Gender equality in the government water, sanitation, and hygiene workforce in Indonesia: an analysis through the Gender at Work framework

Abstract

Gender inequality remains a persistent challenge in workforces globally, with the water, sanitation, and hygiene (WASH) workforce no exception. This paper aimed to investigate gender dynamics in the Indonesian government WASH workforce at national and subnational levels and evolve conceptual foundations for this type of study. The Gender at Work framework (Rao, A., J. Sandler, D. Kelleher, and C. Miller. 2016. Gender at Work: Theory and Practice for 21st Century Organizations. London: Routledge), provided a framing to support critical examination of power relations embedded in institutions and communities. In-depth interviews were undertaken with 52 government employees in the districts of Sumbawa and Manggarai and two national ministries. The findings identified four important themes which hinder or support gender equality in the Indonesian government WASH workforce: (a) career progression, continued education, and professional ambitions; (b) gender equality and gendered social dynamics in the workplace; (c) family and institutional support; and (d) gender-based violence and safety in the workplace. Our findings also generated insights on intersectional aspects, including people of different ethnic origins, pointing to the need to explicitly account for these in frameworks such as the Gender at Work framework. Through the identification and consideration of 'gendered substructures' this research provides a basis to promote greater equality in the WASH workforce.

Examining water and gender narratives and realities

“…This was further constrained by barriers such as women's perceptions of their limited education, management, and leadership experience, as well as lack of time, capital and social networks. There is hence a need to consider power relations across the different scales and range of contexts in which water work is done, and to investigate the pathways for greater representation of women in a wide range of leadership roles (Soeters et al, 2021). Drawing on interviews with women and people of color working in the water sector throughout the United States, Haeffner et al (2021) argue that only a strong commitment to “representation justice” will ensure equitable access to water‐related decision‐making.…”

Side effects of CoronaVac® COVID-19 vaccination: Investigation in North Jakarta district public health center communities in Indonesia

“…Based on the national statistics in 2020, there was a slightly higher male population in Indonesia (50.35 %) as opposed to only 49.65 % for female [ 50 ]. However, in our study, most (72.7 %) participants were females who are expected to seek for jobs by their families in order to assist with the family's economic situation [ 51 ] since both genders are expected to contribute. Coincidentally, these were also young girls who fulfilled the study's inclusion criteria during the study enrolment at the government public health clinics, making our data less representative which cannot be extended to the whole of the Indonesian population.…”

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“…For instance, organizations can introduce progressive workplace policies that promote diversity and inclusion, which can then set standards for other organizations and influence broader societal attitudes (Soeters et al, 2021). Furthermore, by creating employment opportunities and contributing to economic growth, organizations can affect social mobility and the structure of communities (Aparicio et al, 2022).…”