia; ISBN:978-92-2-828035-7(print);978-92-2-828036-4(webpdf);InternationalLabourOrganization;Jakarta,2013
ILO Cataloguing in Publication Data
ThedesignationsemployedinILOpublications,whichareinconformitywithUnitedNationspractice,andthepresentationofmaterial thereindonot imply theexpressionof anyopinionwhatsoeveron thepart of theInternationalLabourOfficeconcerningthelegalstatusofanycountry,areaorterritoryorofitsauthorities,orconcerningthedelimitationofitsfrontiers.
Theresponsibilityforopinionsexpressedinsignedarticles,studiesandothercontributionsrestssolelywiththeirauthors,andpublicationdoesnotconstituteanendorsementbytheInternationalLabourOfficeoftheopinionsexpressedinthem.
ReferencetonamesoffirmsandcommercialproductsandprocessesdoesnotimplytheirendorsementbytheInternationalLabourOffice,andanyfailuretomentionaparticularfirm,commercialproductorprocessisnotasignofdisapproval.
ILOpublicationsandelectronicproductscanbeobtainedthroughmajorbooksellersorILOlocalofficesinmanycountries,ordirectfromILOPublications,InternationalLabourOffice,CH-1211Geneva22,Switzerland.Cataloguesorlistsofnewpublicationsareavailablefreeofchargefromtheaboveaddress,orbyemail:[email protected]
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Foreword - APINDO vii
Foreword - ILO ix
I. Introduction 1
1. PurposeoftheCodeofpractice 1 2. Scopeandtermsusedinthecode 2
II. Guiding Principles to Promote Equal Opportunity and Treatment and Prevent Discrimination at Work 5
3. Keyprinciplesofequalopportunityandtreatmentand non-discriminationatwork 5 4. Fairrecruitmentpractices 6 5. Fairtreatmentduringemployment 9 6. Creatingaproductiveworkingenvironment 10 7. Equalityincompanybusinesspractices 12
III. Possible Methods of Implementation 13
8. Useofthecode 13 9. Commitmentandresponsibility 13 10. Humanresourcepoliciesandpractices 13 11. Communicating,raisingawarenessandbuildingcapacity 13 12. Monitoringandcorrectiveaction 14 13. Handlinggrievances 14 14. Transparencyanddialogue 14 15. Applicationtosuppliersandsubcontractors 14
ANNEX: Checklist for Employers on Working Principles for Equality Promotion 16
Contents
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Summary contents of the Code, the other Guide booklets and lists of cases, figures and tools
Practical guide in five parts:
Booklet 1: Equality In Employment: Key Concepts And Principles Foreword Introduction 1.Whatdoesequalityandnon-discriminationatworkmean? 1.1Whatisequalityandnon-discriminationatwork? 1.2Non-discrimination:KeyconceptsinILOConventionNo.111and Indonesianlaw
Booklet 2: Business Case for Equality1. Whyshouldemployerscareaboutequality?2. Whatcanemployersdotopromoteequality? Booklet 3: Equality In Company Practices 1. Fairrecruitmentpractices 2. Fairtreatmentduringemployment 3. Creatingaproductiveworkingenvironment 4. Equalityincompanybusinesspractices
Booklet 4: Managing Equality In The Workplace 1. Planningandimplementingequalitymeasures 2. Dealingwithdiscriminationrelatedcomplaints
Booklet 5: External Support Resources For Equality Management At Companies 1. Employers’organizations 2. Stateauthorities,workers’organizationsandcivilsocietygroups 3. Learningfromoverseasexperiences 4. ILOsourcesofinformation Bibliography
Case Studies
Booklet 2: Business Case for Equality 1. Caseexample1.Compellingbusinesscaseforworkplacepartnership,diversity and equality – Ireland 2. Caseexample2.Femaleleadershipandcompanyprofitability 3. Caseexample3.DiversitymanagementinEuropeancompanies
Booklet 3: Equality In Company Practices 1. Caseexample4.Discriminatoryuseofselectiontests–UnitedKingdom 2. Caseexample5.GenderstereotypesinIndonesia
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3. Caseexample6.GoodpracticesonmaternityprotectionfromPT.Dewhirst Company 4. Caseexample7.DhamawangsaHotelJakartaandpersonswithdisabilities
Booklet 5: External Support Resources For Equality Management At Companies 1. Caseexample8.HongKongEqualOpportunitiesCommission–HongKong,China
Figures
Booklet 1: Equality In Employment: Key Concepts And Principles 1. Figure1:ThreecomponentsofdiscriminationdefinitionunderConventionNo.111
Booklet 4: Managing Equality In The Workplace 1. Figure2:Basicstepsofequalitymanagement
Tools
Booklet 1: Equality In Employment: Key Concepts And Principles 1. Managementtip1.Prohibitedgroundsfordiscrimination 2. Managementtip2.Recognizedifferentformsofdiscrimination 3. Managementtip3.Equalityprovisionsinnationallaw
Booklet 2: Business Case for Equality 1. Managementtip4.Thinkaboutyourbusiness 2. Managementtip5.DiscriminationinSA8000andISO26000 3. Managementtip6.Checklist:Howwellisyourbusinessisdoinginequality management?
Booklet 3: Equality In Company Practices 1. Managementtip7.Criteriathatshouldnotbeinjobadvertisements 2. Managementtip8.Whencanapersonalcharacteristicbeaninherent requirementofthejob? 3. Managementtip9.Beawareofyourbias 4. Managementtip10.Interviewdo’sanddon’ts 5. Managementtip11.Howtodefine“value”ofajob?
Booklet 4: Managing Equality In The Workplace 1. Managementtip12.Non-discriminationroadmap 2. Managementtip13.Sampleequalopportunitypolicy 3. Managementtip14.Examplesofspecialequalitymeasuresadoptedatcompany level–NewZealand 4. Managementtip15.Remembertheroleofmiddlemanagersandsupervisors 5. Managementtip16.SampleProcedurefordealingwithdiscriminationrelated grievances
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Foreword APINDO
Principleofequalityandnon-discriminationattheworkplacearebasiclabourprinciplesthathavebeen included in theManpowerAct,LawNo.13,2003.Basically, theprinciplesaimtouphold theprinciplesofhumandignity in social andeconomic justice. In thebusinesscommunity,theprincipleshavealsobeenacceptedasuniversalstandardinachievingmarketefficiencyandsustainableeconomicdevelopment.
Policyarrangementshavebeenmadebythegovernmenttosupporttheapplicationoftheprincipleofequalityandnon-discrimination.Anumberofcompaniesalsohavespecificpoliciestoapplytheprinciples.However,somechallengesarestillpresentinpractice.Discriminatorypracticesattheworkplaceareoftenencountered.Women,minorities,andothervulnerablegroupsstillhavegreatpossibilitiestobetreatedindiscriminatorymanner.
ByissuingtheseCodeofPracticeandPracticalGuideforEmployersforPromotingequalityandpreventingdiscriminationatwork,APINDOhastakenapro-activeinitiativetoassisttheemployersinIndonesiatoapplytheprincipleofequalityandnon-discriminationattheworkplace.TheCodeofPracticecontainsgeneralprinciplestakenfromthelaborlawinIndonesiaaswell the ILOConventions, especially theDiscrimination (Employment andOccupation)Convention,1958(No.111)andEqualRemunerationConvention,1951(No.100).ThePracticalGuidecontainstheapplicationsuchgeneralprinciplesintopracticalsteps.ThisPracticalGuideisdividedinto5bookletsbythemesothatitiseasiertouse.
WewouldliketothanktheILOOfficeJakartaandtheILOMAMPUprojectthathaveprovidedtechnicalassistanceinthedevelopmentandpublicationofthisCodeofPracticeandPracticalGuide.WehopethatthesetwomaterialscouldofferadviceandbenefitnotonlyforemployersbutalsoforAPINDO’spartnersi.e.workersandgovernment,tojointlyimplementtheprincipleofnon-discriminationandequalityatwork.
Sofjan WanandiChairpersonNationalBoardoftheIndonesianEmployers’Association(DPNAPINDO)
Jakarta,October1st,2013
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Foreword ILO
Non-discriminationandequalopportunitiesandtreatmentinemploymentarebasiclabourrightsandarefundamentalfortheachievementofsocialjusticeandsustainableeconomicdevelopmentinIndonesia.Theprincipleoftherighttoequalityinemploymentopportunitiesandtreatmentenablespersonsofallraces,sexes,religions,socialorethnicorigin,healthstatusordisabilitytoworktheirwayoutofpovertyandtocarefortheirfamilies.
EqualityofopportunityandtreatmentinemploymentisanintegralpartoftheILO’sDecentWorkAgendaandtheDecentWorkCountryProgrammeinIndonesia.TheILOpromotesopportunitiesforwomenandmentoobtaindecentandproductiveworkinconditionsoffreedom,equity,securityandhumandignity.TheDiscrimination (EmploymentandOccupation)Convention,1958(No.111)wasadoptedbyILOmemberStatesin1958andwasratifiedbyIndonesiain1999. This remains themost comprehensive international instrumentdedicated to thepromotionofequalityofopportunityandtreatmentintheworldofwork.Followingratificationof the ILOConvention, Indonesiahas includedprinciplesof equality in employment in itsManpowerAct(LawNo.13of2003).ILOConventionNo.111andtheManpowerActprovidetheframeworkfortheguidanceprovidedinthisPracticalGuideandCodeofPracticeonequalityinemployment.
Successful employers understand that pursuing equality atwork provides a competitiveadvantageovercompaniesandemployerswhoengageindiscriminatorypractices.Throughthe application of principles of equality and non-discrimination, employers are able toattractandretainthebesttalent,supportgreaterinnovationandenjoyproductiveworkingenvironments.Theeliminationofdiscriminationinemploymentisalsoanintegraltopursingafairglobalization.
ThisPracticalGuideandCodeofPracticewasdevelopedthroughapartnershipbetweentheILOMAMPUprojectandAPINDO.TheGuideisdividedintofiveseparatebooklets.Ithasbeendesignedtosupportpracticalunderstandingbyemployersonhowtoapplyprinciplesofequalityinemploymentintheirworkplaces.
ItisourhopethatthisGuideandCodeofPracticeforemployersonpromotingequalityandpreventingdiscriminationatworkinIndonesiawillinspireemployerstopromoteandrealizeprinciplesofequalityandnon-discriminationintheirworkplaces.
October1st,2013
Peter van RooijDirector,ILOJakartaOffice
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TheILOMAMPU–AccesstoEmploymentandDecentWorkforWomenProjectispromotingequalityinemploymentforwomenworkers.Thisisbeingpursuedthroughvariousstrategies,includingthroughpartnershipsandcapacitybuildingwithemployersinIndonesia.Employers’commitment to addressing discrimination in employment andactive promotion of equalemploymentopportunitiesarecrucialstepstowardsachievingsubstantiveequalityforwomeninIndonesia.
WomenwhoarefromminorityethnicorreligiousgroupsorwhohaveadisabilityorhealthissuesuchasHIVandAIDsareoftenvulnerabletomultipleformsofdiscriminationandfaceadoubledisadvantageinthelabourmarket.Recognizingtheparticularvulnerabilitiesofthesewomenandthatgender-baseddiscriminationisonlyoneofmanyformsofdiscriminationfoundinemployment,thispracticalGuideandCodeofPractice,developedwithAPINDO,provideguidancetoemployersonhowtopreventandaddressdiscriminationinemploymentbasedonarangeofgroundsincludingsex,ethnicity,religion,race,socialorigin,nationalextraction,healthstatus,disabilityandpoliticalopinion.
TheProjectwouldliketothankAPINDOforitscommitmenttopursuingequalityinemploymentandfortheleadroleithastakenindevelopinganddisseminatingpracticalguidanceonequalityofopportunitiesandtreatmenttoemployersinIndonesia.
Thedevelopmentofguidelinesforemployersonequalityandnon-discriminationinemploymentinitiallybeganinChinathroughtheworkofMsMarjaPaavilainen,MsNelienHaspelsandMrTimDeMeyer.TheMAMPUprojectwouldliketothankcolleaguesintheILODecentWorkTeamfortheircontributiontothedevelopmentofthisGuideandCodeofPractice.
WewouldalsoliketoexpressourgratitudetoAustralianAid,thedonoroftheILOMAMPUProject,fortheirgeneroussupportandcommitmenttopromotingequalityinemploymentforwomeninIndonesia.
ItisourhopethatemployerswillusethisGuideandCodeofPracticeintheirhiring,firingandhumanresourcedecision-makingprocessesinthefuture.
October1st,2013
Miranda Fajerman, ChiefTechnicalAdviserMAMPU–AccesstoEmploymentandDecentWorkforWomenProject,ILOJakarta
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ItiswithgreatpleasurethattheIndonesianEmployers’Association(APINDO)incooperationwiththeInternationalLabourOffice(ILO),presentsthisCodeofpracticeandtheaccompanyingGuidebooklets, toassistemployers inpromotingequalityandpreventingdiscriminationatworkinIndonesia.
TheGuidecomprisesfivebooklets:
1. EqualityinEmployment:KeyConceptsandPrinciples
2. BusinessCaseforEquality
3. EqualityinCompanyPractices
4. ManagingEqualityintheWorkplace
5. ExternalSupportResourcesforEqualityManagementatCompanies
WehopethatyouusethisGuideandfinditeffective.Wewelcomefeedbackonsubsequentimprovementsinyourequalityandnon-discriminationpolicies.
1. Purpose of the Code of practice
ThisCodeofpractice(Code)articulatesasetofguidingprinciplesforemployersandbusinessonnon-discriminationandequalityatwork.TheCodeisissuedbytheIndonesianEmployersAssociation(APINDO)incooperationwiththeInternationalLabourOffice(ILO)tohelpAPINDOmembercompaniestotakemeasurestopromoteequalopportunityandtreatmentandeliminatediscriminationintheircompanypoliciesandpractices.
InIndonesia,employershavealegalobligationtoensurethattheirrecruitmentandemploymentpracticesare free fromdiscrimination. ThisCode is not a substitute fornational law, buta voluntary instrument that seeks topromoteprivate initiatives to foster corporate socialresponsibilityandcomplementcompliancewiththelaw.TheCodeisamanagementtoolthathelpsemployersinensuringthattherecruitmentandemploymentpracticesintheircompanyareinfullcompliancewithinternationalandnationalstandardsonnon-discriminationatwork.
Inadditiontolegalcompliance,adherencetotheguidelinessetoutinthisCodecandeliverbenefits to businesses. Thesebenefits include improvedability to attract a talentedandskilledworkforce,andensure increasedstaff retention,greaterworkforcesatisfactionandloweredemployeeturnoveraswellasavoidlegalprosecution.Enhancedemployeewellbeingalso reduces risksofworkplaceconflict. Inaddition,measures thatpromotediversityandequalitycanincreaseproductivity,innovationandcreativityinthecompany,openaccesstonewmarketsegments,andimprovecompanybrandimageandreputation.Compliancewith
I. INTRODUCTION
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theCodemakesgoodbusinesssense,andfacilitatesthecompany’seffortstobeasociallyresponsibleemployer.
TheguidelinesofthisCodearedrawnfromIndonesianlegislationandtheILODiscrimination(EmploymentandOccupation)Convention,1958(No.111)andEqualRemunerationConvention,1951(No.100). IndonesiaratifiedConventionNo.100in1958andConventionNo.111in1999.
2. Scope and terms used in the Code
2.1 Scope of application
ThisCodeappliestobusinessownersandmanagers,supervisorsandallemployees,includingpart-timeworkers, casualworkers, subcontractors andagentsworking on commission Itcovers:
• Hiring.
• Remuneration.
• Definingandassigningwork.
• Accesstovocationaltraining,advancementandpromotion.
• Conditionsofworkincludinghoursofwork,overtime,restperiods,publicholidays,annualholidayswithpay,sickleave,occupationalsafetyandhealthmeasures.
• Granting of social securitymeasuresandwelfare facilities andbenefits provided inconnectionwithemployment.
• Securityoftenureofemployment,includingdismissalandretrenchment.
Ifemployersrelyontheservicesofemploymentagenciestofill jobvacancies,theyshouldrequiretheagenciestoabidebytheCode.ProvisionofservicesbyAPINDOaffiliatedemploymentagenciesshouldbe in linewith thisCode.Temporarystaffingagenciesand intermediariesoroutsourcingcompanieswhoremaintheemployerofworkersputatthedisposalofuserenterprisesshouldalsoabidebytheCode.
2.2 Terms used in the Code
Discrimination:
Discriminationmeansanydistinction,exclusionorpreferencemadeonthebasisofaperson’spersonal characteristicsnot related to the job,which impairs equality of opportunity andtreatmentinemploymentoroccupation.UnderthisCodediscriminationisprohibitedonthegroundsofsex(includingpregnancy,maritalstatusandfamilyresponsibilities),raceorethnicity,colour,religiousbelieforcreed,socialorigin,economicstatus,birth,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.
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(See Inherent requirements of the job, Special measures of protection, andAffirmative actionforexemptionsfromthisrule.)
Equal opportunity and treatment at work:
Equalopportunityandtreatmentatworkmeansthatrecruitmentandemploymentdecisionsaremadeandtermsandconditionsofemploymentdeterminedwithexclusivereferencetomerit,skills,experience,abilities,andthesuitabilityofapersonforsuchposition,withoutanyinterferenceofdiscriminatorybiasorassumptions.
• Equal opportunitymeanshavinganequalchancetoapplyforajoboraspecificposition,tomanageanenterprise,toobtaineducation,tohaveaccesstoprofessionaldevelopmentorpromotion,ortohaveaccesstomeansofproductionthatareessentialtoengagingineconomicactivity(e.g.accesstocredit).
• Equal treatmentreferstoequalentitlementssuchaspay,workingconditions,employmentsecurityandsocialsecurity.
Equal remuneration for work of equal value (Equal pay):
Equalremunerationforworkofequalvaluereferstoratesofremunerationestablishedwithoutdiscriminationonanyground.Thetermremunerationincludesthebasicwageandanyadditionalcashorin-kindemoluments,suchasbenefits,seniorityincrementsandbonuses,arisingoutoftheworker’semploymentandpayabledirectlyorindirectlybytheemployertotheworker.Theprincipleofequalremunerationforworkofequalvaluereferstoequalpayforworkthatisthesame,identicalorsimilarandforworkthatisdifferentbuthasthesamevalue.Theextenttowhichdifferentjobsconsistofworkofequalvalueisusuallymeasuredbyanalyzingjobcharacteristics,suchasskills,experience,efforts,responsibilitiesandworkingconditions.
Harassment:
Harassment consistsofunwelcomecommentsor conduct that violate theotherperson’sdignityasperceivedbyareasonableperson,and/orcreateanintimidating,hostile,degradingoroffensiveworkenvironment.Sexualharassmentreferstoconductofasexualnatureorotherconductbasedonsex,affectingthedignityofwomenandmen,whichisunwelcome,unreasonableand/oroffensivetotherecipient.Theactionsconstitutingharassmentcanbephysical(suchasviolence,touchingorkissing),verbal(suchasderogatorylanguageorjokes)ornon-verbal(suchasthreateningbehavior,gesturesoroffensivesuggestions).
Inherent requirements of the job (genuine occupational characteristics):
Inherentrequirementsofthejobrefertothenecessary,objectiveandproportionatequalificationsthatanapplicantoremployeeneedtohaveinordertoperformtheessentialjobfunctions,dutiesandresponsibilitiesadequately.Theyaremostlyrelatedtocertainabilitiesandskills,butmayinexceptionalcircumstanceincludealsopersonalcharacteristicsofapplicantsoremployees,suchassex,religionorabsenceofaspecificimpairmentordisability,ifdeemedessentialforadequateperformanceofthejob.Anydistinction,exclusionorpreferencebasedontheinherentrequirementsofthejobinquestionshallnotbedeemedtobediscrimination.
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Reasonable accommodation:
Reasonableaccommodationreferstoanynecessaryandappropriatemodificationoradjustmenttotheworkingarrangementsorenvironmentthatdoesnotimposeadisproportionateburdenontheemployer,andthatenablesaqualifiedapplicantoremployeewithspecialneedsrelatingtohealth,disability,religion,familyresponsibilities,oranyothergroundtohaveaccess,ortoparticipateoradvanceinemployment.Reasonableaccommodationmeasuresmayincludee.g.rearrangementofworkingtimeorprovisionofspecialequipmenttoadisabledemployee.
Special measures
Specialmeasuresrefertosupportprovidedtocertaingroupsofworkersinordertohelpthemgainequalopportunityandtreatmentatwork.Twotypesofspecialmeasuresaregenerallyneeded:
• Special measures of protection: Specialmeasuresofprotectionrefer topreferentialtreatmentandprotectionprovided tocertaingroupsofemployees inneedofspecialsupport,suchaspregnantandnursingwomen,employeeswithdisabilitiesoremployeeswithfamilyresponsibilities.Specialmeasuresofprotectionarenotaformofdiscriminationagainstpersonswhoarenotinneedofspecialsupport.
• Affirmative action: Affirmativeactionmeasuresincludespecialtemporarymeasurestoredresstheeffectsofpastdiscriminationinordertoestablishequalityofopportunityandtreatmentinpracticebetweendifferentgroupsofemployees,orjobapplicants.Thesemeasurestargetparticulargroupsofapplicantsoremployees,suchaswomen,workerswithdisabilities,orethnicminoritiesthataredisadvantagedinaccesstoemploymentorspecificpositionsorintermsandconditionsofthework.
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3. Key principles of equal opportunity and treatment and non-discrimination at work
3.1 Legal compliance
Employersshouldcomplywithallnationallaws,regulationsandproceduresconcerningnon-discriminationandequalityinemploymentandoccupation.
3.2 Equal opportunity and treatment
(a) Employersshouldensurethatallrecruitmentandemploymentdecisionsintheircompanyaremadesolelywithreferencetomerit,skills,experienceandabilitiesoftheapplicantoremployeeinquestion,withoutanyinterferenceofdiscriminationorbias.Adequateattentionshouldbepaidtoteamdiversityandcompanyaffirmativeactionmeasures.
(b) Toensurethatallemploymentdecisionsaremadewithoutdiscrimination,theemployershouldestablishanduseobjective criteria for all aspects of employment, includingrecruitment,remuneration,benefits,termsandconditionsofwork,accesstovocationaltraining,advancementandpromotion,aswellasterminationofemploymentcontract.
3.3 Non-discrimination
(a) Employersshouldensurethatalltheirrecruitmentandemploymentpoliciesandpracticesarefreefromanydiscriminationonthe11groundscoveredbythisCode.
(b) UnderthisCode,directandindirectdiscriminationisprohibitedonthegroundscoveredintheIndonesianlegislationandtheILOConventionNo.111.Theseprohibited grounds ofdiscriminationare:
• Sex/gender (includingpregnancy,maritalstatusandfamilyresponsibilities).
• Raceorethnicity.
• Colour.
• Religiousbelieforcreed.
II. GUIDING PRINCIPLES TO PROMOTE EQUAL OPPORTUNITY AND TREATMENT AND PREVENT DISCRIMINATION AT WORK
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• Socialorigin.
• Socialstatus
• Economicstatus
• Grouporfaction.
• Nationalorigin.
• Politicalopinion.
• Disability.
• HIVstatus.
• Membershipinatradeunionortheexerciseofunionactivities.
(c) Employers are encouraged to take further action to promoteequal opportunity andtreatmentandfightdiscriminationonanyadditionalgrounds,suchasplaceoforigin,age,physicalappearanceandsexualorientation.
4. Fair recruitment practices
4.1 Job descriptions and job advertisements
(a) Jobdescriptionsshoulddescribethemaintasksandresponsibilitiesofthejobandtheskills,abilities,knowledge,educationandexperienceneededtoperformthekeytasksandresponsibilitiesofthejob.
(b) Jobadvertisementsshouldincludeajobdescriptionandclearlystatetheselectioncriteriaprincipallyrelatedtoqualifications,skills,knowledgeandexperience.Criteriarelatedtojobapplicants’personalcharacteristics,suchassex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,nationalorigin,socialoreconomicstatus,grouporfaction,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivitiesshouldnotbeincludedinjobadvertisements.Personalcharacteristicsmayonlybereferredtoiftheyareinherentrequirementsofthejob.Anemployerwhoadvertisesapositionrequiringaspecificpersonalcharacteristicthatmaybeviewedasdiscriminatoryshouldstatethereasonforthisrequirementintheadvertisement.
(c) Whereappropriate, theemployer should state its commitment toequal employmentopportunityinthejobadvertisementandspecifythatvacanciesareopentoallqualifiedpersonswithoutanydiscriminationonthegroundsprohibitedunder thisCode. If thecompanyisimplementingaffirmativeactionmeasurestargetingparticularcategoriesofworkerstheseshouldbementionedinthejobadvertisement.
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4.2 Job application forms
(a) The jobapplication formsshouldonlyask jobapplicants toprovide information thatis relevant fordetermining theapplicants’ suitability for the job inquestion, suchasinformationonqualifications,skills,knowledge, relevantexperience,preparednesstoacceptcertainresponsibilitiesandwillingnesstoacceptparticularworkingconditions.Unlessobjectivelyrelevanttothenatureofthejob,theemployersshouldnotaskapplicantstoprovidepersonal informationrelatedtotheirsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.
(b) Applicantsshouldnotberequiredtosubmitaphotographwiththeirapplication,unlessphysicalappearancecanlegitimatelybeconsideredasaninherentrequirementofthejobinquestion.
4.3 Short listing
Employersshoulduseconsistentselectioncriteriaasthebasisforshortlisting,matchingtheseobjectivestandardsagainstthecorrespondingqualifications,skills,knowledgeandexperienceofeachapplicant.Effortstomakethecompositionoftheworkforcemorediversemaybeavalidselectioncriterion.
4.4 Selection and aptitude tests
Testsusedforselectionpurposeshouldbespecificallyrelatedtotherequirementsofthejobinquestionandobjectivelymeasureapplicants’actualorpotentialabilitytodoorbetrainedforthejob.
4.5 Job interviews
(a) Theinterviewersshouldonlyaskquestionsthatarerelevanttoassessinganapplicant’ssuitabilityforthejobinquestionanduseconsistentcriteriaforassessingeachapplicant’sabilitytomeettheselectioncriteria.Theinterviewpanelsshouldincludebothfemaleandmaleinterviewers.
(b) Interviewersshouldnotaskjobapplicantspersonalinformationrelatedtoapplicants’sex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.
(c) Ifthepositionrequirespreparednesstoacceptcertainresponsibilitiesandwillingnesstoacceptparticularworkingconditions,interviewersshouldgivefulldetailsofthejobrequirementsandaskthecandidateiftheywillbeabletomeetalltherequirements.
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4.6 Pre-employment medical examinations
(a) Employers should not use pregnancy tests as a condition for hiring or continuedemployment,exceptinthoselimitedsituationswheretheworkinquestionisprohibitedforpregnantwomenunderthelaworthereisarecognizedorsignificantrisktothehealthofthewomanandchild.
(b) HIV/AIDStestsorothertestsforinfectiousdiseasesmaynotberequiredasaconditionofhiringorofcontinuedemployment,exceptincaseswheretheoccupationalrequirementsforthejobinquestionhavebeenstipulatedinlawtoincludeabsenceofthedisease.MeasurestoencourageworkerstoknowtheirownHIVstatusthroughgenuinelyvoluntarycounselingandtestingarerecommendedtopreventthediseasefromspreading.
(c) Employersmayrequirejobapplicantstotakeamedicalexaminationtoassesstheirfitnessforthejobinquestion.Themedicalexaminationmaynotincludetestingforanydiseaseorillnessthatdoesnothaveanimmediateeffectonaperson’sfitnesstoperformthejob.
(d) Employersshallrespecttheconfidentialityofworkers’healthstatusandnotundertakeanyactionthatcouldleadtobreachofsaidconfidentiality.
4.7 Records
Employersshouldkeeprecordsof theassessmentmadeateachstageof therecruitmentprocessbythereviewersontheapplicant’sabilitytomeettheconsistentselectioncriteria.
4.8 Recruitment through employment agencies and employment services
WhererecruitmentisdonethroughapublicorprivateemploymentagencytheemployershouldadvisetheagencytocomplywiththisCode.Whereappropriate,employersshouldhighlighttotheagencythatvacanciesareopentoallqualifiedpersonswithoutanydiscriminationongroundsprohibitedunderthisCode.
5. Fair treatment during employment
5.1 Pay and benefits
(a) Employersshouldpayemployeesremunerationcommensuratewiththevalueofthejobtheyareperforming.Thevalueoftheworkshouldbedeterminedwithreferencetotheeffort,skill,responsibilityandworkingconditionsrelatedtothejobinquestion.Thereshouldbenodifferencesinpayduetosex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,birth,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivitiesoftheemployeesinquestion.Detailsofthepayschemesshouldbeavailabletoallstaff.
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(b) Employersshouldmakesurethatcompanyrules,requirementsandpracticesonaccesstobenefits, suchas commission, bonuses, headof householdbenefits, allowances,performancepayoranyotherfringebenefits,donotdiscriminateagainstanygroup.Thisappliesalsotoold-agebenefits,medicalbenefits,maternitybenefitsandanyotherformofbenefitthatprovidesincomeprotectiontoemployeesandisfinancedbytheemployeror industry inwhichemployeeworks, i.e. isnotpaidoutofapublicsystemofsocialsecurity.
(c) Differencesinpayforworkofequalvaluemaybejustifiableonlyiftheyarerelatedtodifferentseniorityorperformanceratingsortoaspecificlabourshortageinaparticularjobclassification.Employersshouldensurethatperformanceappraisalsystemsappliedtodetermineperformancepayarefreefromdiscriminationandbias.
5.2 Terms and conditions of work
Employersshouldmakesurethatallemployeesenjoyequaltermsandconditionsofwork,includinghoursofwork,assignmentofworkandduties,restperiods,annualleave,occupationalsafetyandoccupationalhealthmeasures,equipmentandtools,withoutanydiscriminationonthegroundscoveredbythisCode.
5.3 Performance appraisals
Employersshouldadoptformalappraisalsystemswhicharebasedonfairandobjectivecriteriafree fromdiscriminatorybias,withmeasurable standards for evaluating jobperformance.Employersshouldkeeprecordsoftheiremployees’performanceandconduct.
5.4 Training, advancement and promotion
(a) Wheneveropportunitiesfortraining,advancementorpromotionarise,employersshouldinformall eligible employeesof the conditionsandprocedure for applying for theseopportunities. Employers shouldassessall interested candidatesbasedon fair andconsistentselectioncriteria,givingadequateconsiderationtothecompany’saffirmativeactionpolicies.
(b) Womenandmenshouldbeprovidedopportunitiestobenefitfromskillstraininginnon-traditionaltrades.Thespecialneedsofworkerswithfamilyresponsibilitiesshouldbetakenintoaccountwhenestablishingschedulesormakingotherarrangementsfortraining.
5.5 Termination of employment
(a) Decisions to dismiss or retrenchworkers should be free fromdiscriminatory bias.Employers shouldneverdismissor threaten todismissanemployeeon thebasisofpregnancy,maritalstatus,healthstatusordisability.
(b) Employersshallneverrefuserenewaloffixeddurationcontractsforreasonsrelatedtosex,pregnancy,maternityleave,temporaryabsencefromworkbecauseofillnessorinjury,
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orunionmembershiporparticipationinunionactivities,oranyotherprohibitedgroundofdiscriminationcoveredunderthisCode.
(c) Whereretrenchmentsarenecessary,theyshouldbecarriedoutresponsiblyinconsultationwiththeconcernedworkers’organizationsandemployees.Selectionforretrenchmentshouldbedonebasedonfairandobjectivecriteriaprimarilyreferringtolengthofserviceandskillsandqualifications,andtakinganyaffirmativeactionmeasuresintoaccount.
(d) Theretirementageforwomenandmenemployeesshouldbedefinedinaccordancewithnationallawsandregulations.Wheretheregulationsallowdiscretionondeterminingtheretirementageofwomenemployees,employersshouldallowwomentocontinuetoworkatparwithmen,iftheywish.
6. Creating a productive working environment
6.1 Harassment
Employersshouldensure that theworkenvironment is free fromharassment.Any typeofviolence,harassment,bullyingorabuse,beitphysical,sexual,verbal,ornon-verbal,undertakenonanyofthegroundsreferredtointhisCodeisprohibited.Employersareencouragedtoadoptapolicyofzerotoleranceforharassmentandtocommunicatethepolicytoallstaff,andclients,customersandotherwork-relatedparties.
6.2 Maternity protection
(a) Employersshouldensurematernityprotectionforallpregnantwomenemployeesandnewmothersinaccordancewiththerelevantnationallaws.Thematernityprotectionshouldincludematernityleaveinaccordancewiththelaw,cashandmedicalbenefits,healthprotection,employmentprotectionandnon-discrimination,andbreastfeeding.
(b) Allpregnantwomenemployeesshallbeentitledtomaternityleaveforaminimumperiodof3months.Employersshallpaywomenworkerstheirfullsalaryduringthisleave.Thisappliestoallworkers,whetherpermanentortemporary.
(c) Iftheworkingenvironmentofapregnantorbreastfeedingwomaninvolvesrisks,suchasphysicalstrainorexposuretohazardousagents,thehealthofthewomanshouldbeprotectedbyeliminatingtheserisks,adaptationofworkingconditionsand/or,ifadaptationisnotpossible,temporarytransfertoanotherpostorpaidleave.Womenshouldnotbeemployedatnightduringpregnancyifadoctorperceivesthistobearisktothemotherorchild.
(d) Employersshouldnot,on thebasisofawoman’spregnancy,makeanyemploymentdecisions that negatively affect a pregnantwoman’s employment status, includingdecisions concerning dismissal, loss of seniority, or deduction ofwages.Maternityleaveshouldbecountedasworkforpurposesofcalculatingseniorityandretirementbenefits.
(e) Nursingmothers should beprovidedbreastfeeding breaksand facilities to support
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continuedbreastfeedinguponreturntowork.
6.3 Work-family balance
Employersshouldtaketheneedsofemployeeswithfamilyresponsibilitiesintoaccountintheworkplace.Family friendlyworkplacepractices,suchasflexibleworkarrangements, familycareleaveorchildcarefacilities,shouldbeadoptedasappropriate.
6.4 Reasonable accommodation
(a) Employers should takemeasures to reasonably accommodateworkerswith specialrequirementsrelatedtohealth,disability,religion,familyresponsibilities,oranyotherground.Reasonableaccommodationmeasurescouldincluderearrangementofworkingtime,theprovisionofspecialequipment,opportunitiesforrestbreaks,time-offformedicalappointments,sickleave,flexibleleavetoenablework-familybalance,part-timeworkandreturn-to-workarrangements.
(b) Failuretoprovidereasonableaccommodationshallbedeemeddiscrimination,unlessaccommodationwouldimposeasignificantexpenseordifficulty(unduehardship)totheemployer’sbusiness.
7. Equality in company business practices
Employers shouldpromoteequality andnon-discrimination in all their businesspracticesandwithin thecompany’sscopeofcontroland influence.Employersshouldcommunicatepositiveimagesaboutdiversityandequalityandensurethattheircustomers,subcontractors,suppliers,intermediariesorotherbusinesspartnersandstakeholdersaretreatedinafairandnon-discriminatorymanner.
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8. Use of the Code
EmployersmayputtheCodeintopracticeinmanydifferentways.Outlinedbelowaresomeofthemostcommonlyusedmethodsthathaveproventobesuccessfularoundtheworld.Thelistisnotexhaustive,nordoanyofthemethodshavetobefollowedinanyprescribedorder.Failuretofollowanyparticularmethodshouldnotbeconsideredasevidenceoffailuretopromoteequalityofopportunityortreatmentortocomplywithlegalobligationsassuch.Followinganyorallofthemethodsmay,however,supportclaimsthatlegalobligationshavebeencompliedwith.
9. Commitment and responsibility
(a) EmployersshouldfollowtheguidelinessetoutinthisCodeandformallyendorsethematthehighestmanagementlevelaswidelyacceptedgoodpractices.TheCodeshouldbeintegratedintocompanycoremanagementpoliciesandpractices,includingexistinghumanresourcepolicies.ResponsibilityfortheimplementationoftheCodeshouldbeassignedtoaseniormanagementrepresentative.
(b) Procedures should be established to encourage compliancewith theCode acrosscompanyhumanresourcemanagementandbusinessoperationsand,tothegreatestextentpossible,amongstsuppliers,subcontractorsandserviceproviders.
(c) Employers shouldconsultwithworkers’ organizationsand representativesofdirectlyconcernedemployeesaboutactivitiesrelatedtothisCodeanditsimplementation.
10. Human resource policies and practices
(a) Employers should follow the guidelines set out in this Code in all recruitment andemploymentdecisionsinthecompany,andaligntheirexistinghumanresourcepoliciesandpracticeswiththisCode.
(b) Employersareencouragedtoadoptspecificpoliciesandmeasurestopromoteequalityofopportunityandtreatmentatwork.
III. POSSIBLE METHODS OF IMPLEMENTATION
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11. Communicating, raising awareness and building capacity
(a) CopiesoftheCodeshouldbepubliclydisplayedoncompanypremises,andinformationaboutitshouldbedisseminatedamongstallemployeesandworkers’representativesinalanguagethattheyunderstand.
(b) ActivitiesshouldbeundertakentoraiseawarenessontheCodeamongallemployeestofacilitateunderstandingandimplementationofitsprovisions.Allemployeesshouldbeprovidedwithinformationonwhatisandisnotacceptablebehaviororpracticeintheworkplace.Employeesshouldexercisetoleranceandunderstandingattheworkplacetoenhanceworkplaceharmony.
(c) Employersshouldprovidetrainingtomanagers,supervisorsandotherrelevantstaffontheirroleinimplementingthisCode.TheyshouldbeprovidedwithpracticalinformationonhowtoapplytheguidelinessetoutinthisCodeinhumanresourcemanagementandbusinesspracticesofthecompany.
(d) CommitmenttotheCodeshouldbecommunicatedtobuyers,customers,clients,suppliers,sub-subcontractors,businesspartners,and relevantstakeholders, includingworkers’organizationsandemployeerepresentatives,asappropriate.
12. Monitoring and corrective action
ImplementationofthisCodeshouldberegularlymonitoredtodeterminecompliancewiththeCodeandefficiencyofitsimplementation.Instancesofnon-complianceshouldbeaddressedasandwhentheyarediscovered,andstepsshouldbetakentoimplementchangeswherenecessarytoensurethatsuchinstancesdonotrecur.
13. Handling grievances
Employeesshouldhaveaccess to confidentialmeans to report grievances related tonon-compliancewiththisCode.Measuresshouldbeestablishedtoensurethatemployeesdonotsufferdisciplinaryactionforreportinggrievances.Employersshoulddevelopprocedurestodocument,handleandfollow-upongrievancereports.
14. Transparency and dialogue
ImplementationmeasuresshouldincludeperiodiccommunicationwithstakeholdersaboutperformanceandprogressrelatedtotheCode.
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15. Application to suppliers and subcontractors
CompliancewiththeCodeshouldbeaconditionofbusinessandintegratedintocontractswithsuppliers,subcontractorsandrelevantbusinesspartnerssuchasemploymentagencies.EmployersshouldmakecompliancewiththeCodeaconditionofevaluation,selectionandmaintenanceasasupplier.
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ANNEX: CHECKLIST FOR EMPLOYERS ONWORKING PRINCIPLES FOR EQUALITY PROMOTION
Introduction
ThecurrentIndonesianbusinessenvironmentischaracterizedbyasearchfornewinnovationand increasing competition in both domestic and overseasmarkets. This puts growingpressuresonhumanresourcemanagementincompanies.Internationalexperiencesshowthatimplementationofmeasurestopromoteequalityanddiversityamongcompanyworkforcecanbringtangiblebusinessbenefitstoacompany,includingimprovedabilitytoattractcompetent,talentedandcommittedworkforce,increasedstaffretention,greaterworkforcesatisfactionandloweredemployeeturnover.Enhancedemployeewell-beingalsoreducesrisksofworkplaceconflictandlitigation.Inaddition,measuresthatpromotediversityandequalitycanincreaseproductivity,innovationandcreativityinthecompany,openaccesstonewmarketsegments,andimprovecompanybrandimageandreputation.
Think about your business…
Tounderstandtheimportanceandrelevanceoffairemploymentpracticesandseeinghowitfitsyourbusinessneeds,thinkaboutthesequestions:
• Does your business face problems in getting the right people to fill jobvacancies?
• Istherehighemployeeturnover?
• Areyouexpandingintonewmarketsegments,eitherlocallyorregionally?
• Do you feel that there is a shortage of new and creative ideaswithin theorganization?
• Areyourcustomersbeingtreatedwell?Canthisbeimproved?
• Doyouwanttoraiseemployeeengagementandmorale?
• Doyoubelieveincorporatesocialresponsibility?
Equality promotion helps you to make your business more productive and successful!
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Staff composition and workplace relations Yes No Not sure
Check how well your company is doing in equality promotion
Note!Seecommentsonyouranswersintheendofthechecklist!
1. Mycompanyhasadiverseworkforceincludingwomenandmenbelongingtodifferentethnic,religiousand/orsocialgroups.
2. Mycompanyemploysworkerswithdisabilitiesorhealthconditions.
3. Inmycompany,allworkersfeeltheyaretreatedfairlyandequally,withoutdistinctionsbasedontheirsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.
4. Inmycompany,womenandmenofdifferentethnicitiesandnationalitiesareequallyrepresentedindifferenttypesofjobsandoccupationalcategories.
5. Inmycompany,wehavebothmaleandfemalebossesandsupervisors.
Recruitment
6. Mycompany’sjobadvertisementsclearlystatetheselectioncriteriarelatedtoqualification,skills,knowledgeandexperienceneededforthejob,anddonotmentionanypersonalcharacteristicslikesexororiginthatarenotrelevantforthejob.
7. Inmycompany,shortlistingandselectionofcandidatesisdonesolelyonthebasisofobjectiveselectioncriteriarelatedtoqualifications,skills,knowledgeandexperiencerequiredforthejob.
8. Duringajobinterviewmystaffdoesnotaskjobapplicantsquestionsrelatingtochildbearing,familyresponsibilities,maritalstatusoranyotherpersonalissuesnotrelatedtothework.
9. MycompanydoesnotusepregnancytestingorHIVtestingasaconditionforrecruitment,exceptwhenhiringforjobswheretestsarerequiredbylaw.
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Staff composition and workplace relations Yes No Not sure
10. Employmentcontractsusedbymycompanydonotincludeclausesrestrictingemployees’righttogetmarriedorbecomepregnant.
11. Allmymanagersandstaffinvolvedinrecruitmentprocessesaretrainedinmerit-basedandnon-discriminatoryselectionmethods.
12. Mycompanyimplementsspecificrecruitmentprogrammestopromoteworkforcediversityandhirepeoplefromcurrentlyunder-representedgroups.
13. Mycompanyemploysatleastonepersonwithadisabilityforevery100personsemployed
Pay and benefits
14. Inmycompany,womenandmenworkersfromalldifferentsocialgroupsarepaidequalpayforworkofequalvalue.
15. Inmycompany,allworkershaveaccesstosalaryincrements,benefits,facilitiesandservices(includinghousingandtransportallowancesandchildbenefitsetc.),withoutanydistinctiononthegroundsofsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.
16. Inmycompany,theperformanceappraisalsystemsusedtodefinesalaryincrementsforgoodindividualperformanceareobjective,unbiasedandappliedinanon-discriminatoryway.
17. Mycompanyrecognizesaccumulationofseniorityduringwomenworkers’maternityleaveanddoesnotreducetheirwagesorseniorityuponreturntowork.
Term and conditions of work
18. Inmycompany,assignmentofdutiesandallocationofhourofwork(includingovertime)isdoneinanequalandfairmannerwithoutdiscriminationonanyground.
19. Mycompanyprovidessafetyequipmentandarrangementstoallworkerswithoutdistinction
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Staff composition and workplace relations Yes No Not sure
basedonsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.
Training, advancement and promotion
20. Inmycompany,allcategoriesofworkershaveaccesstotrainingandcareerdevelopmentbasedontheirpersonalabilitiesandmotivation,withoutanydiscriminationonthegroundsofsex,raceorethnicity,colour,religiousbelieforcreed,socialorigin,socialoreconomicstatus,grouporfaction,nationalorigin,politicalopinion,disability,HIVstatus,membershipinatradeunionortheexerciseofunionactivities.
21. Inmycompanyallpromotionopportunitiesarewidelyadvertisedthroughouttheorganizationandselectionisbasedonabilities,currentjobperformanceandaspirationsoftheemployee.
22. Mycompanyprovidesspecialtraininganddevelopmentprogrammestargetingwomenandothergroupsofemployeesthatareunder-representedinhigherlevelsofpersonnel.
Termination of employment
23. Inmycompany,renewaloffixeddurationcontractisneverrejectedforreasonsrelatedtopregnancy,maternityleave,temporaryabsencefromworkbecauseofillnessorinjury,unionmembershiporparticipationinunionactivitiesoranyothergroundofprohibiteddiscrimination.
24. Retrenchmentsarealwaysconductedinanon-discriminatorymannerinmycompanywithoutanydisparateorunjustifiableimpactsonspecificgroupsofemployees(e.g.womenorethnicminorities).
25. Inmycompanywomenareneverforcedtoretireatan earlier age than men.
Harassment
26. Inmycompany,relationsbetweendifferentgroupsofworkersaregoodandeverybodyisalwaystreatedwithrespect.
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Staff composition and workplace relations Yes No Not sure
27. Mycompanytakesactivemeasurestoensurethattheworkingenvironmentisfreefromharassmentand bullying.
28. Mycompanytakesactivemeasurestoensurethattheworkingenvironmentisfreefromsexualharassment.
Maternity protection
29. Inmycompanyspecialconsiderationisgiventowomenintheirlastmonthsofpregnancyandnursingmothersintermsofsuitabilityofjob,workloadandworkingconditions.
30. Mycompanyallowspregnantwomentotakepaidtimeoffforprenatalcheckups.
31. Inmycompanyallwomenworkersareprovidedwithpaidmaternityleaveandmedicalbenefits.
32. Mycompanypayspregnantwomenworkersmaternitybenefitsforthreemonthsofmaternityleave.
33. Mycompanyprovidesnursingwomenwithbreastfeedingbreaksandfacilities.
Work-family balance
34. Mycompanymakesitpossibleforbothmenandwomenworkerstobalancetheirworkandfamilylife(e.g.flexibleworkarrangementsorfamilycareleave).
Reasonable accommodation
35. Allworkspacesinmycompanyaremadeaccessibleforworkerswithphysicalandmentaldisabilities
36. Inmycompany,workerswithdisabilitiesareprovidedwithspecialworktoolsandequipmenttoaccommodatetheirspecialneeds.
37. Mycompanymakesefforttoaccommodateemployees’reasonableneedsandrequestsrelatedtoreligiousorethniccustomsorotherpersonalreasons(e.g.specificdietaryhabits,worktimeandleavearrangements).
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Staff composition and workplace relations Yes No Not sure
Company business operations
38. Mycompanyrespectstheprinciplesofequalityandnon-discriminationinallbusinesspractices,includingcustomerservice,marketingandsourcing.
39. Inmycompany,allcustomerservicepersonnelistrainedtotreatcustomersinarespectfulandnon-discriminatoryway.
Management of equality issues in the company
40. Theleadershipofmycompanyrecognizesfairnessandnon-discriminationaskeyvaluesinthecompanymanagementstyle.
41. Mycompanyhasaclearandexplicitpolicy,rulesand/orregulationstopromoteequalityandprohibitdiscrimination.
42. Mycompanyhasaclearandexplicitpolicy,rulesand/orregulationstoprohibit(sexual)harassmentand bullying.
43. Mycompanyhasaclearandexplicitpolicy,rulesand/orregulationsonmaternityprotection,paternityleave,andwork-lifebalance
44. Mycompanyhasidentifiedpaymentdisparitiesbetweenmenandwomen,andistakingactiontoclosethepaygaps.
45. Mycompanyhasconductedanequalityaudittoassessandmonitortheequalitysituationinthecompany.
46. Mycompanyhasnominatedamanagerresponsibleforequalityissues.
47. Incaseservicesofanoutsourcingoremploymentagencyareusedtorecruitworkers,mycompanyalwaysrequirestheentitytocomplywithourcompanyequalitypolicy.
Workplace cooperation and social dialogue
48. Inmycompany,policies,rulesand/orregulations(includingtheequalitypolicy)arepreparedinfullconsultationwithtradeunionsand/orworkers’representatives.
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Staff composition and workplace relations Yes No Not sure
49. Inmycompany,employeeshavesuccessfullynegotiatedcollectiveagreementswithprovisionsonequality,maternityprotectionandflexibleworketc.
50. Allgroupsofworkers(women,men,ethnicminorityworkers,andworkerswithdisabilityorhealthcondition)arerepresentedbytheirownrepresentativesinconsultationsonissuesdirectlyconcerningtheiremploymentandworkingconditions.
51. Mycompanyhasasuggestionboxwhichanyemployeecanusetovoicetheirconcernsorinterests.
Awareness raising and equality training
52. Inmycompanyallstaffisawareofcompanypolicies,rulesand/orregulationsondiscrimination,harassment,maternityprotectionandwork-lifebalance.
53. Allstaffinmycompanyunderstandswhatisandwhatisnotacceptableandrespectfulbehaviorintheworkplace.
54. Allmanagershavebeentrainedontheirroleinimplementingthecompanyequalityandnon-discriminationpolicy.
55. Allstaffinmycompanyhasbeentrainedonequalityandwork-lifebalance.
56. Allstaffinmycompanyknowswhotheequalityofficerisandhowtocontacther/him.
Complaints mechanisms
57. Mycompanyhasaproceduretodealwithcomplaintsregardingunacceptablebehaviorsuchasharassment,unequaltreatmentorotherdiscriminatorypractices.
58. Allstaffinmycompanyknowshowtofileacomplaintusingthemechanism.
59. Thecomplaintsmechanismhasbeensuccessfullyusedtoinvestigateandsolveseveralcomplaintsinmycompany.
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Scoring
Thetotalscoreforthechecklistis80 points:
Forquestions1-40,each‘yes’answergivesyouone point.
Forquestions41-59,each‘yes’answergivesyoutwo points.
Comments on your checklist scores
0-10 yes’s Thereissomeunderstandingofequalityprinciplesinyourcompanybutrealawarenessondiscriminationatworkislacking.Readthis“Codeofpractice”andtherelated“Guideforemployers”togetmoreinformationonhowtoensureequalopportunityandtreatmentandeliminationofanydiscriminatorypracticesinyourcompany.
11-30 yes’s Yourcompanyisstartingtomakeprogressinimplementingequality,butyoustillhavesomeway togo.Reviewthis“Codeofpractice”and therelated“Guideforemployers”togetideasonhowtostrengthenequalityimplementationinyourcompany.
31-50 yes’s Progresshasbeenmadeinyourcompanyinunderstandingandaddressingworkplacediscriminationandpromotingequalityatwork.Yourcompanymaybereadytoadoptandimplementacompanyequalitypolicy.
51-70 yes’s Yourcompanyhasmadeagoodstartatimplementingequalitymeasures.Usethis“Codeofpractice”andtherelated“Guideforemployers”tocheckwhetheryouareontherighttrackandlearnhowtodealwithissuesthatarenotyetaddressed.
71-80 yes’s Yourcompanyisdoingverywell!Wesuggestthatyoucontinuethegoodworkby regularly reviewing your company equality policies andworkpractices.
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