IBCWE and Investing in Women conducts annual case studies of firms’ actions around Workplace Gender Equality (WGE). The case studies aim to document the change that has occurred, understand how and why change around WGE is happening among firms, and understand impacts of the COVID?19 environment on WGE. The study may also provide summary communications material for use by the BC and firm, in order to publicise any major achievements.
In 2020?21, IBCWE and IW will undertake Case Studies of two to three firms that actively implemented changes in 2019?20.
Firm 1 operates in industrial manufacturing ? a male dominated sector. In 2018, 20% of their employees were female overall, and at operations level only 1% of employees were female. Only one woman occupied a role in upper or top management.
In the past year, since their engagement with IBCWE began, two women have been appointed to senior roles in this company, increasing the representation of women’s voices at the top.
The case study at this firm will examine factors that influenced these hires, including actions to promote WGE that the firm has completed. This company introduced a target to achieve 30:70 ratio of women to men at management level, conducted training on gender biases’ and revision of recruitment standard and procedures.
The case study will also examine the impact of having more female voices in leadership roles, both on other employees at top management levels, and on staff in operational roles.
Firms 2 and 3
Two IBCWE members have implemented sophisticated flexible work arrangements that demonstrate leading practice in Indonesia.
Firm 2 is a professional services firm. 39% of their staff are women, and 33% of staff at upper and top management levels are women. Firm 2 had introduced an extensive menu of flexible work options, however uptake of FWA was low. Firm 2 has completed a number of EDGE actions including increased communications and promotion efforts regarding flexible work options.
This case study will investigate the impact of these efforts on uptake of flexible work across the company, as well as impacts of flexible work on individual employees from different management levels. Flexible work will also have been impacted by COVID?19 and the case study will examine its implementation in light of this context.
Firm 3 has achieved gender balance among their staff at entry level and senior management levels. Representation of women at supervisory and mid?level management could be improved (33% and 30% respectively) and there are no women at the executive management level.
Staff turnover at the supervisory management level is higher than other levels at around 33%. Retention of female employees is higher than male employees at mid and senior management levels, and retention of male employees is higher than females in entry level jobs.
Firm 3 has achieved leading practice in flexible work policies and practices. Flexible work is mainstreamed within the organization, with acknowledgement that outputs and results are valued. Policies related to family and caring support to all employees and are communicated and employees are notified of any changes. Opportunities for improvement include developing re?entry programs or integration measures for employees returning from long?term leave; and develop a personal development program for parents returning to work from parental leave and parenting workshops.
IBCWE is recruiting local researchers or a local research organisation to undertake data collection and analysis and produce case study reports.
The case studies will
Specific services Activity
All deliverables to be provided in English language, unless otherwise agreed as part of case study methodology:
Criteria to be addressed in proposal:
February 2021 to April 2021
The financial proposal must be expressed in the form of a lump sum all?inclusive cost linked to deliverables specified in TOR, supported by a breakdown of costs.
All envisaged travel costs (if any) must be included in the financial proposal. This includes all travel to/from duty station research locations.
In the case of unforeseeable travel, payment of travel costs including tickets, lodging and terminal expenses should be shouldered by the researcher(s).
Schedule of payments
How to apply
We welcome research firms and individual researchers to apply. Applications to be a service provider for the research include:
A proposal that describes the proposed research approach including methodology and workplan for the data collection and a proposed approach to analysis and learning. The application should also include a list of prior clients, and CVs of staff who will conduct the research, and a financial proposal.
The curriculum vitae for the lead researcher should include contact details for three referees, including a telephone number and email address.
All correspondence should be addressed to Indonesia Business Coalition for Women Empowerment via email: firstname.lastname@example.org and should indicate “Application for Service Provider for Researcher” on the application letter and email subject.
Applications will be considered until January 25th, 2021 or until a suitable candidate is identified and selected. Please note that only short?listed firms/applicants meeting the above requirements will be contacted.
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