What are measured

What are communicated

Gender Equality
… total ESG fund assets in
Asia reached $25.1 billion
In Q3 2020, up 75% Q2

To a s s e s s t h e ta n g i b l e i nf l u e n c e o f E S G
o n p o r t fo l i o s a n d o n p o te nt i a l d r i v e rs fo r
f u t u re e n ga ge m e nt , a n ew s u r v ey by
A s i a n I nv e s to r , i n co l l a b o ra t i o n w i t h S & P
D o w J o n e s I n d i c e s ( S & P D J I ) , ga t h e re d
i n s i g ht s f ro m 8 5 s e n i o r i nv e s t m e nt
exe c u t i v e s i n O c to b e r a n d N o v e mb e r
2020.

p 1 – A s i a n I nve s to r | W i nte r 2 0 2 0
Bloomberg’s 2020 Gender-Equality Index Expands to Include
325 Public Companies Globally - Press Announcement, January 21, 2020
SDG 5 – target & indikator
INDIKATOR 5.1.1* Ketersediaan kerangka hukum
5 . 1 M e n g a k hiri s e g a l a b e n tu k d i s k r imin as i
yang mendorong, menetapkan dan memantau
te r h a d ap k a u m p e r e m p ua n d i m a n ap un .
kesetaraan gender dan penghapusan diskriminasi
5 . 2 M e n g h a pu s ka n s e g a l a b e n tu k ke ke ras a n berdasarkan jenis kelamin
te r h a d ap k a u m p e r e m p ua n d i r u a n g p u b l ik
d a n p r i b a di , te r m a s u k p e r d a g a ng an o ra n g INDIKATOR 5.2.2* Proporsi perempuan dewasa dan
d a n e k s p l oita si s e ks u al , s e r ta b e r b a g ai j enis anak perempuan (umur 15-64 tahun) mengalami
e k s p l oita s i l a i nnya . kekerasan seksual oleh orang lain selain pasangan
5 . 5 M e n j a min p a r tis ipa s i p e n u h d a n e f e k tif, dalam 12 bulan terakhir
d a n ke se m pa ta n ya ng s a m a b a g i p e r e m p ua n
u n tu k m e m im pin d i s e m u a ti n g k at INDIKATOR 5.5.2* Proporsi perempuan yang berada
p e n g a m bilan ke p u tu s an d a l a m ke h i d up an
di posisi managerial
p o l itik , e ko n o mi , d a n m a s ya raka t .
5 . 6 M e n j a min a ks e s u n i ve rs al ter h ada p
ke s e h a ta n s e k s u a l d a n r e p r o d u ks i , d a n h a k
r e p r o d u ks i s e p e r ti ya n g te l ah d i s e p a ka ti INDIKATOR 5.6.1* Regulasi yang menjamin
s e s u a i d e n g a n P r o g ra mme o f A c ti o n o f th e akses yang setara bagi perempuan dan laki-laki
I n te r n a ti o n al Co n f e r e nc e o n Po p u l a ti o n
untuk mendapatkan pelayanan, informasi dan
and D eve l op ment and th e Be i ji n g
pendidikan terkait kesehatan seksual dan
P l a tf o r m s e r ta d o k u m en -d ok um en h a sil r e v i u
d a r i ko n f e r en s i -ko nf er en si ter s eb ut .
reproduksi
 Women’s Empowerment Principles
Equality Means Business
1. Establish high-level corporate leadership for gender equality.
2. Treat all women and men fairly at work – respect and support human rights
and nondiscrimination.
3. Ensure the health, safety and well-being of all women and men workers.
4. Promote education, training and professional development for women.
5. Implement enterprise development, supply chain and marketing practices that
empower women.
6. Promote equality through community initiatives and advocacy.
7. Measure and publicly report on progress to achieve gender equality.
GEARS
Gender Equality Assessment, Result & Strategies

1. Strategic alignment of gender equality in business priorities and leadership accountability (11 questions)
2. Gender Pay Equity (6 questions)
3. Gender composition of the workforce(6 questions)
4. Mainstreaming flexible work and support for caring(12 questions)
5. Preventing gender-based harassment and discrimination, sexual harassment and bullying, domestic and family
violence (9 questions)
6. Professional development, mentoring, sponsorship(8 questions)
7. Gender equality policies and strategies(5 questions)
8. Recruitment, selection and promotion(12 questions)
9. Talent management and succession planning (9 questions)
10. Workplace gender equality training (5 questions)
GRI 102-8 Information on employees and other workers - by gender, Commitment
age, location Policy
Program
Discrimination Data disaggregation
GRI 202-1 Ratios of standard entry level wage by gender compared to
local minimum wage At community
GRI 405-2 Ratio of basic salary and remuneration of women to men •GRI 204 Procurement Practices –
GRI 412 & 414 Supplier social assessment and inclusion of Human female local suppliers
Rights in contract & training •GRI 203-1 Infrastructure & public
service investment
Violence against Women - harassment
•GRI 203-2 Significant indirect economic
GRI 403-06 Promotion of worker health → absenteeism
impact
GRI 406-1 Incidents of discrimination and corrective action taken
•GRI 413-1 Operations with local
Female Leadership & Talent Pipeline: community engagement, impact
GRI 102-22 Composition of the highest governance body and its assessments, and development
committee programs
GRI 405-1 Diversity of governance bodies and employees •GRI 413-2 Operations with significant
GRI 401-1 New Recruitment actual and potential negative impacts on
GRI 404-3 Percentage of employees receiving regular performance local communities
and career development reviews 3 disclosures
GRI 401-1 Average hours of training per year per employee

Reproductive Rights
GRI 401-3 Parental leave
11 disclosures
Terimakasih
harijanti@globalreporting.org