Beyond “Ibuisme”: Advancing Women’s Economic Potential in Indonesia
December 24, 2024
Reproductive health is a critical yet often-neglected component of workplace gender equality. This issue demands attention from all genders, especially male leaders. Despite being marginalized, it significantly affects employee well-being and productivity. Men have a vital role in ensuring reproductive health rights are respected in the workplace.
Reproductive health uniquely affects men and women, from the challenges women face during menstruation, pregnancy, and menopause, to the importance of supporting men in their roles as fathers, partners, and colleagues. Unfortunately, many Indonesian workplaces have yet to understand how these aspects contribute to gender inequality, as evidenced by biased policies and unsupportive cultural norms. These diverse experiences require attention and varied approaches.
Leaders have a significant influence in driving change. By implementing policies that support reproductive health and fostering an inclusive work culture, leaders can enhance employee well-being while boosting company productivity. Here are actionable steps leaders can take to understand and support reproductive health in the workplace:
1. Understanding the Business Case for Reproductive Health Initiatives
Investing in reproductive health can boost productivity by 15%, improve workplace attendance by 60%, and reduce employee turnover by 25%. For example, providing access to reproductive health services or dedicated leave for care can help workers manage personal challenges without sacrificing productivity. This isn’t just a social responsibility, but a smart business strategy that positively impacts company performance and bottom line.
2. Building a Supportive Workplace Culture
Reproductive health challenges, such as menstruation, perimenopause, menopause, polycystic ovary syndrome (PCOS), endometriosis, or vasectomy, can affect worker productivity and well-being. Leaders should promote open dialogue, reduce stigma, and provide training to all workers (especially managers) to understand these issues.
3. Implement Gender-Sensitive and Stigma-Free Policies and Facilities
Ensure policies or facilities such as reproductive health leave, flexible working hours for health care, and access to inclusive health services are available to all employees. For example, providing vasectomy leave for men demonstrates a commitment to their health needs, while also supporting their partners. Gender-sensitive policies not only help individuals but also strengthen employee trust and loyalty to the company.
4. Leverage Data and Metrics for Long-Term Impact
What gets measured gets improved. Use indicators such as reproductive health-related absenteeism rates, worker satisfaction with health coverage, or the number of reports of gender-based violence in the workplace. With this data, leaders can evaluate the effectiveness of initiatives and ensure that policies continue to evolve to support worker needs.
5. Engage in Advocacy and Collaboration
Discuss reproductive health challenges in the workplace gender equality agenda, advocate for reproductive health-related policies, or support relevant community programs. In Australia, there is a national push for legislative changes mandating paid reproductive leave, recognizing the importance of supporting employees facing reproductive health challenges.
Taking Real Action
As a leader, the first step you can take is to evaluate whether your company’s policies are inclusive and responsive to the reproductive health needs of all workers. Discuss this issue with your leadership team, seek input from workers, and start building a more inclusive work environment.
By being part of the solution, male leaders can play a vital role in creating a workplace that supports the well-being of all workers – regardless of gender. This not only promotes equality, but also helps companies thrive better in the future.
Written by Program Officer, Esther Yobelitha
References:
https://www.weforum.org/stories/2024/01/companies-sexual-reproductive-health-women-work/
https://www.linkedin.com/pulse/why-should-reproductive-health-matter-your-workplace-hertility/
https://theconversation.com/what-is-reproductive-health-leave-and-why-do-we-need-it-238581
https://www.nytimes.com/2023/04/28/well/live/menopause-symptoms-work-women.html
https://www.bbc.com/worklife/article/20240408-menopause-women-job-quits
