Diversity Management, Wage System, Evaluation System
Mr. Sri Martono
The 'Business Case for Diversity' shows that diversity management - whereby employers recognise value and include women and men of different ages, abilities, ethnic origins, religions or sexual orientations - makes good business sense.
Ladies and Gentlemen,
Getting to the point where we are today, right now we are here to talk about change. Change is not easy. We have seen the statistics that show women and persons with disabilities have long been underrepresented in the workplace.
I do hope we all mean the same thing by Diversity and by Inclusion. Diversity that is not centered merely on specific categories like ethnicity, religion, or gender but rather a diverse office recruits from every segment of society, for all roles and all levels of responsibility. And an inclusive workplace that provides opportunities for all to achieve their maximum potential, which sets aside preconceived notions about what people can and cannot do.
We seek a workplace that works for everyone. We all know what it can feel like to be an outsider, to be isolated, and unsure and alone. We can not afford to have employees feel that way. Why? First, because they will leave. They will walk out the door and take their talents with them, and we will have to start over hiring someone new. Secondly, because they will not speak up. They will not put forward their good ideas on how we can save money, reach new people, or improve our programs. We may never even know the opportunities we have missed, because we cannot see the obstacles we are stuck in. Because the only people speaking all think alike already.
That is why we need to cultivate, foster, and develop a workplace that is both diverse and inclusive - a workplace that sustains that diverse and inclusive culture over time. That is the challenge we are looking at, in every corporation and business environment. Managing diversity and promoting inclusion also form part of the business world's strategic agenda as a response to a more diversified society, customer base, market structure as well as overall business environment and workforce, where knowledge and innovation are critical in securing competitive advantage in a globalised economy.
Ladies and Gentlemen,
Another issue in diversity management is also closely related with job evaluation. Definitely, it will connect to the topics of metrics and accountability, so that we can measure the impact of our plans across corporations and business sectors. This will build transparency and accountability into each Diversity and Inclusion plan. We all would know if it works in due course. And it would help us look at corporations where we see success, where we build strong teams and get the innovations we need to meet the challenges.
Job evaluation functions as the process of determining the relative worth of jobs to establish pay structure. Job evaluation can help us determine if pay is equitable and fair among our employees. There are several ways to perform a job evaluation. One of the simplest methods used by smaller companies or within individual departments is a job ranking system that involves a variety of pay grade levels.
Many advantages come from this system, such as fairness. Everyone performing the same job is within a given range and there is little room for pay discrimination to occur. However, since the system is rigid, it may not be appropriate for some organizations in hiring the best people. Organizations that operate in different cities might use a pay grade scale, but they may need to add certain percentage based on locality.
Ladies and Gentlemen,
Finally, we hope that each of you will feel that every kind of diversity touches our nation's great moments, for achieving all innovations and triumphs, thanks to the deep and diverse talents of our workers. They happened even in times that actively suppressed those who were different. Imagine what will happen when we embrace our differences; when we expand the examples of disabilities issues; and when we bring together great minds from diverse backgrounds to tackle challenges no one has ever faced before. Furthermore, imagine what will happen when any Indonesian, of any background, can pursue their dreams to the limits of their creativity, their ideas, and their ambition; when Indonesian workers work together as colleagues and collaborators.
In that future, I see no limits. I see a new century of Indonesian economy, marked by innovations and resulting in prosperity. That future begins now. It begins right here. It begins with us. I believe that you will have a great opportunity to discuss the above mentioned issues with Prof. Okunishi, Mr. Tanaka, and Mr. Maeda during the workshop. Have an inspiring and fruitfull discussion. Thank you.