ADVANCINGINNOVATIVE,
INCLUSIVE AND
COLLABORATIVEGROWTHWOMEN IN BUSINESSACTION COUNCIL
POLICY PAPERB20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

CONTENTS
Foreword by the Task Force Chairs

03

Task Force Coordination Group04

Recommendation: Executive Summary

06

Introduction

13

Recommendation 1:

15

Empowering Women Entrepreneurs

Recommendation 2:

28

Enabling women’s digital and leadership capabilities

Recommendation 3:

42

Promoting Safe & Equitable Workplaces

Annex

54

1

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCILFOREWORD BY THE TASK FORCE CHAIR“Over the last 2 years, COVID-19 has taken a significant toll on lives andlivelihoods across the globe. It has had a particularly regressive effect ongender equality. We need to ensure the role of women in business and theworkplace does not fall further behind. Gender equality is not only a pressing
moral issue but offers significant economic upside – the World Economic
Forum reported that global GDP could grow by an additional US$28 trillion
if women could participate equally as men in the world economy.

The Women in Business Action Council (WiBAC) is putting forth three strategic imperatives that will
enable us to move towards gender parity:•

Empowering women entrepreneurs;•

Enabling women’s digital and leadership capabilities; and•Promoting safe and equitable workplaces.

The policy recommendations aim to promote the growth of women-led businesses and bring more
women into the workforce. And as these policy recommendations are interlinked, they will deliver a
multiplier effect globally if executed in tandem. Thus, we recommend that the G20 countries take theserecommendations as a complete set and that countries do not cherry pick.
In addition, WiBAC recommends taking active steps to foster women inclusion in the global economy
through participation in the One Global Women Empowerment (OGWE) platform. The platform brings
together capabilities and networks to accelerate and scale initiatives to support women-led businesses
and empower women at work. OGWE will act as a bridge to connect women empowerment efforts
between successive G20 and B20 Presidencies, enabling the continuation of efforts from Indonesia to
India, Brazil and beyond.
Finally, I am grateful for the opportunity to chair the WiBAC this year and to have worked closely withmy esteemed co-chairs, deputy chair, policy manager, our members, knowledge partner and network
partner to develop this policy paper and the OGWE platform. Gender equality must become a priority
for the world. And that time is now.”
finance, from the perspective of the financiers and investors, and the demand side, from the perspective

Sincerely,

Ira Noviarti

Task Force Chair, Women in Business Action Council
President Director, Unilever Indonesia

2B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCILFOREWORDS BY THE TASK FORCE CO-CHAIRSCO-CHAIRSFOREWORDS“The benefits to economic growth and businessperformance by including women in our
economies on an equal basis are staggeringand indisputable. Yet we are still far from getting
there, and in fact, the Covid-19 pandemic has led
to regression. We need practical and actionable
solutions, driven by policy, now! When womensucceed, we all prosper.”Jos Schmitt

President & CEO,Neo Exchange“In the social commerce era, digital and STEM
skills are opening up more possibilities for womenin e-commerce and other business fields.
More learning resources mean more opportunities,
as entrepreneurship is often the only alternative
for labor force participation in the emerging
markets.
The road ahead in supporting women in businessthrough knowledge sharing and e-learning will
be continuous.”

Diane Wang
Shutong

Founder, Chairperson &CEO, DHgate“As more women become entrepreneurs, it is
crucial for them to develop skills to operate
effectively in our digital economy. We plan toactively build their business and STEM skills
to maximize the capacity of women owned/
led enterprises to successfully contribute
substantially to sustainable local, national andglobal economies.”

Sucharita Eashwar

Founder & CEO, Catalyst for
Women Entrepreneurship“When we encourage upskilling and developmentin half of the labor force, growth becomes
inevitable. It compounds upon itself, creating aculture of diversity and equality, resulting in a
powerful multiplier effect and further catalysing
innovation and growth. This fact reinforces theimportance of addressing entrenched imbalances
around issues of low participation of womenin STEM careers and female representation inleadership positions around the world.”

Rania Nashar

Senior Advisor to theGovernor & Head ofCompliance & Governance,
Public Investment Fund
3

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCILFOREWORDS BY THE TASK FORCE CO-CHAIRSCO-CHAIRSFOREWORDS“P&G is committed to gender equality to help
economies grow and businesses thrive. Currently,
only 27% of women considering a tech careercompared to 62% of men. A highly skilled STEM
workforce will help drive technology-based
innovation. We envision a world where all students
are given the opportunity to explore a career in
STEM. To achieve this, businesses need a multistakeholder approach and partnerships where
everyone plays their role.”

Balaka Niyazee

General Manager & SeniorVice President, P&GSouth Korea“Women in business matter, but even more so,businesses need women. The world has a sharedinterest in reconstructing the global economicorder toward a more inclusive, sustainable, andresilient economy. Bringing more women into theworkforce, especially to higher-quality jobs, is afundamental prerequisite for success.”Zeynep Bodur
Okyay

President & CEO, Kale Group“As HR professionals and business leaders, wehave a responsibility to remove barriers to successfor women across our organizations. This policy
paper provides actionable recommendations toensure equitable and inclusive access to talentbuilding resources and technical education for
women across the globe so that workplaces andcommunities everywhere flourish.”Johnny C. Taylor, Jr.
President & CEO, Societyof Human Resource
Management, SHRM

4

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCILTASK FORCE COORDINATION GROUPDEPUTY CHAIR

POLICY MANAGER

Nurdiana Darus

Maya Juwita

Corporate Secretary andHead of Sustainability &Corporate Affairs of
Unilever Indonesia

Executive Director, Indonesia
Business Coalition for Women
Empowerment

KNOWLEDGE PARTNER

NETWORK PARTNER

5

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RECOMMENDATIONS:EXECUTIVE SUMMARY
Significant economic gains can be made if women were to participate equally in the global economy.
The past decade has seen great strides in the economic inclusion of women, but persistent challenges
remain, and COVID-19 has reversed some earlier gains. The Women in Business Action Council(WiBAC) recommends that G20 policy makers take active steps in:•••

Empowering women entrepreneurs;
Enabling women’s digital and leadership capabilities; andPromoting safe and equitable workplaces

WiBAC also seeks the G20 leadership’s support for the One Global Women Empowerment (OGWE)
platform, a global network, that connects relevant stakeholders and helps to scale and accelerate
existing networks and initiatives that promote the impactful inclusion of women and women-led
businesses in the global economy.

THE CONTEXTThe COVID 19 pandemic has turned back the clock on many gains made towards gender equality
within the economy, with women being disproportionately impacted in comparison to men.
Increased care responsibilities with school closures forced more women than men to drop out of thelabor market, with many quitting paid employment altogether. Even before the pandemic there wasa significant gap in managerial positions held by women compared to men and the gap has widened.
The International Labour Organization (ILO) reported that social distancing measures, lockdowns
and distorted supply chains and markets have exacerbated structural inequities, as such increasing
challenges that impede women-owned businesses and has led to several closures.
The lack of women’s participation in the workforce not only affects their personal health and wellbeing, but it weakens the global economy. In 2018, the World Economic Forum (WEF) reported that
global GDP could grow by an additional US$28 trillion if women could participate equally as men in
the world economy.
Past B20s have highlighted many barriers to women’s economic inclusion which include lack ofresources and funding for women entrepreneurs, access to digital skills and infrastructure, culture
and stereotype influences, lack of opportunity, women taking on the majority of unpaid domestic/family care, lack of workplace flexibility, lack of legal rights, and violence against women, amongst
others. Other G20 engagement groups such as W20 and G20 EMPOWER have raised similar issues
while also focusing on broader societal challenges facing women and girls.

6

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

THE RECOMMENDATIONS
Under the Indonesian G20 Presidency, the B20 recommends proven and actionable steps that G20
governments can take to improve gender equality in the workforce as well as practical steps tobuild, accelerate and scale women-led businesses from subsistence to growth. This will support job
creation, help bring more women out of poverty, enable more innovation and help further spur socialand economic development.
WiBAC has identified three policy objectives as shown in the matrix below:
Empowering women entrepreneurs
1.1 Identify and establish the critical ecosystem that enables access to finance,
legal, and other entrepreneurial technical assistance
1.2 Develop a global women business network to stimulate cross-borderknowledge-sharing and investments into women-led businesses

Enabling women’s digital and leadership
2.1 Equipping more girls with STEM skills and increasing and accelerating
women’s access to digital skills
2.2 Strengthen skills for women to undertake leadership roles and facilitateagreement on common gender reporting to improve transparency

Promoting safe and equitable workplaces
3.1 Improve job security for female workers in the informal economy, including inrural communities
3.2 Develop policies, strategies and systematic approaches to enable preventionof gender-based violence and provision of assistance to victims in the workplace

These policy objectives are critical to bringing more women into the workforce and retaining themin work.
In particular, the recommendations which, if addressed in tandem, can have a multiplier effect. The
recommendations have been identified because they operate congruently, and positive outcomesgained in one area can lead to improvements in another. It is therefore essential that the recommendations be implemented holistically across G20 countries as a priority and that countries do notcherry pick.

7

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RECOMMENDATION 1
Empowering Women Entrepreneurs
Policy Action 1.1 - Identify and establish the critical ecosystem that enables access tofinance, legal, and other entrepreneurial technical assistance.
•

Urgently amend laws and supporting policies that typically impede women’s entrepreneurship•

Build digital infrastructure – following the recommendations of the B20 Indonesia’s Digitalization
Task Force•Actively address physical, regulatory and socio-cultural barriers which limit affordable accessto digital technologies, on-line format MSME education programs and access to market andfinancial infrastructure•

Urge the adoption of gender responsive procurement measures, including a minimum thresholdof 3% of public and private sector procurement to women-led businesses•

Enable MSME development in high growth sectors such as digitalization, green economy andsustainable industry, and social enterprises, including incentivizing startups•

Advocate for additional disclosures on loans and financing granted to women to address bias
in women’s access to financial infrastructure, for example under standards to be issued by theInternational Sustainability Standards Board (ISSB)

Policy Action 1.2 - Develop a global women business network to stimulate cross-borderknowledge-sharing and investments into women-led businesses.
•

Foster support for women entrepreneurs, development of women’s capabilities and promotionof safe and equitable workplaces by scaling and accelerating existing networks and initiatives
through the One Global Women Empowerment (OGWE) platform•

Establish a permanent OGWE body – supported by a secretariat and enabled by technology- to act as the bridge between G20 and B20 Presidencies’ outcomes, ensuring continuationof efforts from B20 Indonesia to B20 India, B20 Brazil and beyond•

Support, fund and participate in OGWE and ensure its adoption at the national level•

Enable and accelerate the development of supportive MSME ecosystems and infrastructure
across countries through OGWE•

Participate in programs, campaigns and sharing of best practices geared towards the buildingof digital capabilities of women and the providing of knowledge sharing and technical Support,
which includes coaching, training, and mentoring amongst other areas, through OGWE•

Support and participate in programs geared towards the moving of women from informal toformal work and addressing specific challenges facing women in the rural sector including
reskilling and upskilling of women, through OGWE•

Participate in sharing of best practices and policies that support and can accelerate workplace
violence prevention and restitution practices, through OGWE

8

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCILPROPOSED KPIs:
WiBAC proposes that current and future G20 processes monitor progress on the share of female
entrepreneurs. Specific targets for these KPIs are proposed in the Annex, with ambitions for2025.WiBAC also proposes in the Annex to begin monitoring and tracking several additional
indicators,including the Total Entrepreneurship Activity (TEA) ratio for men and women.

RECOMMENDATION 2
Enabling women’s digital and leadership capabilities
Policy Action 2.1 - Equipping more girls with STEM skills and increasing and accelerating
women’s access to digital skills.
•

Attract and retain female STEM students and professionals, by eliminating stereotypical viewsin education/ school/ work support structures, embedding STEM into school curricula, andincentivizing corporations that advocate the inclusion and hiring of female STEM graduates toenable a gender balanced workforce•

Foster capabilities in STEM and promote the development of clear career pathways and female
leadership roles such as through roadmaps for skilled jobs

Policy Action 2.2 - Strengthen skills for women to undertake leadership roles and facilitateagreement on common gender reporting framework to improve transparency.
•••

Break down obstacles that limit equal representation of women in mid- and senior-level leadership
positions, and encourage organizations to improve access to leadership training and on-the-job
opportunities for women
Facilitate agreement on a common gender reporting framework on fair representation that aligns
to the Brisbane 25X25 targets as amended under Italy G20
Encourage simple voluntary assessments on gender reporting for early detection of gender issues
at workplace

PROPOSED KPIs:
WiBAC proposes that current and future G20 processes monitor progress on the percentage ofwomen in middle and senior management roles. Specific targets for these KPIs are proposed in the
Annex, with ambitions for 2025. WiBAC also proposes in the Annex to begin monitoring and tracking
several additional indicators, including the proportion of women graduating in Science, Technology,
Engineering and Mathematics (STEM) subjects, the percentage of women employed in STEM, andthe rates of attrition of women in STEM education and STEM jobs.

9B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RECOMMENDATION 3
Promoting safe and equitable workplaces
Policy Action 3.1 - Improve job security for female workers in the informal economy, including
in rural communities.
••

Review legislation to ensure equal rights and obligations for women and support entrepreneurism
in rural communities in local high growth sectors
Incentivize support for women returning to the workforce after long absences including a ‘career
comeback’ tax exemption for businesses that employ and offer re-skilling and/or coaching
programs for women after long periods outside the workforce

Policy Action 3.2 - Develop policies, strategies and systematic approaches to enable preventionof gender-based violence and provision of assistance to victims in the workplace.
•••

Work with relevant social groups to identify gaps in meeting the Violence and Harassment
Convention (No. 190) and its accompanying Recommendation (No.206) and take active steps toaddress them, with a view to ratifying the convention and its associated recommendations
Establish a tripartite body, that includes victims of sexual violence at work, to identify gaps anddetermine actionable next steps to address gaps
Immediately take steps to address reported incidences, publicly denounce acts of sexual
harassment, and have dedicated support for victims of abuse

PROPOSED KPIs:
WiBAC proposes that current and future G20 processes monitor progress on the female labor force
participation rate. Specific targets for these KPIs are proposed in the Annex, with ambitions for 2025.
WiBAC also proposes in the Annex to begin monitoring and tracking several additional indicators,
including the percentage of women who have experienced violence in the workplace during the last
year.

10

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

THE ONE GLOBAL WOMEN EMPOWERMENT PLATFORM
It is acknowledged that the actions of Governments alone will not be sufficient to make the significant
and much needed dent in improving women’s participation in the workforce. All relevant stakeholders
need to come together to support women as business owners and employees.
There are several stakeholders who play a vital role. These include businesses, service providers,philanthropists, civil society organizations, multilateral organizations, lenders and investors. They
are supported by various enabling platforms. Examples include funding platforms such as WeFi, Banking on Women, and Global Invest Her; cross-border trade enablers such as WEConnect
International, SheTrades, eTrade for women and APEC Cross-Border E-Commerce Training (CBET)
workshops; platforms that support high growth and emerging sectors such as Female Entrepreneurs
Worldwide (FEW), and She Loves Tech; and public/private collaboration platforms such as Closing
the Gender Gap Accelerator (CGGA) by WEF. Other platforms and groups include Catalyzing
Women’s Entrepreneurship by the United Nations Economic and Social Commission for Asia and thePacific (ESCAP), Women’s Entrepreneurship (APEC), Women’s Entrepreneurship (OECD), RED MIA,
Fair Share of Women Leaders, W20, G20 EMPOWER, Women Empowerment Working Group, andAfrican Social Entrepreneurs Network. There are many more.
With so many enabling efforts underway, WiBAC considered how best to bring these together
to: a) enable stakeholders with similar goals or complementary services to link up and scale theirefforts; b) facilitate governments and businesses to jointly implement gender-based programs suchas procurement initiatives etc.; and c) Quickly and easily connect women to additional resource
options, markets and information (e.g., guides on laws and regulations, training programs).
To this end, WiBAC proposes a practical initiative – the One Global Women Empowerment (OGWE)
platform. OGWE is a platform that aggregates existing capacities and networks to accelerateand scale impactful women empowerment efforts globally, thus enabling growth, development,
and acceleration of women-led businesses and women in the workforce. It will be supported bytechnology and a permanent secretariat and will scale the efforts of existing platforms, initiatives andnetworks that already provide critical enablement to women-led MSMEs. OGWE will act as a bridge
specifically for women’s economic empowerment between successive G20 and B20 Presidencies,
enabling the continuation of efforts from Indonesia to India, Brazil and beyond.
This is a strategic initiative and will be effective with the participation of G20 nations. The basic
setup of OGWE is depicted below. Key stakeholders will include governments, businesses, investors,
philanthropies, civil society organisations, and service providers, participating in the global platformto provide digital capabilities, knowledge sharing, funding and investments, technical support, andsupportive policies, to empower every woman in business in the global economy.
The OGWE platform will be run by a secretariat and be technologically enabled to provide the 5Cs ofservices – crowdsource, crowdfund, curate, clarify, and communicate – to all stakeholders involved.
OGWE’s target beneficiaries are women in business, defined as women entrepreneurs and womenin the workforce
11

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

THE BASIC SET UP

One Global Women Empowerment

Aggregating existing capacities and networks to accelerate and scale impactful women empowerment
efforts globally

OGWE Services: 5Cs

Key
Objectives

Key Actions•
Empowering women entrepreneurs•
Enabling women’s digital andleadership capabilities•
Promoting safe and equitableworkplacesONE
GLOBAL WOMENEMPOWERMENT
Vision: Empowering every woman
in business in the global economy
Mission: To facilitate criticalsupport in accelerating impactfulinclusion of women in businessin the global economy

Key Stakeholders:
1. Governments
2. Businesses
3. Investors
4. Philanthropies
5. Civil Society Organisations
6. Service Providers

DIGITAL CAPABILITYKNOWLEDGE SHARING

FUNDING & INVESTMENTTECHNICAL SUPPORTSUPPORTIVE POLICY

Access to digital
capabilities and infrastructure
for women-led business.

Access to cross-borderinformation, studies resources,and best practices sharing in
advancing women-led business.

Access to cross-borderfinancing/funding/investments
for women-led business andwomen empowerment initiatives.

Access to coaching, businessmentoring, training, legal support,
and other technical assitance forwomen-led business.

Accelerate availability of
government policy andregulatory actions to alleviate key
issues on women empowerment

CROWDSOURCE

For stakeholders to share and promote ideas and successful policies/programs to spur emulation and/or collaboration to scale up across markets
and geographies

CROWDFUND

For like-minded funders/investors to support programmes of their choice by matching funders/investor with programme owners. Can also be achannel for women entrepreneurs to reach out to funders/investors to help scale their businesses.

CURATECLARIFYCOMMUNICATE

One-stop shop for braining programmes and guides on leadership and skills development to help women entrepreneurs and women at work
develop capabilities and succeed that can serve as a reference library for stakeholders and/or direcly accessed by users.
Utility to help women at work and women entrpreneurs navugate effectively the plethora of applicable local laws, regulations and support programmes as they grow their careers and businesses at home and across borders.
Inform stakeholders and the public on OGWE’s Initiatives and achievements.

ONE GLOBAL WOMEN EMPOWERMENT SECRETATIATTECHNOLOGY ENABLEMENT

An opportunity to deliver -S28T GDP expansion through equal perticipation of women in the global economy.

WiBAC advocates that if Governments set the enabling policy framework as per recommendations,and stakeholders connect more broadly through OGWE, women’s economic empowerment can be
accelerated. Implementing the recommendations will require policy adjustments and legislativechange, as well as funding and plans that can be monitored and measured. The G20 leaders need toplay a crucial role and lead the acceleration of economic and societal growth that comes with the fulleconomic inclusion of women.

12

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

INTRODUCTION
Women continue to be underrepresented in the global economy, with inherent inequalities further
exacerbated in recent years with the COVID 19 pandemic. In 2018, the labor force participation
rate for women aged 15 years and up was 48.5 percent, 26.5 percentage points below thatof men.1 Yet the economics speak volumes to enhanced workforce equality. In 2018, the WEF2
reported that empowering women to participate equally in the global economy as men could add
US$28 trillion in GDP growth by 2025.3 Companies with women in 25 percent of senior leadership
positions outperformed at a compound annual growth rate of 2.8 percent; this increased to 4.7
percent at companies where women comprised 33 percent of senior leadership; and jumped
to 10.3 percent at companies where more than 50 percent of senior leaders are women.4 Not
to mention if women farmers had the same access to productive resources as men, they could
increase yields by 20 to 30 percent and total agricultural output by 2.5 to 4 percent, lifting 100
to 150 million people out of hunger.5
These economic gains are not being realized due to persistent inequality. Across the globe,
women continue to be over-represented in the informal economy, while being under-represented
in managerial positions.6 Men are also more likely to hold jobs in higher paying industries than
women, and when women join these sectors, they are sometimes offered lower wages or lesssenior roles.7 Investment in companies co-founded by women is less than half that invested incompanies founded by male entrepreneurs.8 Gender differences in laws affect women in all regions(developed and developing markets). Globally, over 2.7 billion women are legally restricted fromhaving the same choice of jobs as men. According to UN 2018 data, approximately 55 percent of
economies have laws preventing women from working in specific jobs, 31 percent have no laws
on sexual harassment in the workplace, and in 18 economies, husbands can legally prevent theirwives from working.9 In the rural sector, women account for 41 percent of the global agriculturallabor force, and yet they rarely own the land upon which they work.10
Compounding these inequities has been the disproportionate impact of the COVID 19 pandemic
on women. The G7 recently recognized “the devastating and disproportionate impact of COVID
19 on women and girls, which risks reversing hard-won gains especially with regards to genderbased violence, sexual and reproductive health and rights, education and jobs”.11 According
to a recent WEF report, the cumulative COVID 19 impact has added 36 years to the timeline
to reach gender parity – from 99.5 years in 2020 to 135.6 years today – and is likely to drag1 International Labour Organization (ILO), World Employment and Social Outlook: Trends for Women 2018: Global Snapshot, 2018, p. 6
2 David Abney and Arancha Gonzalez Laya, This is why women must play a greater role in the global economy, World Economic Forum (WEF), January 24, 2018
3 McKinsey, The price of gender inequality, McKinsey Classics, September 2020
4 Mark Misercola, Higher Returns with Women in Decision-Making Positions, Credit Suisse, October 3, 2016
5 Food and Agriculture Organization of the United Nations, “Empowering women and girls is crucial to ensure sustainable food security in the aftermath of
COVID19, say UN food agency heads ahead of International Women’s Day”, March 6, 2021
6 International Monetary Fund (IMF), Pursuing Women’s Economic Empowerment, 2018, p. 4
7 Laura D’Andrea Tyson and Ceri Parker, An economist explains why women are paid less, WEF, March 8, 2019
8 Katie Abouzahr, Matt Krentz, John Harthorne, and Frances Brooks Taplett, Why Women-Owned Startups Are a Better Bet, BCG, June 6, 2018
9 World Bank, Women, Business and the Law 2018, 2018, p. 2
10 ILO, Empowering women working in the informal economy, 2018, p. 3
11 White House Briefing Room, Carbis Bay G7 Summit Communiqué, June 13, 2021

13

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

an additional 47 million women into poverty.12 The ILO also warned that some of the “modest
progress” that has been made on gender equality around the world will disappear as a resultof COVID.13 Studies by the United Nations Development Programme (UNDP) and UN Womenalso found in September 2020 that most nations have failed to protect women and girls fromthe negative economic and social consequences of the COVID 19.14 Early projections from ILO
suggest 5 percent of all employed women lost their jobs as a direct result of COVID 19 in 2020,
compared with 3.9 percent of employed men. As schools and daycare centers were shut down,childcare needs multiplied. Women have provided the majority of this needed care (mostly fromhome) during the crisis, leaving many of them unable to work.15
The following recommendations aim to provide proven and actionable steps that G20 governments
can take to improve gender equality in the workforce. The paper outlines the recommendations
as well as proven examples that can be adapted and scaled.
For ease of standardization and adoption across G20 nations WiBAC has adopted the ISO definitionof a ‘women-led business’.16 A ‘woman led business’ is one that is at least 25 percent owned by
one or more women, whose management and control lie with one or more women, which has
at least one third of the board of directors comprised of women, where a board exists, wherea woman is a signatory of the business’s legal documents and financial accounts, and which isoperated independently from businesses that are neither led nor owned by women.17

12 UN Women, From insights to action: Gender equality in the wake of COVID 19, 2020, p. 6
13 ILO, ILO Monitor: COVID19 and the world of work. Fifth edition, June 30, 2020, p. 8-11
14 UNDP News Center, UNDP and UN Women launch COVID 19 Global Gender Response Tracker, September 28, 2020
15 ILO, World Employment and Social Outlook: Trends 2021, 2021, p. 23
16 The International Trade Centre (ITC) noted the growing use of the term “women-led business” as opposed to “women-owned business”. The former
recognizes that successful women-led businesses have a variety of trajectories and strategies for growth. In many cases, successful women entrepreneurs
running high-growth companies have chosen to give up equity in order to raise capital. While women-led businesses may be less than 51%-owned by
women, women still have significant leadership positions and ownership within these companies, and this matters because many of these women-led
businesses are driving economic growth and disrupting the industries they are entering. The success and economic impact of these women is discounted if
the focus is on 51% ownership. ITC, Technical Note: Definitions for Women’s Businesses, 2020
17 International Organization for Standardization (ISO), IWA 34:2021 (en) Women’s entrepreneurship –Key definitions and general criteria, 2021

14

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RECOMENDATION 1EMPOWERING WOMEN ENTREPENEURS

15

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

POLICY ACTIONSPolicy Action 1.1 - Identify and establish the critical ecosystem that enables access tofinance, legal, and other entrepreneurial technical assistance.
The G20 Governments should:•

Urgently amend laws and supporting policies that typically impede women’s entrepreneurship•

Build digital infrastructure – following the recommendations of the B20 Indonesia’s Digitalization
Task Force•Actively address physical, regulatory and socio-cultural barriers which limit affordable accessto digital technologies, on-line format MSME education programs and access to market andfinancial infrastructure•

Urge the adoption of gender responsive procurement measures, including a minimum thresholdof 3% of public and private sector procurement to women-led businesses•

Enable MSME development in high growth sectors such as digitalization, green economy andsustainable industry, and social enterprises, including incentivizing startups•

Advocate for additional disclosures on loans and financing granted to women to address bias
in women’s access to financial infrastructure, for example under standards to be issued by theInternational Sustainability Standards Board (ISSB)

Policy Action 1.2 - Develop a global women business network to stimulate cross-borderknowledge-sharing and investments into women-led businesses.
The G20 Governments should:•

Foster support for women entrepreneurs, development of women’s capabilities and promotionof safe and equitable workplaces by scaling and accelerating existing networks and initiatives
through the One Global Women Empowerment (OGWE) platform•

Establish a permanent OGWE body – supported by a secretariat and enabled by technology- to act as the bridge between G20 and B20 Presidencies’ outcomes, ensuring continuationof efforts from B20 Indonesia to B20 India, B20 Brazil and beyond•

Support, fund and participate in OGWE and ensure its adoption at the national level•

Enable and accelerate the development of supportive MSME ecosystems and infrastructure
across countries through OGWE•

Participate in programs, campaigns and sharing of best practices geared towards the buildingof digital capabilities of women and the providing of knowledge sharing and technical Support,
which includes coaching, training, and mentoring amongst other areas, through OGWE•

Support and participate in programs geared towards the moving of women from informal toformal work and addressing specific challenges facing women in the rural sector including
reskilling and upskilling of women, through OGWE•

Participate in sharing of best practices and policies that support and can accelerate workplace
violence prevention and restitution practices, through OGWE

16

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

SDG IMPACT

Policy Actions 1.1 and 1.2 contribute to No Poverty target 1.4 ‘By 2030, ensure that all men andwomen, in particular the poor and the vulnerable, have equal rights to economic resources, aswell as access to basic services, ownership and control over land and other forms of property,
inheritance, natural resources, appropriate new technology and financial services, including
microfinance’.
With a focus on technical assistance, Policy Action 1.1 also contributes to Quality Education
target 4.4 ‘By 2030, substantially increase the number of youth and adults who have relevant
skills, including technical and vocational skills, for employment, decent jobs and entrepreneurship’.
Policy Action 1.1 contributes to Gender Equality. It particularly supports target 5.1 to ‘End allforms of discrimination against all women and girls everywhere’ and target 5.5 to ‘Ensure women’s
full and effective participation and equal opportunities for leadership at all levels of decisionmaking in political, economic and public life’. It also addresses target 5.4 ‘Recognize and value
unpaid care and domestic work through the provision of public services, infrastructure and social
protection policies and the promotion of shared responsibility within the household and the family
as nationally appropriate’. Policy Action 1.2 particularly contributes to target 5.a ‘Undertake reforms
to give women equal rights to economic resources, as well as access to ownership and control
over land and other forms of property, financial services, inheritance and natural resources, inaccordance with national laws’ and 5.b ‘Enhance the use of enabling technology, in particular
information and communications technology, to promote the empowerment of women’.
Policy Actions 1.1 and 1.2 support Decent Work and Economic Growth target 8.3 ‘Promote
development-oriented policies that support productive activities, decent job creation,
entrepreneurship, creativity and innovation, and encourage the formalization and growth of micro-,small- and medium-sized enterprises, including through access to financial services.
By stimulating cross-border knowledge-sharing and investments into women-led businesses,
Policy Action 1.2 also contributes to target 9.2 ‘Promote inclusive and sustainable industrialization
and, by 2030, significantly raise industry’s share of employment and gross domestic product, inline with national circumstances, and double its share in least developed countries’. Additionally,
Policy Actions 1.1 and 1.2 contribute to target 9.3 aims to ‘Increase the access of small-scaleindustrial and other enterprises, in developing countries, to financial services, including affordable
credit, and their integration into value chains and markets’.
Policy Action 1.1 encourages MSME development in high growth sectors such as digitalization,
green economy and sustainable industry, and social enterprises, in doing so it contributes totarget 13.2 ‘Integrate climate change measures into national policies, strategies and planning’.
17

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RELEVANT G20 INDONESIA PRESIDENCY PRINCIPLE

Policy Objective 1 supports the Indonesian G20 Presidency priority theme of ‘Collaborative
Recovery and Growth’ particularly in the ambition to ‘Establish a supportive and critical ecosystem
to enable women entrepreneurs.’ It further supports this theme by fostering the ‘Developmentof a global network to stimulate knowledge sharing and investments. WiBAC supports bringing
more women entrepreneurs into the labor market and the recovery from the pandemic throughcollaborative recovery and growth.

18

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

CONTEXT
Policy Action 1.1
Women entrepreneurship plays a critical role in economic development. It provides income,generates wealth, and can have a multiplier effect through job creation and innovation. A
2019 report estimates that if women and men participated equally as entrepreneurs, global
GDP could rise by approximately 3 to 6 percent, boosting the global economy by US$2.5US$5 trillion.18 The untapped commercial opportunity afforded by extending financial services
to unbanked and underserved women in the developing world is compelling; there would
be more than US$2 trillion in new deposits flowing into the financial system, US$17 trillion
in loans to capital-starved women-led MSMEs and up to US$50 billion in life insurance
premiums income annually.19 Financial technology (fintech) is a critical tool that can facilitate
the closing of the gender gap in financial inclusion.20 While 63 percent of the world’s total
population uses the internet today, the International Telecommunications Union (ITU) reportsthat more than 50 percent of the world’s women are offline, highlighting a need for increased
digital infrastructure and capabilities.21
Realizing this potential requires significant fast-tracking of solutions to barriers inhibiting
women-led businesses, including access to resources like investment, finance, andinfrastructure. It also requires the removal of legal barriers such as the ability to sign contracts,
register businesses, or own property. For example, rural women comprise a quarter of theworld’s population and they frequently work as farmers, wage earners and entrepreneurs yet less than 20 percent of landholders worldwide are women.22 Overall, on average, women
have just three-quarters of the legal rights afforded to men, significantly curtailing theireconomic opportunities.23 24 Stereotypes manifest in terms of approval or disapproval ofcareers, pressures to focus on family first, or the perceived risk of women-led businesses,
etc. Women entrepreneurs are keen to participate in the economy, but they lack access tofinance or risk capital due to stereotypes and investor bias.
Additionally, COVID 19 has impacted women-led businesses more than men-owned
businesses. The pandemic is seen to have made investors weary of risks and more likely
to stick to their existing networks — which is very much a “boys’ club” and tough for
women to break into.25 Female-led businesses raised a mere US$6 billion in 2019 whereas
in contrast male-led businesses raised US$195 billion in the same year. These amounts
further dwindled at the peak of the pandemic. It has also been suggested that women

18 Shalini Unnikrishnan and Cherie Blair, BCG, Want to Boost the Global Economy by $5 Trillion? Support Women as Entrepreneurs, 2019, p.1
19 Women’s World Banking, There’s Nothing Micro About a Billion Women: Making Finance Work for Women, 2022
20 Asian Development Bank Institute, Closing the Gender Gap in Financial Inclusion through Fintech, 201921 Alexandra Tyers-Chowdhury and Gerda Binder, What We Know About The Gender Digital Divide for Girls: A Literature Review, UNICEF, 2021, p. 5
22 ILO, Rural Women at Work: Bridging the Gap, 2018
23 World Bank, Women, Business and the Law 2021, 2021, p. 1
24 Cherie Blair Foundation, Gender Stereotypes & Their Impact on Women Entrepreneurs, 2021
25 Harvard Business Review, “Women-led startups received just 2.3% of VC funding in 2020”, February 25, 2021

19

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

entrepreneurs were more affected by COVID 19 as some sectors such as art, entertainment,
travel and hospitality, which were more negatively impacted by the pandemic, tend to havegreater female representation.
According to the Global State of Small Business Report commissioned by Facebook, WorldBank and OECD, female-owned businesses were on average six percentage points more
likely to close temporarily during COVID 19 than male-owned businesses (as observed in
the survey cycles conducted between May 2020 and February 2021).26
These sobering statistics tell us that much more must be done to enable women-led businesses.

26 Facebook, Global State of Small Business, 2021, p.2

20

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Policy Action 1.1: Identify and establish the critical ecosystem that enables access to finance,
legal, and other entrepreneurial technical assistance
Entrepreneurship is critical to inclusive growth. It drives innovation, creates income and wealthand spurs job creation. Much can be gained from supporting women entrepreneurship.
Legal constraints: According to the Women, Business and the Law 2021 report, most reforms
introduced or amended laws affecting pay and parenthood.27 There were no reforms addressing
gender differences in property rights, a barrier facing many women entrepreneurs. Priority laws forconsideration include property ownership, bank account ownership, financial services (including
encouraging commercial banks to establish specific credit lines for women entrepreneurs or
female-led businesses at competitive interest rates, low fees and insurance companies to provide
insurance products, trade and investment rules including but not limited to trade finance solutions,investor reporting on women-led businesses (including reporting by credit providers on therisk, default and loss data associated with women-led businesses with the aim of shifting risk
perception bias), and taxation (including simplifying taxation rules and reviewing incentives tosupport women in business creation). For example, the Canadian government adopts a method
called Gender-based Analysis Plus (GBA Plus) to assess its policies and programmes for systemic
inequalities with a view to reducing such inequities.28 Additionally, the government is working
with Canadian financial institutions to develop a voluntary code to help support the inclusion of
women entrepreneurs as clients in the financial sector.
Gender bias and stereotypes: Examples of measures that can be adopted in overcoming genderbased stereotypes range from school curriculum acknowledging both women and men’s contributions
to history, as well as for multinational corporations (MNCs) and governments to collaborate on
creating mentoring programs for both men and women.

27 WorldBank, Women, Business and the Law 2021, 2021
28 Government of Canada, Gender-based Analysis Plus, accessed June 25, 2022

21

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Global trends are driving new opportunities to bring more women into the economy as follows:•

Green Economy: Women are more attracted to the green industry due to favourable opportunities
for progression. Additionally, green industries, especially green finance and renewables, offer
good opportunities to improve climate change mitigation and the global environment. A
randomized field experiment on 440 forest users in Indonesia, Peru and Tanzania found thatwhen a gender quota (at least 50 percent of group members were women) was assigned
to half of the participating groups, these groups conserved more trees as a response to a‘payment for ecosystem services’ intervention and shared the payment more equally.29 To
realize the full potential of women in the green economy requires overcoming barriers suchas increasing access to technical and vocational education and training, investing in training
and capacity-building initiatives for women who are professionals in the green industry, andpromoting women entrepreneurs who are successful in green industry as role models.30 For
instance, in recognizing the vital role women play in disaster preparedness and response,
Vietnam Women’s Union is now legally a part of the disaster-related decision-making system.31•

Digital Revolution: Women need the digital skills and access to the infrastructure – internet/
computer/tablets/phone etc. – to be active participants in the digital economy. It is ofparamount importance that the G20 Governments invest in digital infrastructure so women canaccess online format MSME education programs that address strategy and planning, financing
options including trade finance and blended finance, structure and operations including social
enterprises, sustainability, business opportunities including access to government contracts,
scale development, marketing, entrepreneurial coaching, enabling regulation such as licensing
and reporting, partnerships and networking, business integrity, and contracting.
In an increasingly digital world where financing can be available through non-traditional means,fintech lending companies can also be an alternative source of financing that women can tap
into. MSMEs are typically underserved and underbanked due to the size of their businessand the perceived risk by banks. Fintech lending companies can bridge this financing gap to
aid women entrepreneurs, especially those who are just starting out in their entrepreneurial
journeys, are trying to scale up, or need to build out their credit history.

•Social Entrepreneurship: According to WEF, the voices of female social entrepreneurs are needed
to shape a sustainable and inclusive COVID-19 recovery. They have decades of experience inchanging systems and creating lasting impacts. Their impact is in overhauling unfair and unjust
systems, sparking collaborative social movements, and reshaping dominant expectations, norms,
and stigmas.32 While multiple organizations are working on gender parity in the space of social
entrepreneurship, there seems to be a lack of a consolidated and coordinated approach inaddressing the specific needs of and requests by female social entrepreneurs. These needs,
as identified in multiple studies, range from addressing the heavily male-dominated sector,
discrimination based on appearance, not being listened to nor given decision-making power ingroup situations, and that fundraising, and networking are easier for male colleagues. Further

29 Nathan J. Cook, Tara Grillos, and Krister P. Andersson, “Gender Quotas Increase the Equality and Effectiveness of Climate Policy Interventions.”, 2019,
Nature Climate Change 9: 330-4
30 IBID
31 UNDP, “Women’s roles increasing in Viet Nam disaster risk reduction efforts”, accessed May 11, 2022
32 World Economic Forum, Why empowering female social entrepreneurs is key to economic recovery, January 15, 2021

22

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

and importantly, women from indigenous groups or racial minorities or who are disabled tend
to encounter such challenges more frequently.33 Addressing the inequalities in this sector has
the potential to encourage more women into social entrepreneurism, who might otherwise be
deterred from entry, and at the same time strengthen an inclusive recovery.
The collaboration between SheTrades and the Catalyst for Women Entrepreneurship is anoteworthy initiative promoting entrepreneurship amongst women. They launched a bootcamp
to educate women on financial literacy enabling them to pitch for debt and equity funding.
•

Gender Responsive Procurement: Global public procurement represents on average 13 to 20
percent of gross domestic product (GDP)34 and corporations spend trillions of dollars acquiring
goods and services. Gender-responsive procurement across value chains has the potential
to offer equal opportunities for women’s enterprises to access markets and to promote thedevelopment of women’s entrepreneurship and economic empowerment.
WiBAC urges G20 governments to adopt a minimum threshold of 3 percent of public andprivate sector procurement to women-led businesses. This will set the right pace for gender
parity within global supply chains.
Governments have adopted various approaches to incorporate gender considerations inprocurement in the public and private sectors, for example by including them in tender
requirements and contract clauses. Policies across markets vary from training initiatives togender preferential policy:oKenya has a policy of awarding 30 percent of procurement opportunities to youth, womenand persons with disabilities.

oTanzania has a policy of reserving 30 percent of government tenders to enterprises led
by women or people of disabilityoIn the United States of America, the Federal Government established a target of at least
5 percent of the value of all prime and subcontracts to award women-owned small
businesses each year.

oSouth Korea has a policy that reserves at least 5 percent of the value of all goods andservices procured by the public sector to be from women-led businesses.

o

In India, the Public Procurement Policy for Micro and Small Enterprises (MSEs) Order (2018)set an annual target for every central ministry, department and public sector undertaking
to reserve 25 percent procurement for the MSE sector. This includes a special provisionof 3 percent set aside for MSEs owned by women.35

oCanada has the Business Women in International Trade Program (BWIT) that links women
entrepreneurs with international opportunities to bid and secure large procurements.36

oSouth Africa has implemented a Preferential Procurement Policy Framework Act where
women-owned businesses receive extra points for their bids.

33 IBID
34 “Global Public Procurement Database: Share, Compare, Improve!”, The World Bank, March 23, 2020
35 Ministry of Micro, Small & Medium Enterprises, Public Procurement Policy, accessed May 20, 2022

23

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL•o

WeConnect in Philippines reviews procurement practices and trains procurement officials
on gender responsive procurement.

oUNDP in collaboration with GIZ - Alliance for integrity and the Indonesia National Public
Procurement Agency, LKPP, piloted the initiative “She-bid”, empowering women-led
entrepreneurs to access government contracts with integrityoInitiatives such as The Women’s Forum Daring Circle have published a ‘Toolkit for Action
on Inclusive Sourcing’ to establish women’s economic empowerment through gender
responsive procurement.27

One way to support greater participation of women-led businesses in the procurement process
is to train procurement officers and design procurement processes to remove subconscious
gender bias. In due time, companies could report on the share of procurement allocated to
women-led businesses. Increased availability of information on public contracting procedures andthe share of procurement contracts secured by women-led businesses would enable knowledge
sharing on good practices and help boost women’s participation in public procurement.

36 United States Agency for International Development (USAID), The Time is Now To Accelerate Women’s Public Procurement; Case Study: Canada, 2022,
p. 2
37 Women’s Forum for the Economy & Society, Women4Business Toolkit for Action, accessed April 8, 2022

24

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

CONTEXT
Policy Action 1.2
Empowering women entrepreneurs starts with establishing a supportive ecosystem. It also
extends to women being able to tap into global networks and build momentum. Global
markets improve the resilience of small businesses as they open access to supply chains,customers, financing and resources and learning opportunities.
There are examples of cross border cooperation and knowledge exchange that are helping
women-led companies to expand their businesses.38•

One such initiative of note is the Women Entrepreneur Finance Initiative (We-Fi) launchedunder the G20 German Presidency in 2017. We-Fi funding has already allocated US$354
million to programs that will benefit close to 200,000 WSMEs.39 The initiative is on track
to reach its full mobilization target of an additional US$3.5 billion in funding from public
and private sectors for women-led businesses around the world by 2032.

•

Another supportive policy is the 2017 Joint Declaration on Trade and Women’s Economic
Empowerment at the World Trade Organization (WTO). This declaration recognizes thatinternational trade and investment are engines of economic growth and that improving
women’s access to opportunities and removing barriers to their participation in national
and international economies contributes to sustainable economic development.40 The WTO
has also established an “Informal Working Group on Trade and Gender” to strengthen
its efforts to increase women’s participation in global trade.

•

SheTrades, an initiative by the International Trade Center, is assisting women entrepreneurs
to make commercial contacts and strike business deals with other female counterparties
situated overseas.

Addressing specific challenges women face can help scale and transform MSMEs, including
subsistence enterprises, into stronger and more resilient enterprises. These challenges include:•

Significant and unique challenges facing women in the workforce e.g., access to skills,
understanding the regulatory environment, discrimination/ stigmatization, cultural barriers,
or business practices.

•

The development of laws that can facilitate improving equality within the workforce andoffering of programs and funds to eliminate regulatory and sociocultural barriers in the
progression of women’s careers.

•

Digital capability, knowledge sharing, technical support, funding and investment andsupportive policies for women in business regardless of the business type, the sector,
country, and location (rural or city) etc.

38 European Commission, Business network supports women entrepreneurs on Austrian-Slovenian border, 2019
39 Women Entrepreneur Finance Initiative, We-FI Brochure 2022, 2022
40 WTO, Joint Declaration on Trade and Women’s Economic Empowerment on the Occasion of the WTO Ministerial Conference in Buenos Aires in December
2017, 201725

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Policy Action 1.2: Develop a global women business network to stimulate cross-borderknowledge-sharing and investments into women-led businesses.
Many organizations – governments, businesses and civil society groups – have implemented
substantive initiatives to support female entrepreneurs and women in work, but many remain
disconnected and operate independently. A focused multilateral effort is needed to make thecritical elements of success available to any woman who is or would like to start an MSME, or
who wants to enter and grow within the workforce, regardless of where they are in the world.
A global network that shares critical support and best practices will help scale up and accelerate
efforts to address challenges that women face in the workforce, ranging from skills and leadershipdevelopment to resource support (from business owners), cross border trade and investment
opportunities and workplace violence, etc. Such a network could also promote sector-specificcooperation between women to create opportunities for them to share best practices focusedon their industries.
A multilateral network can also help connect various stakeholders, including businesses,
governments, international groupings like the International Organization of Employers (IOE), nongovernment organizations (NGOs), philanthropists, etc., so that they can access and support local
communities while tapping on global best practices and resources.
The WiBAC proposes to establish the One Global Women Empowerment (OGWE) platform toachieve these objectives. The goal is to establish a permanent body – supported by a secretariat
and technology - that will connect relevant stakeholders and provide for real-time best practices
to accelerate the impactful inclusion of women and women-led businesses in the global economy.
The network will act as the bridge between G20 and B20 Presidencies outcomes, ensuringcontinuation of efforts from Indonesia to India, Brazil and beyond.
OGWE will focus its efforts on accelerating and scaling what is already funded, establishedand working well, while developing new initiatives to address gaps. There is great merit in G20
26

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

countries collaborating with existing initiatives such as the World Economic Forum’s Closing theGender Gap Accelerators (CGGA). The CGGAs create public-private collaboration platforms at
the national level to address gender gaps, develop local needs-based action plans and drive their
execution. According to WEF, the CGGAs in Latin America and the Caribbean, formed in 2016,
have achieved “substantial impact in closing national gender gaps”.41 They have been successfulin accelerating policy reform, developing strategies for businesses to close economic gender
gaps with reference to their Accelerator Playbook, and bolstering opportunities for women in
non-traditional and high-growth sectors.42
OGWE will reliably share how digitalisation can address end-to-end needs, including access todigital skills development; facilitate access to cross-border financing/ investments/ markets/
suppliers; link women to leadership development and training; provide technical support including
access to coaching, business mentoring, training, legal support, and other technical assistancefor women-led business. It will also champion female role models to inspire women and girls
worldwide. Coaching, in particular, can help budding leaders gain more confidence and overcome
the lack of trust that affects women’s performance in highly competitive environments.
OGWE presents a new opportunity for Indonesia and other G20 Governments to do something bold
and ambitious to help realize an additional US$28 trillion growth in the global economy throughempowering women-led businesses and improving the livelihoods of women, men, children andsociety in general.

41 WEF, Gender Parity Accelerators
42 Saadia Zahidi and James Scriven, “In Latin America, public-private partnerships support a gender-inclusive recovery”, WEF, May 23, 2022

27

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RECOMENDATION 2ENABLING WOMEN’S DIGITAL AND LEADERSHIP CAPABILITIES28

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

POLICY ACTIONSPolicy Action 2.1 - Equipping more girls with STEM skills and increasing and accelerating
women’s access to digital skills
The G20 Governments should:•

Attract and retain female STEM students and professionals, by eliminating stereotypical viewsin curricula, classrooms and education/ school/ work support structures, embedding STEM
into school curricula, and incentivizing corporations that advocate the inclusion and hiring of
female STEM graduates to enable a gender balanced workforce•

Foster capabilities in STEM and promote the development of clear career pathways and female
leadership roles such as through roadmaps for skilled jobs•

Build awareness of challenges faced by women in business, elevate female role models andleadership figures and celebrate women’s achievements

Policy Action 2.2 - Strengthen skills for women to undertake leadership roles and facilitateagreement on common gender reporting framework to improve transparency
The G20 Governments should:•

Break down obstacles that limit equal representation of women in mid- and senior-level
leadership positions, and encourage organizations to improve access to leadership training
and on-the-job opportunities for women•

Facilitate agreement on a common gender reporting framework on fair representation thataligns to the Brisbane 25X25 targets as amended under Italy G20•

Encourage simple voluntary assessments on gender reporting for early detection of genderissues at workplace

SDG IMPACT

Policy Action 2.1 addresses No Poverty target 1.4 ‘By 2030, ensure that all men and women, inparticular the poor and the vulnerable, have equal rights to economic resources, as well as accessto basic services, ownership and control over land and other forms of property, inheritance, natural
resources, appropriate new technology and financial services, including microfinance
Policy Action 2.1 to equip more girls with STEM skills and increase and accelerate women’s accessto digital skills primarily addresses several Quality Education targets including:
4.1 ‘By 2030, ensure that all girls and boys complete free, equitable and quality primary andsecondary education leading to relevant and effective learning outcomes’;
4.3 ‘By 2030, ensure equal access for all women and men to affordable and quality technical,
vocational and tertiary education, including university’;29

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

4.4 ‘By 2030, substantially increase the number of youth and adults who have relevant skills,
including technical and vocational skills, for employment, decent jobs and entrepreneurship’;
4.5 ‘By 2030, eliminate gender disparities in education and ensure equal access to all levels of
education and vocational training for the vulnerable, including persons with disabilities, indigenous
peoples and children in vulnerable situations’, and4.6 ‘By 2030, ensure that all youth and a substantial proportion of adults, both men and women,
achieve literacy and numeracy’.
While Policy Action 2.2 also supports Quality Education target 4.3.
Policy Actions 2.1 and 2.2 contributes to Gender Equality target 5.1 to ‘End all forms of discrimination
against all women and girls everywhere’. Policy Action 2.1 particularly contributes to target 5.b‘Enhance the use of enabling technology, in particular information and communications technology,
to promote the empowerment of women’. While Policy Action 2.2 contributes to target 5.5 ‘Ensure
women’s full and effective participation and equal opportunities for leadership at all levels ofdecision-making in political, economic and public life’.
Policy Action 2.1 also contributes to Decent Work and Economic Growth target 8.6 ‘By 2020,
substantially reduce the proportion of youth not in employment, education or training’.
Policy Action 2.2 contributes to Decent Work and Economic Growth particularly target 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 work of equal value’.
Policy Action 2.1 has potential to contribute to Industry Innovation and Infrastructure target 9.5‘Enhance scientific research, upgrade the technological capabilities of industrial sectors in all
countries, in particular developing countries, including, by 2030, encouraging innovation andsubstantially increasing the number of research and development workers per 1 million people
and public and private research and development spending’.
Policy Action 2.2 contributes to Peace Justice and Strong Institutions, particularly target 16.6.
‘Develop effective, accountable and transparent institutions at all levels’ and target 16.7 ‘Ensure
responsive, inclusive, participatory and representative decision-making at all levels’.

30

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RELEVANT G20 INDONESIA PRESIDENCY PRINCIPLE

Policy Objective 2 supports the Indonesian G20 Presidency priority theme of ’Innovative Global
Economy’ particularly in the ambition of universal access to education and ensuring widespread
digital literacy by ‘Equipping more girls with STEM and accelerating women’s access to digitalskills’. It also supports the priority theme of ‘Inclusive and Sustainable Future’ by ‘Facilitating
the agreement on a common gender reporting framework and strengthening skills for womento undertake leadership roles’. This explores the full potential of involving women in the global
economy whilst improving the working conditions allowing all citizens to fully participate.

31

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

CONTEXT
Policy Action 2.1
Equipping girls and women with digital, science and tech skills will better position them toachieve success in the formal economy, open up greater opportunities and create a more
inclusive and equitable workforce. Although girls and boys perform similarly in math andscience during early education, there are barriers that lead to girls and women abandoning
STEM education (and careers). This is driven by cultural expectations and stereotypes,
unconscious bias, discriminatory practices, and the fact that women think they will be treatedunfairly compared to men in STEM fields.
Stereotypical perceptions that hold women back are reinforced through the media. Studies
have shown exposure to media portrayals can contribute to or reinforce viewers’ occupational
knowledge, career socialization, and even gender stereotypical attitudes and beliefs about
work. Building the digital capability of the female workforce by equipping more girls withSTEM skills and increasing and accelerating women’s access to digital skills is therefore notjust about addressing access and accessibility barriers. Cultural norms and stereotypes aswell as workplace practices that currently deter women from entering these fields need tobe addressed.
The need for digital skills and STEM capability extends into all facets of work, not just thetechnology sector. For example, STEM skills would be important in construction; science
concepts such as gravity, material properties, geography, pressure dynamics, and metallurgy;
technologies such as computer aided design, simulators, augmented reality, and heavymachinery; engineering designs, layouts, and instructions; and math to measure and shapematerials. The strong demand for these skills is driving the urgent need to accelerate effectivemeans of addressing STEM education for women and girls.
Studies reflect that under-resourced communities often face special challenges while pursuing
STEM fields. Students are less likely to be familiar with the subjects, and it is harder to findcoaches and mentors with STEM backgrounds. In Brazil, for example, only 10.7 percent ofBrazilian women in university are enrolled in STEM programs versus 28.6 percent of men.43
Moreover, women are heavily underrepresented in some of today’s most in-demand job
roles, such as Cloud Computing (14 percent), Engineering (20 percent) and Data & AI (32percent) with no significant progress since 2018.44
Keeping women working in science, technology, engineering or math (STEM) jobs is justas important as getting them involved in the first place and social and professional norms

43 World Economic Forum (WEF), Global Gender Gap Report 2021, 2021, p. 134
44 IBID, p. 632

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

present persistent barriers. Pew Research found more frequent discrimination and sexual
harassment, and that gender is perceived as more of an impediment than an advantage tocareer success in STEM jobs.45 Often discrimination is worse in male dominated workplaces,
for women in computer jobs or for those who have a post-graduate degree. Half of womenin STEM jobs say they have experienced discrimination in the workplace because of theirgender – more than women in non-STEM jobs (41 percent) and far more than men in STEM
occupations (19 percent).46
Male-dominated sectors like engineering are working to encourage more women into STEM.
Reforms focused on school curricula and promoting girls’ interest in STEM have resulted in
more women studying engineering, but only to see many quit during or after their studies.47
In the United States of America, women make up 20 percent of engineering graduates, butnearly 40 percent of women who earn engineering degrees either quit or never enter the
profession. Research shows that men and women enter the field for similar reasons, but
personal and professional expectations, culture and gender stereotypes impact continuity.
The same study found that work sites echoed the gender stereotyping experienced in school
projects: men were assigned interesting problem-solving tasks where they could develop
their analytic and technical skills, while women were often assigned jobs sorting papers,
copying, collecting equipment, writing notes, and coordinating tasks they felt did not value
or cultivate their skills. According to the study, this consistent gender stereotyping in college
and then in the workplace, coupled with unchallenging projects, and greater isolation fromsupportive networks, leads many female students to leave before gaining their degrees orstarting their careers.48
Exhibit 1: Factors that affect women’s representation in STEM
Government Support

Health Sector
Women are better represented in healthcare, so countries
with more prominent medical
research have a better balance if
women in STEM.

Government that actively encourage
female participation in science (e.g.
legacy of Soviet Union/satellite bloc) or
ambitious welfare/social policies (Nordic
Countries)

In-demand Roles

Education & Workforce

Women are heavily under represented in most in-demandjob roles - Cloud Computing (14%), Engineering (20%), and
Data&AI (32%), 33% of managerial roles in the IT sector held
by women across G20 countries, shrinking with seniority.

Women represent inly slightly more than 35%of the world’s STEM graduates. Women comprise less than 1/3 of the world’s researchers.

45 Cary Funk & Kim Parker, Women and Men in STEM Often at Odds Over Workplace Equity, Pew Research Center, January 9, 2018
46 IBID
47 Susan S. Silbey, Why Do So Many Women Who Study Engineering Leave the Field?, August 23, 2016
48 IBID

33

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Policy Action 2.1: Equipping more girls with STEM skills and increasing and accelerating
women’s access to digital skills
Understanding the status of women and girls in STEM. The G20 governments should take steps
around the status of women and girls in STEM through the collection of critical participation andachievement data.
Improving government support and co-ordination to help support women and girls. In December
2012, President Obama announced a new Cross-Agency Priority (CAP) goal to increase the numberof students who receive undergraduate degrees in STEM by 1 million over the next decade.49 In
order to meet this goal, the CAP goal includes a focus on providing educational opportunities
and support for women.
Engaging and supporting Women in STEM through education reforms. The G20 governments should
set an ambitious goal to raise the number and performance of students in STEM subjects. Thiscan be achieved by formulating comprehensive strategies to include STEM subjects in curriculaand engaging girls who are historically underrepresented in these subjects.
Providing better conditions for women in the workforce. Women today currently earn 49.6 percent
of engineering and science degrees but only make up 29.4 percent of roles in those fields.50
Reducing the dropout rate of women in STEM careers is especially important in the quest forgender equality, for many women who take time off to care for families, re-entering the STEM
workforce can prove challenging but can be aided by programs specifically designed to addressthese barriers.
Mentorship is an important key to increasing and keeping women engaged in scientific and technicalcareers. By connecting established role models with nascent STEM professionals, mentoring works

49 US Performance.Gov, “Cross-Agency Priority Goals”, accessed May 5, 2022
50 Society of Women Engineers, SWE Research Fast Facts, 2021

34

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

to address preconceived notions of these careers as inflexible or inherently male-dominatedthat may discourage many girls from participating in STEM field. Every year, the US President
recognizes extraordinary individuals who have demonstrated remarkable abilities as mentors in
the fields of science, engineering, and math. Among the chief qualifications of the roughly 15
annual recipients of the Presidential Award for Excellence in Science, Math, and Engineering
Mentoring (PAESMEM) is demonstrated success in engaging underrepresented groups, including
girls, in these technical fields.51 In Canada, the Prosperity Project runs awareness programmes
to promote women’s participation in STEM and their advancement in the workforce.52 It also
provides mentoring to women entering, upskilling or pivoting to careers in STEM, skilled trades
and leadership.
Equipping women with digital, science and technological skills is the first step in ensuring gender
parity and securing women a place within the formal economy. G20 governments must also undertake
measures to ensure these capable women are presented with fair and equal opportunities at theworkplace allowing them to flourish and undertake leadership responsibilities.

51 National Science Foundation, “Presidential Awards for Excellence in Science, Mathematics and Engineering Mentoring”, accessed May 6, 2022.
52 The Prosperity Project, The Zero Report - 2021 Annual Report Card on Gender Diversity and Leadership, 2021

35

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

CONTEXT
Policy Action 2.2
Firms with more women in senior positions have in many cases proven to be more profitable,
more socially responsible, and provide safer, higher-quality customer experiences.53 There isalso growing evidence to establish the connection between gender-balanced representationin managerial roles and boards with stronger corporate governance and transparency inbusiness operations.54
There have been incremental gender equity improvements in certain areas of business, suchas more female representation on Boards, more flexible working arrangements, changing
hiring practices, and in some areas equal pay for equal work. But progress has been glacial.
According to a recent Deloitte report, the global average of female board representation isjust under 20 percent (19.7 percent), an increase of just 2.8 percentage points since 2018.55
At this rate of change, gender parity is expected only by 2045. Currently, only 6.7 percent
of boards are chaired by women.
There are many inequities that present in a woman’s journey in business, each eroding
the prospects for women to strive for leadership. Only 28 percent of organizations have
implemented hiring practices specifically targeting women. At the same time, 30 percent
of organizations have flexible working opportunities for all, and less than one quarter (22percent) have specific gender-based targets for promotion.56
While, men and women are similarly represented at the non-managerial level of the workforce,
this balance shifts increasingly in favor of men at the leadership level. For example, at thesenior leadership level, only 9 percent of HR professionals describe their organization’s seniorleaders as predominately women whereas half describe their organization’s senior leaders
as predominately men.57 Moreover, only about 13 percent of decision makers at venture
capital firms (with funds above US$25 million) are women, and 64 percent of firms still don’t
have a single female partner .5859 Looking to government, data by UN Women shows thatwomen are underrepresented at all levels of decision-making worldwide - only 21 percent
of government ministers were women, with only 14 countries having achieved 50 percent ormore women in cabinets and only 25 percent of all national parliamentarians are women.60

53 Harvard Business Review, Research: Adding Women to the C-Suite Changes How Companies Think April 2021
54 UNDP, Gender diversity and Inclusion for a Fair Business Environment, March 2021, p. 955 Deloitte Global, Women in the Boardroom: A Global Perspective (Seventh Edition), February 2022
56 50/50 Women on Boards, “50/50 Women on Boards Gender Diversity Directory”, accessed January 30, 2022
57 SHRM, Women in Leadership: Unequal Access on the Journey to the Top, March 2022
58 Crunchbase, “Something Ventured: Female-founded US venture firms on track to raise over $7B in 2021” November 10, 2021
59 Noting that more women in leadership positions at VCs alone will not ensure a narrowing of the gender gap in funding. Perception bias remains asignificant barrier for women to achieve equality in entrepreneurism. A study on Q&A interactions between venture capitalists and entrepreneurs revealed
that venture capitalists, regardless of their gender, posed promotion-oriented questions to men, while asking women questions about potential for losses.
“Entrepreneurs who were asked promotion questions received twice as much funding as those who were asked prevention questions”. Dana Kanze, Laura
Huang, Mark A. Conley and E. Tory Higgins, Male and Female Entrepreneurs Get Asked Different Questions by VCs - and It Affects How Much Funding They
Get, Harvard Business Review, 2017
60 UN Women, Facts and figures: Women’s leadership and political participation, 2021

36

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

The challenges to women advancing into leadership roles is multifaceted, underpinned bysocietal and workplace culture and inherent bias, amongst others. There is a combinationof internal (how women see themselves) and external (limitations placed on women byothers) factors which reduce development opportunities for women.61 A recent survey of 319
women and men living and working in the Asia Pacific region showed clear gaps between
men and women in terms of the developmental opportunities they receive. When asked
to rank the most important career-progressing opportunities, women and men agreed on
the top 3: Leadership development training, Promotion, and Salary increase, but women
were offered these less often.62
Not only is access to training important but so too is the type of training. Studies haveidentified that gender specific characteristics make a difference to what can be accomplishedby women, suggesting bespoke training is needed.63 Often gender-neutral leadershiptraining overlooks the fact that men and women have different leadership styles because
they are based on different thought processes.64
Women participation in the workforce is significantly affected by work-life balance issues.
Women are generally held responsible for unpaid domestic and care work that limit theiravailability for formal employment. In order to support women’s participation in the labormarket and their career growth, policies need to ensure supportive infrastructures for women
workers and entrepreneurs with caring responsibilities. This includes the developmentof parental leave policies to progressively achieve equality for men in child and familycare responsibilities and also measures that include funding to improve formal childcare
availability (i.e., inclusion of childcare in business start-up training or reduction of thecontribution rates).
Leadership Development Training
Women were consistently offeredleadership development training
opportunities less often than men

Both women and men agreed* on
the top 3 most important career
progressing opportunities

Women were largely on
par with men in asking for
promotion opportunities
Promotion

Salary Increase

61 Sophia Zhao, Whitepaper – Overcoming Barriers to Women’s Leadership and Unlocking the Power of Diversity, Center for Creative Leadership, 2021, p. 4
62 IBID, p. 7
63 Forbes, Why Leadership Training Is Critical To Helping Women Achieve Their Potential, April 2020
64 IBID
65 KPMG, The Time has Come: KPMG Survey of Sustainability Reporting, 2020 p. 50*N100 – top 100 companies by revenue in each of the 52 countries/ jurisdictions researched in the study37

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Given the sobering statistics around the advancement of women in the workplace, including
into leadership, greater transparency will be critical to guiding action towards workforce
gender equality. Some companies are already prioritizing gender-based indicators in theirsustainability reporting. A recent survey reported that of the N100* companies studied that
identify specific Sustainable Development Goals as relevant to their business, 43 percent
include gender equality.65 However, greater commitment to reporting gender indicators isneeded. For example, out of the 500 largest companies in Canada invited to participate
in a voluntary study on gender diversity and leadership, only 82 did.66 Knowing that whatgets measured gets done, it is important that more companies and organizations commit
to gender reporting.
It is also important that reporting not be for reporting’s sake. At a high level, a roadmap
to identify the goals and standards on fair representation, ensuring applicability across theright sectors of society is needed. Further, at a micro level, businesses and government
should monitor those areas where tangible improvements can be made.

66 The Prosperity Project, Annual Report Card on Gender Diversity and Leadership, 2022

38

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Policy Action 2.2: Strengthen skills for women to undertake leadership roles and facilitateagreement on common gender reporting framework to improve transparency
Formal leadership skills training and on-the-job opportunities are critical for women to undertake
leadership roles. Steps need to be taken to encourage organizations to deliver on these opportunities
as there remain barriers such as gender stereotypes around the choice of occupations for women,a lack of female role models, boys’ clubs, and closed networks, as well as women’s own views of
their capability. Inherent bias in recruiting and promotion, training and other talent processes arealso identified barriers. It is crucial to target both men and women from the early onset of theircareers for leadership training to positively influence mindsets. Investors can support such outcomesby channeling their funding to businesses that are committed to gender equality. Reporting canplay a crucial role in this regard to track progress and benchmark against good practices.
There is a plethora of training schemes available to women in work as business owners or employees.
With Technical Support as one of the five pillars underpinning OGWE, the platform will include
coaching, training, and mentoring and can also provide an archive of training programs and guides
on leadership and skills development. This will help women entrepreneurs and women at work
develop technical and non-technical capabilities.
Governments must collectively review and identify best practices to capture, report, andcommunicate non-financial disclosures. They should showcase the outcomes and successes
associated with gender equity and activities to promote women empowerment, such as equal
compensation, recruiting and retention at leadership levels, access to management training, andfamily leave.
This requires a thorough examination of current employer policies and practices around workplace
gender equality, as well as a global exercise to understand which policy and regulatory levers
are effective in helping businesses to promote equality. It could also show how businesses
comply with existing policies and disclosure requirements, and identify what businesses needfrom policymakers and regulators in order to demonstrate progress. To unlock the potential of39

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

gender equality within the workforce, specifically in leadership, a focused effort is needed to
identify common reporting metrics on fair representation that can be adopted and implemented
by countries. This is especially critical to ensure national reporting standards leverage the same
sources, definitions, and methods to define comparable outcomes and measure genuine progress.
The Canadian government issued a report on women and the workplace highlighting that genderequality and diversity can be enhanced with increased awareness and concerted action.67
Gender reporting metrics on fair representation for use by business, government and otherorganizations should align to the Brisbane 25X25 targets as amended under G20 Italy. Its
development should be informed by leading institutions and governments defining the gold
standard for reporting on fair representation. Leveraging their lessons learned will support the
adoption of a common reporting metrics. This will reinforce an agenda for enhanced transparency
and global information sharing, the removal of barriers to data collection and reporting, and newopportunities for women-led value creation.
Australia is a pioneer in the field of gender reporting with its Workplace Gender Equality Act
2012. All non-public sector employers in Australia are required to report annually to the Workplace
Gender Equality Agency (WGEA) on six gender equality indicators:(i) Gender composition of the workforce; (ii) Gender composition of governing bodies; (iii)
Equal Remuneration between women and men; (iv) Availability of flexible employment terms andpractices relating to family and caring responsibilities; (v) Consultation with employees on issues
concerning gender equality; and (vi) Gender-based harassment and discrimination policies. WGEA
then publishes a report on each organization (excluding remuneration information) and provides
each employer with a confidential Competitor Analysis Benchmark Report indicating their genderequality performance relative to other organizations. Non-compliant organizations are named in
the WGEA annual report and may not be eligible to tender for Federal Government contracts.
Australia’s gender reporting standards set a strong benchmark for other developed G20 economies
to emulate.
Further, Indonesia is paving the way for emerging economies to take significant steps in narrowing
the gap in gender reporting. Indonesia launched its national gender reporting guidelines in June
2022, which references the Women’s Empowerment Principles framework and Australia’s WGEA.
Its eight essential indicators include: (i) Workplace Gender Equality (WGE) accountability forleadership; (ii) Gender composition; (iii) Gender pay equity; (iv) Flexible work arrangements; (v)Preventing and addressing gender-based harassment and discrimination, sexual harassment, anddomestic violence; (vi) Recruitment and selection; (vii) Promotion, professional development, andmentoring; and (viii) safe and inclusive workplace. The guidelines have also listed four complementary
indicators for companies to consider implementing, namely (i) Equitable procurement practices;(ii) Gender-responsive marketing; (iii) Gender-responsive product design & development; and (iv)
Women in communities. Indonesia’s guidelines provide an archetype on how emerging economies
can leverage and adopt existing sources on gender reporting.

67 Government of Canada, Women and the workplace - How employers can advance equality and diversity, 2022

40

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Many governments and businesses are already implementing effective regulations, policies, andstrategies prioritizing greater transparency.
• The OECD provides comparative information on the progress of countries against a range ofpolicy instruments and recommendations that can support empowering women in leadershipand management roles in the private sector.68• The World Economic Forum produces its annual Global Gender Gap Report that reports on the
differences between men and women in Economic Participation and Opportunity, Educational
Attainment, Health and Survival, and Political Empowerment.69
Greater transparency will facilitate gender assessments for early detection of gender issues at
the workplace. Companies can refer to Bloomberg’s Gender-Equality Index (GEI), which tracks
the gender reporting performance of more than 418 public companies with a combined market
capitalization of US$16 trillion across developed and developing markets.70 The framework comprises
over 70 metrics, each belonging to one of five pillars: female leadership & talent pipeline, equalpay & gender pay parity, inclusive culture, anti-sexual harassment policies and pro-women brand.71
Legislation in some countries is playing a wider role in promoting gender equality in the workplaceand in the economy at large. European Union (EU) law requires certain large companies to disclose
information on the way they operate and manage social and environmental challenges. This includes‘social and employee matters such as gender diversity and equal treatment in employment andoccupation.
Companies can consider disclosing KPIs on aspects such as gender diversity; employees entitledto parental leave, by gender; the ratio of employees working under temporary contracts, by gender;
and average hours of training per year per employee, by gender. The laws also cover disclosure on
the diversity on company boards in terms of age, gender, educational and professional background.
For instance, in France, the Copé-Zimmermann law (2011) requires large companies to appoint
40 percent of women in their executive and supervisory boards. In 2021, France’s Rixain law
went further by imposing quotas for the representation of women in leadership positions of large
corporations. By 2027, at least 30 percent of managerial positions in large corporations, as well as
30 percent of the seats of these corporations’ governing bodies will have to be filled by women.
Companies that fail to comply will be subject to financial penalties.
Governments and companies that are proactively setting and surpassing goals, reporting on theirsuccesses, and being rewarded for it are well positioned to share best practices and support local
adaptations to scale their solutions regionally or even globally. OGWE would provide an excellent
opportunity for such knowledge exchange. It is important to start by building on what has alreadybeen done. The WEF CGGAs model is a pertinent example of public-private initiatives tackling
specific gender issues such as the future of work. The Egypt Accelerator, for instance, is focusedon female representation on boards, pay equity and reskilling women for high-growth sectors.72
Moreover, participating countries to the CGGAs are also involved in a Global Learning Network
to enable the acceleration of learning through the exchange of insights and experience.
68 OECD, Policies and Practices to Promote Women in Leadership Roles in the Private Sector, 2020
69 World Economic Forum, Global Gender Gap Report 2021, 2021
70 Bloomberg, Bloomberg’s 2022 Gender-Equality Index Shows Companies Increasingly Committed to Reporting ESG Data, January 26, 2022
71 Bloomberg, Gender-Equality Index Methodology, 2022
72 WEF, Gender Parity Accelerators

41

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

RECOMENDATION 3
PROMOTING SAFE & EQUITABLE WORKPLACES

42

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

POLICY ACTIONSPolicy Action 3.1 - Improve job security for female workers in the informal economy, including
in rural communities
The G20 Governments should:• Review legislation to ensure equal rights and obligations for women and support entrepreneurism
in rural communities in local high growth sectors Foster capabilities in STEM and promote thedevelopment of clear career pathways and female leadership roles such as through roadmaps
for skilled jobs
• Incentivize support for women returning to the workforce after long absences including a career
comeback tax exemption for businesses that employ and offer re-skilling and/or coaching
programs for women after long periods outside the workforce
Policy Action 3.2 - Develop policies, strategies, and systematic approaches to enableprevention of gender-based violence and provision of assistance to victims in the workplace
The G20 Governments should:•

Work with relevant social groups to identify gaps in meeting the Violence and Harassment
Convention (No. 190) and its accompany Recommendation (No.206) and take active steps toaddress them, with a view to ratifying the convention and its associated recommendations•

Establish a tripartite body, that includes victims of sexual violence at work, to identify gaps
and determine actionable next steps to address gaps•

Immediately take steps to redress reported incidences, publicly denounce acts of sexual
harassment, and have dedicated support for victims of abuse

SDG IMPACT

Policy Action 3.1 contributes to No Poverty target 1.3 ‘Implement nationally appropriate social
protection systems and measures for all, including floors, and by 2030 achieve substantial coverageof the poor and the vulnerable’.
Policy Action 3.1 contributes to Gender Equality target 5.1 to ‘End all forms of discrimination
against all women and girls everywhere’. Policy Action 3.1, improving job security addresses target
5.a ‘Undertake reforms to give women equal rights to economic resources, as well as access toownership and control over land and other forms of property, financial services, inheritance andnatural resources, in accordance with national laws’. Policy Action 3.2 contributes to Gender Equality.
It specifically supports target 5.2 ‘Eliminate all forms of violence against all women and girls in
the public and private spheres, including trafficking and sexual and other types of exploitation’.

43

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Policy Action 3.1 contributes to targe 8.3 ‘Promote development-oriented policies that support
productive activities, decent job creation, entrepreneurship, creativity and innovation, and encourage
the formalization and growth of micro-, small- and medium-sized enterprises, including throughaccess to financial services’. Policy Actions 3.1 and 3.2 also contribute to addressing target 8.8‘Protect labour rights and promote safe and secure working environments for all workers, including
migrant workers, in particular women migrants, and those in precarious employment’.
Policy Action 3.2 contributes to Peace Justice and Strong Institutions target 16.1 by helping to‘Significantly reduce all forms of violence and related death rates everywhere’.

RELEVANT G20 INDONESIA PRESIDENCY PRINCIPLE

Policy Objective 3 supports the Indonesian G20 Presidency priority theme of ‘Inclusive andSustainable Future’, particularly in the ambition to create an inclusive and safe economy by‘Improving the job security for female workers in the informal economy and rural communities.
It further supports this theme and aims to improve overall living conditions of all citizens by‘Preventing gender-based violence and provision of assistance to victims in the workplace.’44

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

CONTEXT
Policy Action 3.1
While equipping women with digital and leadership capabilities will help transition womenout of the informal sector, there is a need to address the precarious state of women in
the informal sector as they lack basic labor protections and rights as working women.
According to the OECD and ILO, some 2 billion people (more than 61 percent of theworld’s employed population) are in informal employment, creating risks and vulnerabilities
for individuals and society.73 In general, informal workers are not protected and are notas well valued. They and their families are often excluded from government and social
protections afforded to other workers. Men make up a larger share of informal workers
globally, but the informal sector in domestic, home-based, family work are dominated by
women. Globally, 28 percent of women informal workers are domestic workers, compared
to 8.7 percent for men. 14 percent of women working in the informal sector work fewer
than 20 hours a week compared to 3.1 percent of women in the formal sector.74
Further, pervasive informality is associated with significantly weaker economic outcomes.
The scale of informality diminishes the ability of Government to mobilize the fiscal resources
needed to bolster the economy in a crisis – such as COVID 19, to conduct effective
macroeconomic policies, and to build human capital for long-term development. Countries
with above average informality had revenues 5-12 percent below that of others. They also
have lower per-capita incomes, greater poverty, greater income inequality, less developed
financial markets, and weaker investment.75
Even though data shows informality had declined by about 7 percentage points between
1990 and 2018, the COVID 19 crisis has put a halt to this trend. According to one studyof 12 cities, in the first month of the pandemic, informal workers living in poverty doubled,and earnings dropped 21 percent. Informal workers did not receive recovery assistance –only 42 percent received Government food relief and 41 percent received cash support.
In places like Ahmedabad, India, certain sectors, like domestic workers, home-based
workers, street vendors and waste pickers, were almost entirely out of work. In Bangkok,
Thailand, massage workers could not work as a result of social distancing measures.
Informality in the rural sector has its own specific challenges. Globally, women accountfor 41 percent of the agricultural labor force, yet they rarely own the land upon which
they work.76 When a female farmer is not empowered to make decisions about the landon which she works, it is impossible for her to enter into contract farming agreements that73 OECD & ILO, Tackling Vulnerability in the Informal Economy, 2019, p. 3
74 ILO, Women and men in the informal economy: A statistical picture. Third Edition, 2018, p. 62
75 The World Bank, The Long Shadow of Informality: Challenges and Policies, 2021
75 The World Bank, The Long Shadow of Informality: Challenges and Policies, 2021
76 International Labour Organization, Empowering women working in the informal economy, February 2018
77 Maryellen Kennedy Duckett, Empowering female farmers to feed the world45

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

could provide higher and more reliable earnings.77 Separately, women make up most of theworkforce in coastal and maritime tourism and fisheries, the main blue economy sectors.
Yet, they are in the lowest-paid, lowest-status and least-protected jobs. Moreover, they aresystemically disadvantaged with only 14 percent of donor resources targeting smallholder
women farmers; this is far lower than their share of the market.78
Rural women also get paid less, with the gender pay gap as high as 40 percent.79 Manyrural women have precarious contracts or play an invisible role in their society and are more
likely to work as contributing family members or subsistence farmers and receive no income
for their labor. In addition, they bear a disproportionate share of unpaid care and household
work. As a result, rural women are often not beneficiaries of the social protection programs
associated with formal work.
Economic opportunity is also unequal for rural women with only 39 percent of rural girls
attending secondary school compared to 45 percent of rural boys. Rural girls are twice as
likely to be out of school than urban girls. The gender digital divide is particularly wide forrural women, who make up just a quarter of users of digital agricultural solutions.80 A studyin Africa showed that most women farmers were not familiar with more complex means ofusing their phones, beyond calling and texting and as such, they were unable to make useof digital agricultural solutions like DigiFarm which was available to them.81 In addition, rural
women also face patriarchal and orthodox boundaries on their choices and are often subject
to stereotypical biases based on cultural and religious beliefs.82
Rural women will be a key source to achieving the 25x25 target, given they make up aquarter of the world’s population. The G20 Labour and Employment Ministerial Declaration
reaffirmed this with its commitment to combating inequality in employment between womenand men in rural areas which is more pronounced than in urban areas.

78 Mercy Corps, Gender Impact Study: Final Consolidated Report, April 2021
79 International Labour Organization, Rural Women at Work: Bridging the Gap, March 2018
80 United Nations, “Gender Digital Divide Wide for Rural Women, Secretary-General Notes, in Message for International Day Observance”, October 15,
2020
81 Mercy Corps Agrifin, Gender Impact Study: Final Consolidated Report, April 2021
82 Give India, Rural Women Breaking Stereotypes, November 28, 2019
83 G20 Research Group, “Fostering an Inclusive Sustainable, and Resilient Recovery of Labour Markets and Societies – G20 Labour and Employment
Ministerial Declaration”, June 23, 2021

46

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Policy Action 3.1: Improve job security for female workers in the informal economy, including
in rural communities
First and foremost, it is imperative to bring female workers out of the informal economy which
requires an integrated strategy. This means making labour markets more flexible, reforming social
protection, increasing labour productivity, making the regulatory framework and the justice systemefficient, and simplifying and rationalizing the tax system. There has been success. In fact, thedecline in informality seen between 1990 and 2018 partly reflected policy that many governments had
introduced. These included reforms that either increased the benefits of formal-sector participation
or reduced the costs of such activities - this entails tax and business licensing reforms especiallysimplification for MSMEs, reforms to increase access to finance, and stronger governance.84
A Latin America and the Caribbean study led by the OECD suggests that all actors need to be
involved to reduce informality and consider (i) the social protection systems and their expansion
to vulnerable workers not covered by any social mechanisms; (ii) the adaptation of unemployment
insurance’ systems; (iii) the development strategy to boost formal jobs in the region; and (iv) the
fiscal pact to be adopted in the region.85 Colombia, Brazil, and Mongolia introduced reforms to
reduce informality, specifically special tax regimes for MSMEs to promote formalization, supportive
measures for small enterprise development, and greater administrative efficiency in tax collection.
These schemes provide lower tax rates, presumptive tax methods, and the integration of different
taxes into one single tax payment. Evidence finds that reforms to streamline and improve tax
administration do indeed contribute to the formalization of informal firms.86
For rural women, a comprehensive and integrated approach is needed with targeted actions
that support not just women in agriculture, but also entrepreneurism that taps into high growth
opportunities such as the green and digital economy. There are many elements that need addressing

84 The World Bank, Widespread Informality Likely to Slow Recovery from COVID19 in Developing Economies, May 11, 2021
85 OECD, COVID19 in Latin America and the Caribbean: Regional socio-economic implications and policy priorities, 2020
86 International Labour Organization, Policies, Strategies and Practices for the Formalisation of Micro and Small Enterprises, 2016 p. 10

47

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

in parallel including:•

Structural barriers such as access to education (general education but also financial literacy
education, especially on micro-insurance), skills development – soft, technical, trades etc. -,digital infrastructure, social support, childcare/elderly care•

Development of organizational, communication and leadership skills•

Basic rights such as land ownership and bank account ownership•

Enabling entrepreneurism as outlined in Policy Action 1.1 with targeted interventions in therural sector.

•

Scaling and accelerating projects that support emerging and high-growth sectors. For example- The Kosovo Digital Economy Project87, which trains rural women in programming and web
design to become online freelancers. It shows how digital skills training can create pathways
to economic prosperity.

Further, Governments need to support companies in the formalisation of the informal sector bycreating an enabling business environment, digitalizing all business registration systems andsystems for the registration of workers, and promoting other supportive tax policies. The OECDhighlights that in most countries second earners in married couples (typically women) are taxed
more heavily than single individuals, discouraging participation of women in the formal sector.88
To overcome this issue, Governments should design a tax framework that alleviates the impact on
second earners in dual income households. In addition, businesses can be incentivised to takeon women after long absences through mechanisms such as a career comeback tax exemption
for companies that employ and offer re-skilling and/or coaching programs for women after long
periods outside the workforce.
In addition, during COVID 19, many businesses introduced new ways of working such as working
from home, sub-urban satellite offices to avoid congestion in city centres, and flexible working
hours, thereby breaking down the traditional conservatism with regard to office hours and facetime of formal work. This created the flexibility needed by women to transition from the informal
to the formal economy, allowing them to juggle their multiple responsibilities. As we transit toliving with COVID 19, businesses should continue to explore and refine such remote working
structures to promote greater inclusion of women in the economy.
Promoting a safe and equitable workplace has two levers. The first being protecting the inherent
rights of women in the informal economy and creating measures that allow them to grow andtransition to the formal economy. All women should also have the inherent rights to work in asafe environment and have access to the proper channels of aid should they become victims ofgender-based violence.

87 World Bank, Kosovo Digital Economy (KODE), accessed February 4, 2022
88 OECD, Policies to increase labour-force participation of women and older workers, 2020

48

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

CONTEXT
Policy Action 3.2
Every woman has the right to feel safe within the workplace. However, this is not the caseand the prevalence of workplace violence towards women is completely unacceptableand preventable. It is acknowledged that the impact of domestic violence has significant
repercussions for business and economic development as does sextortion and other forms
of sexual harassment and violence. For the purposes of WiBAC, the focus will be on
women in work
The cost of workplace violence is seen in lost productivity, absenteeism, job dissatisfaction,
health, and wellbeing, amongst others.89 The insurance industry estimates victims ofworkplace violence miss 1.8 million days of work every year at an estimated annual cost to
employers of nearly US$121 billion.90 The US Department of Labor estimates that workplace
violence costs 500,000 employees 1.2 million lost workdays every year.91 In Australia, thecost is estimated at A$2.6 billion in lost productivity, and A$0.9 billion in other costs.92 Thelargest loss of productivity – staff turnover, 32 percent of costs – results in lost income toindividuals, lost profits to employers, and reduced tax paid to government. The estimatedlost wellbeing for victims of actual or attempted sexual assault is estimated at A$249.6
million.93
A report undertaken for W20 Saudi Arabia found that almost one in three women experiencesexual harassment on the job at least “sometimes”; and more than one in seven say theyexperience such behavior “regularly”.94 Gender-based violence in the workplace harms
individuals mentally and physically, it negatively impacts professional success and financial
well-being, and has led to women leaving the workforce all together.95
There are various contributing factors to workplace violence. These include workplacecharacteristics such as job demands, control, role clarity and relationships. Others include
discrimination based on real or perceived differences, such as race, color, gender, religion,
political opinion, national extraction or social origin, pregnancy or family responsibilities,
age, disability, real or perceived HIV status, migration and indigenous or tribal peoples’
status.96

89 Generally, workplace violence is an act or threat of harassment, physical violence, intimidation, or other threatening disruptive behavior that occurs at thework site. It can range from threats and verbal abuse to physical assaults and homicide. United States Department of Labor, “Workplace Violence,” accessed
November 22, 2021
Harassment can be words, gestures or actions which annoy, scare, demean, intimidate, humiliate or embarrass another or which create an intimidating, hostileor offensive work environment. Sexual harassment is any unwelcome sexual advance or request for sexual favour, verbal or physical conduct or gestures of asexual nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, whensuch conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. Workplace violence
can occur in any workplace and against any worker whether they be volunteers, work experience students, interns, apprentices, casual and permanent
employees.
United Nations, “Harassment Policy including sexual harassment,” accessed November 22, 2021
90 Colleen Quinn, How Can We Stop The Rising Costs Of Workplace Violence, 2019
91 Management Services International, The hidden costs of workplace violence, 2019
92 Deloitte Access Economics, The economic costs of sexual harassment in the Workplace, 2019
93 IBID
94 W20 Saudi Arabia Women & Accenture, If Not Now, When? – A roadmap towards a more gender equitable economic recovery, 2020
95 ILO, Sexual harassment in the world of work, 2019, p. 1-4
96 IBID

49

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

31%
Economies haveno laws on sexual
harassment in theworkplace

1 in 3 women sufferfrom gender-based
violance

81%

Parliamentarians
reported some formof psychologicalviolance whileserving their terms

18

82%

Economies
Husbands canlegally prevent theirwives from working

Violence negatively affects
women’s physical, mental, sexual,
and reproductive health

Survivors reported
their work being
negatively affected asa result of domestic
violence

Women are at higher risk of workplace violence and harassment, with certain cohorts more
vulnerable. These include girls and young women, domestic workers, women with limited
job security, migrant women, women in male-dominated occupations, and also where large
numbers of women are supervised by a small number of men.97
According to the ILO, the risk of violence and harassment can also increase in a workplaceculture where there is a ‘normalization’ of violence and harassment, when bullying is notchallenged and/or where there is drug/alcohol abuse.
The recent Me-Too Movement and Time Up Initiative have raised awareness of violenceagainst women in the workplace. This in turn has forced the hands of government andbusiness to do more. In June 2019, at the Centenary Conference of the International Labour
Organization (ILO), the Violence and Harassment Convention (No. 190) and its accompanying
Recommendation (No. 206) were adopted. These multi-lateral landmark instruments established
a common framework to prevent and address violence and harassment, based on an inclusive,
integrated and gender-responsive approach.98 99 Governments that ratify C190 are required
to put in place the necessary laws and policy measures to prevent and address violenceand harassment in the world of work.100
The Convention defines ‘violence and harassment’ in the world of work as ‘a range of
unacceptable behaviors, practices or threats thereof, whether a single occurrence or repeated,that aim at, result in, or are likely to result in physical, psychological, sexual or economicharm”.101

97 IBID
98 ILO, C190 - Violence and Harassment Convention, 2019 (No. 190), 2019.
99 ILO, Sexual harassment in the world of work, 2019, p. 1-4
100 ILO, Safe and healthy working environments free from violence and harassment, 2020
101 ILO, Safe and healthy working environments free from violence and harassment – The Report at a Glance, 2019, p. 350

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Policy Action 3.2: Develop policies, strategies, and systematic approaches to enable preventionof gender-based violence and provision of assistance to victims in the workplace
G20 governments should work with relevant social groups to identify gaps in meeting the Violenceand Harassment Convention (No. 190) and take active steps to address them. This will play an
instrumental role in moving towards ratifying the convention and its associated recommendations.
Key elements of this framework include:a. Article 5: “... respect, promote and realize the fundamental principles and rights at work, namely
freedom of association and the effective recognition of the right to collective bargaining, theelimination of all forms of forced or compulsory labour, the effective abolition of child labour
and the elimination of discrimination in respect of employment and occupation, as well as
promote decent work”.
b. Article 6: “...ensuring the right to equality and non-discrimination in employment and occupation,
including for women workers, as well as for workers and other persons belonging to one ormore vulnerable groups or groups in situations of vulnerability that are disproportionately
affected by violence and harassment in the world of work”.
c. Article 7: “...each Member shall adopt laws and regulations to define and prohibit violenceand harassment in the world of work, including gender-based violence and harassment”.
d. Article 10: “Each Member shall take appropriate measures to: (a) monitor and enforce nationallaws and regulations regarding violence and harassment in the world of work; (b) ensure easy
access to appropriate and effective remedies and safe, fair and effective reporting and dispute
resolution mechanisms and procedures in cases of violence and harassment in the world of
work; (c) protect the privacy of those individuals involved and confidentiality, to the extent
possible and as appropriate, and ensure that requirements for privacy and confidentiality are
not misused; (d) provide for sanctions, where appropriate, in cases of violence and harassmentin the world of work; (e) provide that victims of gender-based violence and harassment in theworld of work have effective access to gender-responsive, safe and effective complaint anddispute resolution mechanisms, support, services and remedies”.
51

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Governments need to initiate steps to ratify the Convention and adopt the recommendations as
they are signed up to and then report on their progress. This requires gap analysis at a national
level, and a tripartite collaboration - engaging government, workers, and employers. Victims ofworkplace violence and assault should be consulted as part of this effort.
Governments should share information on successful policies and practices to tackle gender-based
violence as well as proven success stories of legal recourse to further facilitate implementation
across G20 countries.
Establishing a mechanism such as OGWE can facilitate brainstorming of policy ideas and accelerate
the development and implementation of action plans to prevent gender-based violence. For example,
in Canada, the Gender-based Violence Knowledge Centre provides information on crisis helplines
and other support services for those affected by gender-based violence. The Canadian government
also funds community projects to prevent gender-based violence, promote a responsive legal andjustice system, and support survivors of gender-based violence and their families.
Business is taking violence against women at work seriously. The UN Global compact has proposed
five actions businesses can take to create a safe and fair work environment.102 These include:a. Adopt and implement a workplace policy on violence and harassment, in consultation withworkers and their representatives
b. Carry out a workplace risk assessment that includes hazards and risks of violence and harassment
and take measures to prevent and control themc. Provide workers and other persons concerned with information and training on hazards andrisks of violence and harassment and related prevention and protection measuresd. Call on Governments to ratify ILO Convention 190 Sign the Women Empowerment Principles
Further, there are many businesses that implement workplace policies designed to stop violence
at work. The best policies target the drivers of vulnerability such as disability, race, sexual
orientation, etc. Specific actions include codes of conduct, anti-retaliation policies and measures
so that whistleblowers, especially women, feel comfortable and remain safe from retaliation;
anonymous hotlines; counselling and culture development (including tone at the top), promoting
gender sensitive communication and language, conducting regular awareness and sensitization
sessions for all staff on gender and harassment, including training for all employees and supplierson gendered forms of corruption and unconscious bias. Studies show that awareness of internalbiases can help reverse them and addressing unconscious bias in a systematic way can help tackle
the underlying causes which may trigger sexual harassment. Other actions include contract termson the repercussions if found guilty of sexual harassment or violence, gender-sensitive, safe, andaccessible grievance mechanisms and dispute resolution.

102 UN Global Compact, Eliminating Harassment and Violence in the World of Work, accessed February 10, 2022

52

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Supporting victims of workplace violence is specified in Article 10 of ILO Convention 190. It
stipulates those victims must have effective access to gender-responsive, safe, and effective
complaint and dispute resolution mechanisms, support, services, and remedies. By ratifying theconvention countries are bound to introduce such measures. Many businesses and organizations
have voluntarily embedded such practices. While prevention is always better than cure, suchproactive steps are very welcomed. Practices being adopted include simple and well-articulated
remediation processes, clarity on legal rights, third-party dispute resolution, training, counselling
and legal support, and domestic violence leave provisions.

53

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

ANNEX
Key Performance Indicators
This paper cover two types of Key Performance Indicators (KPIs) KPIs thatare currently collected by international institutions for which the taskforce
has proposed specific targets for 2025 and additional indicators that are
currently collected by international institutions for some G20 countries,
but that WiBAC recommends should be collected and tracked across theentire G20 to facilitate benchmarking. The KPIs highlighted are:
Policy Objective 1: Empowering women entrepreneurs
1. The percentage of share of female entrepreneurs. This data is collectedby the OECD. WiBAC has analyzed the latest available data and propose specific targets for 2025 as outlined below:
2025 targets have been set for the percentage of share of female
entrepreneurs.
Countries

Baseline*

Target**16.5%

32.4% or higher

9.6%

10.4% or higher

7.0%

8.3% or higher

4.4%

5.7% or higher

Countries in the Top (1 ) Quartile(highest participation rate)stCountries in the 2nd Quartile
Countries in the 3 QuartilerdCountries in the 4 Quartileth* Average figures are a simple average of the participation rates for each quartile, using the latest data.
** 2025 Target for each Quartile is based on the rate of its highest performer

54(2020)(2020)(2020)(2020)(2025)(2025)(2025)(2025)

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Share of female entrepreneurs in OECD Countries
35,02025 Target

30,0Latest data available

25,0

20,0

15,0

10,0
5,0

e

Ita
ly

Av
er
ag

ar
k

Ja
pa
n

en
m

N
or
w
ay

D

a

an
d
Po
l

an
y

ov
en
i

er
m

Sl

G

ai
n
Sp

Sw
ed
en
Av
er
ag
e

re
ec
e
G

itz
er
la
nd
ite
d
Ki
ng
do
m
Un

Sw

e

ur
g
bo

Lu

xe
m

st
ra
lia

Av
er
ag

Au

s

Ire
la
nd

er
la
nd

a

al
tu
g

N
ed
h

ov
ak
i

Sl

Po
r

e

ra
el
Is

ia

Av
er
ag

Ko
re
a

La
tv

M
ex
ic
o

ut
h

So

C
an
ad
a

le
C
hi
Un

ite
d

St
at
es

0,0

1st Quartile
High Performers

2nd Quartile

3rd Quartile

4th Quartile
Low Performers

Data source is OECD database. Analysis by Deloitte. Latest data from 2020. Data covers 9 countries from the G20 and
14 from the European Union. WIBAC recommends countries that are not included in the current analysis to collect thedata by applying the relevant target based on their quartile of reference.

2. Additional Indicator:
a. Total Entrepreneurship Activity (TEA) ratio for men and women. Thisdata is collected by a variety of different organization, but not in a
globally comparable way that covers all G20 countries. ***Policy Objective 2: Enabling women’s digital and leadership capabilities
1. The percentage of women in middle and senior management roles. Thisdata is collected by the ILO. WiBAC has analyzed the latest available dataand propose specific targets for 2025 as outlined below:
2025 targets have been set for the percentage of women in middle and senior
management roles.
Countries

Baseline*

Target**Countries in the Top (1 ) Quartile(highest participation rate)

41.7%

46.2% or higher

Countries in the 2nd Quartile

36.1%

37.3% or higher

Countries in the 3rd Quartile

32.2%

34.9% or higher

Countries in the bottom (4 )Quartile (lowest participation rate)

24.6%

28.0% or higherstth(2020)(2020)(2020)*** Data source is 2021 B20 Italy “Special Initiative on Women Empowerment” Policy Paper* Average figures are a simple average of the participation rates for each quartile, using the latest data.
** 2025 Target for each Quartile is based on the rate of its highest performer

55(2020)(2025)(2025)(2025)(2025)

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Precentage of women in middle and senior management
50,02025 Target

45,0Latest data available

40,0
35,0
30,0
25,0
20,0
15,0
10,0
5,0

In
di
a
Av
er
ag
e

Ita
ly
Tu
rk
ey

Ru
s

si

an

La
tv
Fe
de ia
ra
tio
n
Sw
ed
en
B
Un u l g
a
ite
d ria
St
at
es
Po
la
nd
Sl
ov
en
ia
M
ex
ic
o
Fi
nl
an
d
Av
er
ag
e
Li
th
u
Ar ani
ge a
nt
in
a
H
un
ga
ry
Sp
ai
n
Es
to
n
Po ia
rt
ug
al
So Bra
zil
ut
h
Af
ric
a
Ro
m
an
i
Av a
er
ag
e
Fr
an
Be ce
Sl
ov
l
ak giu
m
Re
pu
bl
ic
Au
st
ra
lia
N
or
w
ay
Au
st
ri
Ire a
la
nd
C
Lu ro
xe at
m ia
bo
ur
g
Av
er
ag
e
D
en
m
ar
k
C
re Gre
ch
ec
e
Re
pu
bl
ic
M
ol
ta
G
e
N rma
et
he ny
rla
nd
s

0,0

1st Quartile
High Performers

2nd Quartile

3rd Quartile

4th Quartile
Low Performers

Data source is ILOSTAT database (indicator: SDG_0552_NOC_RT_A). Analysis by Deloitte. Latest data from 2020

2. Additional Indicator:
a. Proportion of women graduating in Science, Technology, Engineering and Mathematics (STEM) subjects. This data is currently
collected by international institutions, but not in a globally comparable way that covers all G20 countries. WiBAC also specificallyurges government to increase the number of female STEM graduates ***1. Rate of attrition of women in STEM education and STEM jobs
2. Percentage of women employed in STEM. This data is currently
collected by a variety of different organizations. However, again
there is no universal definition of STEM occupations, making
comparisons between countries difficult. WiBAC urges government
and ecosystem partners to find consensus on a definition for thisKPI and to track it over time accordingly. ***Policy Objective 3: Promoting safe and equitable workplaces
1. Female labor force participation rate. This is collected by the OECD.
WiBAC has analyzed the data and propose specific targets for 2025
below:
2025 targets have been set for the Share of Women Participating in the
Labor Force.

*** Data source is 2021 B20 Italy “Special Initiative on Women Empowerment” Policy Paper* Average figures are a simple average of the participation rates for each quartile, using the latest data.
** 2025 Target for each Quartile is based on the rate of tits highest performer

56

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCILCountries

Baseline*

Target**Countries in the Top (1st) Quartile(highest participation rate)

77.3%

80.7% or higher

Countries in the 2nd Quartile

71.4%

75.1% or higher

Countries in the 3 Quartile

64.9%

67.8% or higher

Countries in the bottom (4 )Quartile (lowest participation rate)

49.8%

59.1% or higherrdth(2020)(2020)(2020)(2020)(2025)(2025)(2025)(2025)

Female participation in labour forcem % of total female population (aged 15-64)2025 Target

Latest data available

90,0
80,0
70,0
60,0
50,0
40,0
30,0
20,0
10,0

Sw

Ic
el
an
Sw d
ed
itz en
er
la
nd
Li
t
N hua
et
he nia
rla
nd
Es s
to
ni
a
N Fin
ew la
n
Ze d
al
an
d
D
en
m
a
N rk
or
w
ay
G
er
m
an
y
La
t
Un
A vi
ite ve a
ra
d
Ki ge
ng
do
C m
an
ad
a
Au
st
ra
lia
Ja
pa
n
Au
st
ria
Sl
ov
e
Po nia
rt
ug
Ru
al
ss
C
ia
yp
n
ru
Fe
s
de
C
ra
re
tio
ch
n
R
Lu epu
xe b
m lic
bo
ur
g
Sp
ai
Av n
Un
er
ite ag
e
d
St
at
es
Is
ra
el
M
al
Fr ta
an
ce
Sl
ov Bu
l
ak ga
Re ria
pu
bl
ic
Ire
la
nd
H
un
ga
Be ry
lg
iu
m
Po
la
nd
C
ro
at
G ia
re
e
Ro ce
m
an
Av ia
er
ag
e
K
C ore
ol
om a
bi
a
Br
C
os azilta
Rica
I
In taly
do
ne
si
a
So C
ut hil
h
e
Af
ric
a
M
ex
ic
o
Tu
rk
ey
In
d
Av ia
er
ag
e

0,0

1st Quartile
High Performers

2nd Quartile

3rd Quartile

4th Quartile
Low Performers

Data source is OECD. Analysis by Deloitte. Latest data is from 2020, except for Indonesia (2019). Data covers G20 countries
except Argentina, China, and Saudi Arabia

2. Additional Indicator:
a. Percentage of women (over the total number of women) who haveexperienced violence in the workplace during the last year. Data
collection on violence against women and availability of data varies
between and within States. WiBAC urges Governments to agree on
the enactment, implementation and monitoring of a common andcomprehensive set of international indicators.

57

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Acronyms
AI

Artificial Intelligence

B2B

Business to Business

B2C

Business to Consumer

CAP

Cross-Agency Priority

CGGA

Closing the Gender Gap Accelerator

ESCAP

Economic and Social Commission for Asia and the PacificEU

European Union

FEW

Female Entrepreneurs Worldwide

FintechFinancial Technology

G20 EMPOWER

G20 Alliance for Empowerment and Progression of
Women’s Economic Representation

GDP

Gross Domestic Product

GEI

Gender Equality Index

GIZ

Germany Agency for International Cooperation

HR

Human Resources

ILO

International Labour Organization

ISSB

International Sustainability Standards Board

ITC

International Trade Centre

KPI

Key Performance Indicator

MNCs

Multi-national companies

MSMEs

Micro-, Small and Medium-sized Enterprises

OECD

Organisation for Economic Cooperation and Development

OGWE platform

One Global Women Empowerment platform

PAESMEM

Presidential Award for Excellence in Science, Math, andEngineering Mentoring

Q&A

Question and Answer

SDG

Sustainable Development Goal

STEM

Science, Technology, Engineering and Mathematics

UN

United Nations

WEF

World Economic Forum

We-Fi

Women Entrepreneur Finance Initiative

WGEA

Workplace Gender Equality Agency

WiBAC

Women in Business Action Council

WTO

World Trade Organization

58

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

List of Impacted SDG Targets
SDG Target Description
1.3

1.4

4.1
4.3
4.4

4.5
4.6
5.1
5.2

5.4

5.5

5.a
5.b

8.3

8.5

Implement nationally appropriate social protection systems andmeasures for all, Including floors, and by 2030 achieve substantial
coverage of the poor and the vulnerable
By 2030, ensure that all men and women, in particular the poor andthe vulnerable, have equal rights to economic resources, as well as
access to basic services, ownership and control over land and otherforms of property, inheritance, natural resources, appropriate newtechnology and financial services, including microfinanceBy 2030, ensure that all girls and boys complete free, equitable andquality primary and secondary education leading to relevant andeffective learning outcomes
By 2030, ensure equal access for all women and men to affordable
and quality technical, vocational and tertiary education, including
university
By 2030, substantially increase the number of youth and adults who
have relevant skills, including technical and vocational skills, foremployment, decent jobs and entrepreneurship
By 2030, eliminate gender disparities in education and ensure equal
access to all levels of education and vocational training for thevulnerable, including persons with disabilities, indigenous peoples
and children in vulnerable situations
By 2030, ensure that all youth and a substantial proportion of adults,
both men and women, achieve literacy and numeracy
End all forms of discrimination against all women and girls
everywhere
Eliminate all forms Wof violence against all women and girls in the
public and private spheres, including trafficking and sexual and othertypes of exploitation
Recognize and value unpaid care and domestic work through theprovision of public services, infrastructure and social protection
policies and the promotion of shared responsibility within thehousehold and the family as nationally appropriate
Ensure women’s full and effective participation and equal
opportunities for leadership at all levels of decision-making inpolitical, economic and public life
Undertake reforms to give women equal rights to economic
resources, as well as access to ownership and control over land andother forms of property, financial services, inheritance and natural
resources, in accordance with national laws
Enhance the use of enabling technology, in particular information andcommunications technology, to promote the empowerment of women
Promote development-oriented policies that support productive
activities, decent job creation, entrepreneurship, creativity andinnovation, and encourage the formalization and growth of micro-,small- and medium-sized enterprises, including through access tofinancial services
By 2030, achieve full and productive employment and decent work
for all women and men, including for young people and persons withdisabilities, and equal pay for work of equal value59

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

8.6

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

8.8

Protect labour rights and promote safe and secure working
environments for all workers, including migrant workers, inparticular women migrants, and those in precarious employment

9.2

9.3

9.5

Promote inclusive and sustainable industrialization and, by 2030,
significantly raise industry’s share of employment and grossdomestic product, in line with national circumstances, and double
its share in least developed countries
Increase the access of small-scale industrial and otherenterprises, in particular in developing countries, to financial
services, including affordable credit, and their integration intovalue chains and markets
Enhance scientific research, upgrade the technologicalcapabilities of industrial sectors in all countries, in particulardeveloping countries, including, by 2030, encouraging innovationand substantially increasing the number of research anddevelopment workers per 1 million people and public and private
research and development spending

13.2

Integrate climate change measures into national policies,
strategies and planning

16.1

Significantly reduce all forms of violence and related death rates
everywhere

16.6

Develop effective, accountable and transparent institutions at alllevels

16.7

Ensure responsive, inclusive, participatory and representativedecision-making at all levels

Schedule of Task Force Exchanges
#

Date

Event

Location

1 17 Feb, 2022

TF Videoconference 1

Virtual

Review of 1st Draft
Policy Paper

2 23 Mar, 2022

TF Videoconference 2

Virtual

Review of 2nd Draft
Policy Paper

3 21 Apr, 2022

TF Videoconference 3

Virtual

Review of 3rd Draft
Policy Paper

4 25 May, 2022

TF Videoconference 4

Virtual

Review of 4th Draft ofPolicy Paper

5 29 Jun, 2022

TF Videoconference 5

Virtual

Review of final version
of Policy Paper

6 13-14 Nov, 2022 B20 Summit

60

Theme

Hybrid; Publication of TF Policy
Bali
Paper

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Distribution of Members
Country#Country#Country#Country#

Argentina

6 India

4 Philippines

1 Tunisia

1

Australia

5 Indonesia

51 Russia

3 Turkey

5

Brazil

5 Italy

6 Saudi Arabia

5

United ArabEmirates

1

Canada5 Japan

4 Singapore

2 United Kingdom

5

China

4 Jordan

1 South Africa

5

United States ofAmerica7

Egypt

1 Luxembourg

1 South Korea

4

France5 Mexico

3 Spain3

Germany

5 Netherlands

2 Switzerland

4

Task Force Leadership
Name

Company / Organization

Country

DeputyChair
Ira Noviarti

Unilever Indonesia

Indonesia

Nurdiana Darus

Unilever Indonesia

Indonesia

Executive Director ofIndonesia BusinessCoalition for Women
Empowerment (IBCWE)

Indonesia

Jos Schmitt

Neo Exchange

CanadaAimee Morita

Diane Wang
Shutong

DHgateChina

Georgina Lv

Sucharita
EashwarCatalyst for Women
Entrepreneurship

India

Shrilakshmi Desiraju

Rania Nashar

Public Investment Fund

Saudi Arabia

Lina Alshaikh

Balaka Niyazee

P&G South Korea

South Korea

Nararya Soeprapto

Zeynep Bodur
Okyay

Kale Group

TurkeyEmil Tan

Johnny C.
Taylor, Jr.

Society for Human Resource United States
Management, SHRM
of America

Deputy Chair
Nurdiana Darus
Policy Manager
Maya Juwita
Co-Chairs

61

Emily M. Dickens

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Coordination Group
Function

Name

Project Management
OfficeKnowledge Partner

Network Partner

Company / Organization

Marini Fabiano

Equity, Diversity, andInclusion Programme
Lead, Unilever Indonesia
Foundation

Wong Nai Seng

Deloitte

Madonna Jarrett

Deloitte

Anoushka Marie Marthe
Alexandre

Deloitte

Radha Manogaran

Deloitte

Siddharth Agarwala

Deloitte

Sagarika Krishnan

Deloitte

Dwi Yuliawati Faiz

UN Women

Taskforce Members
Name
Akustina Morni

Company / Organization
International Organisationof Employers

Country

DeputySenior Adviser

Switzerland

Alejandro Simon

Grupo Sancor Seguros

CEO

Argentina

Alessandra Polin

General Filter Italia SpA

CBDO

Italy

Alexander R
Malaket

OPUS Advisory Services
International Inc

President

CanadaAlice Pilia

Condè Nast

Senior Adviser

UnitedStatesAlka Batra

AEGIS Jobs Pvt. Ltd.

Managing Director

India

Andrew Saputro

Frisian Flag Indonesia

Netherlands

Angela Joo-Hyun
Kang

Global CompetitivenessEmpowerment Forum(GCEF)

Corporate Affairs
Director

Angelin
Sumendap
Anindya N. Bakrie

PT Barito Pacific Tbj
Indonesia Chamber ofCommerce and Industry

62

Founder andSouth Korea
Executive President
Head of Corporate
Communication
Chairman ofSupervisory Board

Indonesia
Indonesia

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Anne Patricia
SutantoAnnette Aprilana

PT. Pan Brothers Tbk

Vice CEOIndonesia

Funding Societies |Modalku Group

Sustainability and
ESG Lead

SingaporeCEO

Indonesia

Vice Presidentof Public Policy
and Government
Relations

Indonesia

Aparna Bhatnagar
Torajamelo
SaxenaAstri Wahyuni

PT Tokopedia

Bassel Hindawi

DIFC Insurance Association CEO

UAE

Beatrice Carlac’h

MEDEF

Vice President

FranceBeatrice Lucarella Confindustria

President /Territorial delegate

Italy

Carmelita Hartoto PT Andhika Lines

President Director

Indonesia

Carmen Munoz

RepsolSpain

Caroline
Gondokusumo

Corporate
Director PEOPLE &ORGANIZATIONPT Dutakom WIbawa Putra

CEO

Indonesia

Executive Vice
PresidenIndonesia

ChairmanSouth Korea

Catharina Widjaja Gajah Tunggal Group
Chang Soo Huh
Chenai Kirkpatrick
Constanza Negri
Biasutti
Dea Amira
Delia Raquel
FloresDesiree Green
Dian Andyasuri
Dimas Wibowo
Dr. Yilmaz
ArgüdenDyah Anita
Prihapsari
Elena Morettini

the Federation of Korean
Industries

Lead Advisor,
Society for Human Resource
Public Policy &Management, SHRM
Government Affairs
Brazilian National
Industry and Policy
Confederation of Industry
Specialist- CNI
Rentique (PT Rentique
CEO & Co-Founder
Teknologi Global)
GEMA - Grupo Empresarial
President
De Mujeres Argentinas
Vice President,
Prudential Financial
International
Government Affairs
President Director
PT Shell Indonesia& Country Chair

UnitedStatesBrazilIndonesia
Argentina
UnitedStatesNetherlands

PT Suri Nusantara Jaya

President Director

Indonesia

ARGE Consulting

ChairmanTurkeyIkatan Wanita Pengusaha
Indonesia

Chairperson

Indonesia

Globant

Director

Luxembourg

PT Indah Kiat Pulp & Paper, Chief Sustainability
Indonesia
Tbk. (APP Sinar Mas)
officer
CEO and CoUnited
Elizabeth Vazquez WEConnect International
FounderStatesElim Sritaba

63

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Elysa Thamrin

PT Thamrin Brother

Enrique Prini
Estebecorena

Allende & Ferrante
Abogados
Santa Farma
Pharmaceuticals /International Organisationof Employers IOEErol Kiresepi

President Director

Indonesia

Sr Of Counsel

Argentina

Chairman & CEO /Honorary President Turkey
IOE

Erwin Wijaya

PT Garuda Metalindo Tbk

Faisal Alfadl

Chief
Saudi Green Building Forum Representative To
UN

Saudi
ArabiaFlorence Lustman

French Insurance Federation President

FranceGary Workman
Gemma Whiting

President Director

Group Training Associationof Victoria trading as
Executive Director
Apprenticeship Employment
Network
Manager, Policy &AusIMM (Peak body)
AdvocacyIndonesia

Australia
Australia

Giorgiana
Martínezgarnelo y Jóvenes x México
Calvo

President

MexicoHana AlSyead

Wujud

Founder and CEO

Handrianus
Yovinianus

Saudi
ArabiaPT.Bangun Flores Indonesia CEO

Indonesia

Hari Supriyadi

PT Kaltim Parna Industri

President Director

Indonesia

Haya Imam

Hikma Pharmaceuticals
plc

Heekyung (Jo)Min

Group Complinance
Officer- Global
JordanOperations

CJ CheilJedang

EVP, Head of CSR

Helga Flores Trejo Bayer

South Korea

Vice President,
Head Global Public Germany
Affairs
UnitedPresident
Kingdom

Henry K H Wang

Gate International

Holly Ransom

EmergentCEO

ImeldaAdhisaputra

PT Laman Mining

President Director/
Indonesia
CEO

The Young Entrepreneur
South Africa
Hermawan Juniarto &Irawati Hermawan Partners member ofDeloitte Legal Network
Innocentia Motau

Irina Kuzmina

PJSC Gazprom neft

Isaac Aggrey

African Social
Entrepreneurs Network

Jahnabi Phookan

JTI Group

64

Australia

President

South Africa

Managing Partner

Indonesia

Head of TalentManagement

RussiaCEOSouth Africa

Co-Founder/
DirectorIndia

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Jarredine Morris
Jing Zhu
Joshua Agusta
Juliana Sofhia
Damu

Energy andBusiness Unity South Africa Environment Policy South Africa
Manager
Senior Government
Alibaba GroupChina
Affairs Advisor
Director - Venture
Mandiri Capital Indonesia
Indonesia
Funds
PT Asia Service Container

Director

Indonesia

Junichi Horie

Advantage Partnership
Lawyers

International
ArbitrationCounsellor/
International
MediatorJapan

Karine Guenan

AirbusVP Financing

FranceKirsten Müller

ipm Müller Gmbh

Owner

Germany

Kiyotaka Morita

Keidanren

Deputy Director

Japan

Kurnia Santoso

PT Astra Nippon Gasket
Indonesia

President Director

Indonesia

Kusuma Ida Anjani PT Mustika Ratu Tbk

Director of BusinessIndonesia
and Innovation
Senior Director
TunisiaInternational Trade

Lamia Riabi

Attijari Bank Tunisia

Lenywati
Insjaftono

Tirta Ayu Spa

Lida Preyma

Bank of Montreal

Lina Alshaikh

Arab National Bank

Lishia ErzaASYX Holding Pte Ltd

CEOSingapore

Liviana Zorzi

UNDP

Project Specialist

Louise McGrath

Australian Industry Group

Lucia Karina

Coca-Cola EuropacificPartners Indonesia

Head Industry
Development andPolicyUnitedStatesLuis Rossano
M Rummy Arafat

President Director
Director, Strategic
Initiatives
Head of Affluent
BankingIndonesia
CanadaSaudi
ArabiaAustralia

Director

Indonesia

Blue Quark Group

Founder &Chairman

MexicoWira Cipta Perkasa

Director

Indonesia

Mada Ayu Hasbari Arya Watala CapitalManaging Director

Indonesia

Marcelo Santoro

Bank SantanderInternational DeskManagerSpain

Marco ElliPT Evoluzionetyres

President Director

Italy

Margaret-Ann
SplawnMaria Cecilia
AndradeClimate Markets andInvestment Association

Executive Director

UnitedKingdom

ESG Legacy

Senior Advisor

Brazil65

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

María Luisa
MachiavelloMaria Paz
Anzorreguy

Argentine Chamber ofCommerce and Services
International Organisationof Employers

Marta Blanca

CEOE

Marwa El Hakim

Eni Spa

Mashael Bin
SaedanAl Saedan for Development

Mayra Andrea

Cipta graha kapital

Megane Visette

Futurpreneur Canada /G20 Young Entrepreneurs'
Alliance - Canada

Melanie Masriel

L'Oréal Indonesia

Melli Darsa

Melli Darsa & Co.,
Advocates& Legal Consultants
Mahlako A Phahla
investment

Director
Director of ILO
Coordination
President CEOE
International
Head of Diversity
and Inclusion
Founder &President
CEOManager,
Government
Relations / G20
YEA Sherpa
Communications,Public Affairs andSustainability
Director

Argentina
Switzerland
Spain
Italy
Saudi
ArabiaIndonesia
CanadaFranceSenior Partner

Indonesia

Co-Founder andDirector

South Africa

CreBiz Fsctory

CEOSouth Korea

Michelle
Chivunga N

Global Policy HouseCEO

UnitedKingdom

Miko Oyama

Keidanren

Monika Puri

F. Hoffmann-La
Roche Ltd.

Mounir Marhaba

Humber Institute ofTechnology
and Advanced Learning

Meta Mhlarhi
Michael Lee

Muhammad
Saifullah
Muna
AbuSulyaman

Senior Manager
SocialCommunication
BureauHead-Institutional
Relations, Global
AccessProfessor, Facultyof Businessand Healthcare
Management
Degree Programs

Japan

Switzerland

CanadaPT Adhikari

President Director

Indonesia

Healthkey Tech

Founder

Saudi
ArabiaMuriel Di Martino

Locasail

Co-Director

FranceMutia Murwanti

Friesland Campina

DigitalTransformation
Director

Indonesia

Co-FounderSouth Africa

Executive Director

Switzerland

Naadiya Moosajee WomHub
Nazrene Mannie

Global Apprenticeship
Network66

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Neneng Goenadi

Grab Indonesia

Neslihan Yakal

TEID Ethics and Reputation
SocietyCountry Managing
Director

Indonesia

Secretary General

TurkeyNicole Bigby

Partner and General
Bryan Cave Leighton PaisnerUnitedCounsel - EMEA &LLP
Kingdom
Asia

Nofrisel

Pt Sembada Bina Pratama

President Director

Indonesia

Uprintis Indonesia

FounderIndonesia

TüsiadDeputy Secretary
GeneralTurkeyVEB Ventures

Director

RussiaNovita Hardini
MochamadNurşenNumanoğlu
Oxana Kislova

Pasquale Salzano

Cassa Depositi e
Prestiti S.P.A.

Head of social
entrepreneurial
programmes
Chief International
Affairs Officer

Patricia Malnati

Jomsalva SA

President

Argentina

Priyanka Juyal

Cummins India

UnitedStatesRatu Tisha Destria

PT Electronic City
Indonesia, Tbk

Communications
Specialist
Commissioner

Indonesia

PT. Sekarmas Nusantara

CEO

Indonesia

PT Ardiya Dinara Indotrade

Managing Director

Indonesia

PT Superkey Andalan
Indonesia Group

Founder & CEO

Indonesia

Oxana Romanchuk Promsvyazbank

Redita Aliyah
Utomo
Regina Vianney
AyudyaReni Fitriani

Restrimaya Susiwi Interport Mandiri Utama
Reynaldo Goto

BRF

Rinawati
PT Infinite Berkah Energi
Prihatiningsih
Ripy
PT HM Sampoerna Tbk.
Mangkoesoebroto
Sabine Spohn

Asian Development Bank

Saibe Gül Ertug

Ford Otosan

Sandra Alverà

Panasonic Europe

Sangeeta Chetan
Sara Gillespie

Zaveri Bros Diamonds &Gold Pvt Ltd
Australian Chamber ofCommerce and Industry

67

Head of Strategic
Business
Development
Chief Compliance
Officer
Chief Operating
Officer
Director People &Culture Indonesia
Senior Investment
Specialist
Director, Innovation& New Ventures
Head ofGovernment Affairs
and Sustainability

RussiaItaly

Indonesia
BrazilIndonesia
Indonesia
Philippines
TurkeyJapan

Director

India

Policy Officer

Australia

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

SarithaChilakapati
Sergio Ley Lopez

Innomet Advanced
Materials Pvt Ltd
Mexican BusinessCouncil for Foreign Trade,
Investment and Technology(COMCE)

Director

India

Chairman, Asia
Pacific

MexicoDirector ofinternational
Relations

Egypt

CEO

UnitedKingdom

Shaimaa Meligy

Federation of Egyptian
Industries

Shaun Tarbuck

International Cooperative& Mutual Insurance
Federation (ICMIF)

Sieglinde Feist

Wacker Chemie AG

SVP Sales &Distribution

Germany

Simona Sinesi

Never Give Up

CEO

Italy

Subkhan, ST,
M.PSDS IPM

PT. Waskita Karya(PERSERO) Tbk

Suelma Rosa

Unilever Brazil

Sumarjono
Saragih

GAPKI (Palm Oil BusinessGroup)

Susanne Friedrich

Alliance for Integrity c/o
GIZ

Senior Vice
President
Head of
Sustainability &Corporate Affairs
National Head ofPalm Oil Labour
AffairDirector of the
Alliance forIntegrity

Tantry Soetjipto

PT Inter Aromat Indonesia

Director

Tatiana Farah

SENAIManager ofBrazilInternational Affairs

T&S International Group

ChairmanTirta Bambang
WirawanUrsula RadekePietschIndonesia
BrazilIndonesia
Germany
Indonesia

Indonesia

Valeria Leone

Pirelli & C

Vania Santoso

heySTARTIC, Artistic
Eco-Fashion

Global Senior Vice
President Finance
EVP Investor
Relations,Competitive,
Business andValue Insight,
Micromobility
Solutions
Co-Founder,
Creative Designer

Vanny Katili

Salam Ganesha

Chief of Operation

Indonesia

Vera SugijantoDanone Indonesia

Vice President
General Secretary

Indonesia

Victor Dosoretz

Mantra Beauty S.A.

CEO & FounderArgentina

Vincent Henry
Iswaratioso

DANA Indonesia

CEO & co-founderIndonesia

Vyani Manao

Shox Rumahan

Commercial Officer Indonesia

Siemens AG

68

Germany

CanadaIndonesia

B20 INDONESIA 2022 | WOMEN IN BUSINESS ACTION COUNCIL

Wayne Forrest

American IndonesianChamber of Commerce

President

UnitedStatesXiaoyu Xie

CCPITManager

China

Ying He

4Paradigm

Vice President

China

Yinghong Lu

Xiaomi Corporation

Yono Reksoprodjo Sintesa Group
Yoyok Pitoyo

Komite Pengusaha
Mikro Kecil Menengah
Indonesia Bersatu

69

Head ofInternational Legaland Compliance
VP Corporate
Affairs
Chairperson

China
Indonesia
Indonesia

www.b20indonesia2022.org