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    Female Hiring and Female in Leadership

    Historically, the mining sector has predominantly been male-dominated. In Indonesia, recent data from The National Labor Force Survey of August 2021 reveals that, for the past three years, women have consistently represented less than 10 percent of the total workforce in the Indonesian mining industry. Women have been underrepresented in the mining sector, facing various barriers that limited their participation.

    It is profoundly regrettable, considering the numerous advantages that can be garnered through the enhancement of diversity within this sector. Research has shown that companies with greater gender diversity are more likely to exhibit enhanced decision-making and problem-solving abilities, as diverse teams bring a more comprehensive range of perspectives and experiences [1]. When women are involved in planning and implementing mining projects, local communities are more likely to experience positive development outcomes, such as improved access to education and healthcare [2].

    PT Vale Indonesia, in acknowledging the importance of diversity and inclusion, is not only challenging stereotypes but also actively addressing the historical gender disparities in mining. PT Vale Indonesia is committed to creating a more inclusive work environment, where both men and women can grow and contribute to the growth and sustainability of the mining industry. This commitment not only increases the industry's social responsibility but also positions it for a more prosperous and equitable future.

    [1] Eftimie, A., Heller, K., and Strongman, J., 2009. 'Gender dimensions of the extractive industries: mining for equity.’ The World Bank Extractive Industries and Development Series, 8, pp. 1-68.
    [2] Jenkins, K., 2014. 'Women, mining, and development: an emerging research agenda.’ The Extractive Industries and Society, 1(2), pp. 329-339.
     

    PT Vale Indonesia Tbk has a strong desire and commitment to encouraging inclusivity within the company, especially in the field of gender inclusivity. The company is determined to break the notion that mining is only a man's job. PT Vale Indonesia has a target to increase female worker participation to 16% of total employees by 2026 and increase women in leadership roles – Supervisors, Managers and Executives to 20% of the female population by 2026.

    Our commitment to providing broad opportunities for women to develop in our company is manifested in several proactive steps, including:

    1. Gender equality assessments

    PT Vale Indonesia, a proud member of the Indonesia Business Coalition for Women Empowerment (IBCWE), has the opportunity to collaborate on gender equality assessments. These assessments cover crucial aspects of gender equality, such as gender pay equity, talent management, professional development, gender-based harassment, and the alignment of gender equality strategies, among others.The findings of this assessment are subsequently utilized by PT Vale Indonesia to assess performance and formulate future strategic initiatives. The aspiration is that through the integration of these assessment results, gender equality at PT Vale Indonesia Tbk will improve and continue to develop in the future.

    1. Workshops and Webinars about Gender Equality

    • In April 2023, during International Women's Month, we organized a webinar on the topic of "Prospective Careers in the Mining Industry." This event attracted 700 participants, including students and recent graduates. Our aim was to spark greater interest among women in pursuing careers within the mining sector.

    • For employees, we hold workshops consisting of the topics of Unconscious Bias, Prevention of Harassment in the Workplace, and Inclusive Leadership with a target of 100% of employees by 2024.

    1. Campaign about Gender Equality

    Launched an intensive campaign aimed at external parties to actively promote and facilitate the recruitment of talented women to join our company. This is done through social media, workshops at Hasanuddin University, and will be published at several other universities.

    We are ahead of target on female workforce and number of female in leadership role is growing 94% compared to early 2020. This is a significant milestone for us as we are on track to achieve a double-digit percentage of female workers and leaders within our organization for the first time. 

    • Female Hiring 

    In early October 2023, we have 300 female employees for the first time, making up 9.8% of our workforce. Our next target is to further increase this representation, aiming to achieve a double-digit percentage of 10.9% of female workers by December 2023

    To achieve this, we're launching an intensive campaign that includes engaging external parties, conducting webinars, leveraging social media platforms, organizing campus road shows, and implementing affirmative action initiatives for female hiring. We're also collaborating closely with hiring managers to implement targeted hiring strategies in support of our goal. Together, we're driving meaningful change towards a more diverse and inclusive workforce.

    • Female in Leadership

    As of September 2023, we proudly have 31 exceptional female leaders, comprising 9.5% of our total leadership roles, including Supervisors, Managers, and Executives. Our commitment to diversity and inclusion drives us to continuously improve, and our next milestone is to elevate this representation to 11.4%, achieving a total of 37 female leaders by December 2023. 

    To achieve this goal, we are taking strategic actions, including promoting talent from within through a strong local talent development program and an internal selection process. In addition, we have implemented an internal promotion system to create equal opportunities for development within the company. We also actively involve female workers in ad hoc assignments, such as selection committees, disciplinary commissions, incident investigation teams, and more, while implementing affirmative action measures in external recruitment efforts to expand the number of qualified female candidates and increase opportunities for women to excel in our company.

    Foto: Vale Indonesia

    • SDG 5: Achieve gender equality and empower all women and girls

      • 5.1 End all forms of discrimination against all women and girls everywhere

      • 5.5 Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decisionmaking in political, economic and public life

      • 5.c Adopt and strengthen sound policies and enforceable legislation for the promotion of gender equality and the empowerment of all women and girls at all levels

    • SDG 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all

      • 8.5 By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for wor of equal value

      • 8.6 By 2020, substantially reduce the proportion of youth not in employment, education or training

    • Principle 3.8 Implement policies and practices to respect the rights and interests of women that reflect gender-informed approaches to work practices and job design, and that protect against all forms of discrimination and harassment, and behaviours that adversely impact on women’s successful participation in the workplace.

    • Principle 3.9 Implement policies and practices to respect the rights and interests of all workers and improve workforce representation in the workplace so it is more inclusive.

    Foto: Vale Indonesia