Diversity & Inclusion

Human capital/employees are a strategic asset for PT Perkebunan Nusantara III (Persero) in creating value to achieve customer satisfaction as well as being the key to facing competition.

In managing employees, the Company refers to the applicable labor regulations, particularly Law No. 13 of 2003 concerning Manpower, as amended by Law No. 11 of 2020 concerning Job Creation. In addition, the Company also adopts practices regulations, and labor practices commonly carried out in Indonesia, ranging from planning, selection, and recruitment, career management, remuneration, to social security, and pensions.

In accordance with employment regulations, the Company always respects and upholds differences between humans in terms of gender, class, ethnicity and race, religion, political views, etc. Appreciation of the principle of employee equality is one of the Company’s concrete efforts toward protecting employees’ normative rights. For the Company, employee diversity in terms of gender, class, ethnicity, religion, race, political views, etc is a requirement that enriches social life.

Respect for the principle of diversity is expressed in the composition of employees and the Company’s highest management (Board of Commissioners and Board of Directors) in terms of age, education, gender, ethnicity, religion, etc. In accordance with this principle, the Company does not differentiate the ratio of basic salary and remuneration between female and male employees.

As of December 31, 2022, 10.9% of the total employees were women, and 9.4% of the Company’s total employees in management positions were women. In line with the principle of equality, the Company continues to strive to increase the role and representation of employees through the following initiatives:

Implementing a Respectful Workplace Policy (RWP) and Company Code of Ethics signed by management and disseminated to all employees
Supporting and facilitating the running of affinity groups such as “women support groups” to build awareness of issues such as workplace ethics and sexual violence, build a sense of engagement, and strengthen voice representation
Ensuring that all female workers have the opportunity to develop and grow through the Srikandi BUMN program so that female leaders can share learning to become leaders and direct career mentorship so they can grow
Conducting training on diversity to create a safe and inclusive work environment for the entire group, such as National Insight (Wawasan Kebangsaan) training which emphasizes the principles of diversity which is carried out for every person joining the Company
Increasing awareness and interest through communication of messages such as “Women in Plantations”

Going forward, the Company is committed to increasing the number of women in management to at least 20% by 2030. To achieve this target, PT Perkebunan Nusantara III (Persero) will undertake the following initiatives:

Communicating messages regarding “Women in Plantations” to universities and surrounding communities to provide PTPN employment opportunities and support for gender diversity
Offering scholarships for courses with few female workers in order to encourage more women to work for plantation companies
Creating a safe and inclusive work environment for women (for example, through sexual harassment hotlines, the provision of PPE for women, and accommodation for women’s requirements)
Promoting an inclusive learning and development environment (for example, mentorship in business divisions with low female participation)
Establishing affinity groups (for example, women in plantation groups) to strengthen ties and affiliations and share best practices in the workplace

Our stance on gender pay equality
In line with applicable regulations in Indonesia and directives from the Ministry of SOE, PTPN applies a remuneration system based on job grade in which everyone occupying the same grade receives the same remuneration; and this applies regardless of the gender or other attributes. We commit to the principle of ‘equal pay for equal work’ and will maintain this system going forward.

In FY2022, a comparison analysis of PTPN Group employees’ take-home pay (THP) show that the mean THP for men employees was 7% higher than that of women employees. Given our same pay for the same grade policy, the driver behind this discrepancy is likely the difference in make-up of our workforce, with more men represented in higher grades than women.

We commit to continue striving towards full equality going forward including in mean pay, in line with our diversity commitments to increase the representation of women in our management ranks. Initiatives as shared in our Workforce Diversity topic ranges from targeted recruitment, capacity development programs such as our women mentorship program (Srikandi), and retention measures including maternity support and child-care centers.

We commit to revisit this analysis on at least an annual basis to monitor our progress on this front.