Stories Employee Spotlight – Women and DEI (Diversity, Equality and Inclusion)

Meet Iryanti Djaja – Head of Downstream Operation Excellence Management and Downstream Gender Committee Chair

Q: How do you see sustainability as being integrated into your role?
For me, sustainability starts with people – their well-being, opportunities, and voice. Through the Gender Committee, we create systems and spaces that empower women and support workplace equity. My role in the committee enables me to tackle a wide range of issues that form part of GAR’s sustainability agenda. These include promoting employee health and well-being, helping to create safe and inclusive work environments and advocating for inclusive career paths for women. Although gender equality might not always be immediately visible as an issue, I have witnessed first-hand how awareness and motivation can drive substantial change.

Q: When and why was the Gender Committee launched?
The Gender Committee was formally launched in March 2024 across our downstream operations, and it operates under the slogan: “Kita Sama dan Bersama” (We Are Equal and Together). Its purpose is to foster a respectful, inclusive, and empowering environment for all employees, regardless of gender.

Q: What have been some of the most impactful initiatives that the gender committee has delivered this year?
This year, the Gender Committee has spearheaded several impactful initiatives, most notably the “You Deserve (Kamu Berhak)” Empowerment Series, which has covered a wide range of topics, such as gender bias, respectful communication, professional presence, financial literacy and mental health.

Another initiative I’m particularly proud of is the Health Awareness Campaigns focusing on essential issues like HPV vaccinations. We have collaborated with Sehatq and medical professionals to conduct cervical cancer awareness sessions. Furthermore, we have actively engaged with local health centres and government bodies to support family wellness initiatives, early childhood health, child nutrition, and maternal care. To promote physical well-being, our internal team has organised regular exercises sessions, including Muay Thai classes.

We have also concentrated on enhancing women-specific infrastructure. We conducted a thorough review to identify needs across various sites, subsequently allowing us to upgrade lactation rooms and install emergency hygiene kits.

Q: Why do you believe it is important to have a gender committee specifically within downstream operations?
Given that female representation in downstream operations remains below 15%, there are noticeable structural and cultural gaps. Operational sites, particularly downstream, face unique challenges such as limited privacy, infrastructure and facilities gaps, as well as traditional biases; a dedicated committee is essential to providing tailored solutions to these issues. The committee provides a platform where women’s voices can be heard, fostering a sense of belonging and boosting morale among underrepresented groups.

Q: What are your plans and priorities for the gender committee in 2025 and beyond?
Looking forward to 2025, our plans for the Gender Committee include, expanding our mental health awareness programs, providing structured small group support sessions, deepening our feedback mechanisms and performance monitoring tools, evolving the “You Deserve (Kamu Berhak) Empowerment Series” series with new themes informed by employee insights, and encouraging greater female participation visibility, especially in operational sites, and creating more pathways for women to progress into leadership positions through mentoring and skills development.