JAKARTA

MARCH 10, 2017

RESEARCH RESPONDENTS

2

250 250 400

working women

workingmen

undergrads

Accenture conducted a quantitative study in 29 countries (11 emerging, 18

developed) with a total of 900 respondents in each country

Pay GapDigital Impacting

Advancement

Factors that drive women

to make choices/succeed

in a career path that will

lead to better opportunities

1 2 3Survey Topics

RESEARCH RESPONDENTS

In Indonesia, Accenture partnered with Femina to conduct a Focus Group

Discussion with women only respondents to complement the global quantitative

data

Live in the Jabodetabek Area

Industry: Media, Communication Services, eCommerce, Non Profit

Organization, Geo Science Technology, Telecommunications, Design &

Architecture, Public Service

Experience: 1 – 7 years; 5 - 16 years

Ages 20 – 40 years old*Divided into 2 groups: Group 1 (20-30 y.o) and Group 2 (30-40 y.o)

3

Group 1 Group 2

OUR RESEARCH FINDINGS

Key Findings:

• Factors that influence the pay gap can

vary amongst countries: lack of tertiary

education, employment issues, type of

industry that pays low wage, level/

position, hours of work, and other

factors.

• Women are usually responsible for the

unpaid work (such as child care and

household management). This is a

"hidden pay gap" that became the

economic inequality between men and

women: in which men earn 2.5X ($ 250)

compared to women ($100).

Developed Countries

39%

6%3%

28%

24%

Emerging Countries

2%

75%

3%

1%

6%13%

4

OUR FGD FINDINGS

Result from FGD conducted by Femina in Jakarta:

There is no pay gap in Jakarta

However…Respondents agree that being a woman hinders their

career progression at times from being responsible for

the unpaid work, which leads to a “hidden pay gap”

instead of an actual salary difference.

5

Digital Fluency

Ignites

Career Strategy

Transforms

Tech Immersion

Accelerates

The extent to which

individuals embrace and use

digital technologies to

connect, learn, work

The need to aim high, having

a proactive approach to

careers, ambition, decide on

informed choices

Opportunity to acquire

greater tech and strong

digital skills

Women have to act on these three key equalizers to help enhance and accelerate

their career and for better gender equality:

The potential impact is dramatic: Combining these three equalizers would reduce

the pay gap by 35% worldwide and add $3.9 trillion to women’s income by 2030

THREE POWERFUL EQUALIZERS

CAN HELP WOMEN ADVANCE AND

CLOSE THE PAY GAP

6

3 EQUALIZERS

DIGITAL FLUENCY IGNITES

7

49%

56%

58%

62%

67%

33%

42%

43%

45%

50%

Digital collaboration tools (e.g., Skype)

Networking on social media

Being able to work from home becauseof the Internet

Having more flexibility in when, whereand how I work because of the Internet

Using digital technologies to balancemy career and family life

Below Manager Senior Manager+

What Women say about Digital Fluency Digital Fluency

is

the first step…

to helping more

women gain an edge

in their education

and earn a place in

the workforce

FGD RESULT

DIGITAL FLUENCY

>10 yearsof experience in

using internet

3 to 5social media

accounts owned

10Applications used

frequently

1 2 3 4 5 6 7 8 9 10

Respondents

Profile

Digital

Capability

Daily Social

Media Usage

50%

Work Interest

Personal Interest

Benefits of

Digitalization Easy Efficient8Source: FGD Women in Learning in the New 2017

FGD RESULT

DIGITAL FLUENCY

- Hampered career due to pregnancy and being a mother

- Receive minimum to no support from family to be a career woman

Today’s women are already on their way to

digital fluency…

9

“These days our work tools are linked to

social media – photos of our events,

make up results, wedding decorations

are synced to Facebook or Path and can

immediately be seen by our followers”

Marina Siregar (30), Marketing &

Supervisor, Catering and Wedding

Organizer

“My work involves digital presence, so 8

hours of work is spent being online,

maintaining social media presence,

checking Instagram, etc.”

Putriyanti (26), Fiesta Seafood Digital &

PR Manager

What are internet and

social media being

used for?

Information

Learn & Explore

Tutorial

9Source: FGD Women in Learning in the New 2017

3 EQUALIZERS

CAREER STRATEGY TRANSFORMS

10

Choices women make can impact their future role and

pay…

young men are taking more strategic approaches to their careers than

young women

AT COLLEGE

Choose a subject that

will make them the most

money

27%

40%

Female Male

AT WORK

Asked for or negotiated

a pay rise

*Within the study, we define fast-track women as women who have reached manager level within five years, and have stayed within the top 20

percent of their peer group for pay and position.

64%

52% 49%

Fast-Track* Average Slow

INDONESIAN MALE UNDERGRADS

ARE MORE ACTIVELY MANAGING

THEIR FUTURE CAREERS

Associate a successful leader with being female 18% 32%

Believe 'glass ceiling' is a myth 62% 67%

Believe men are generally paid more for the same role 20% 14%

Believe it’s possible to have a successful career and a

fulfilling personal life

64% 73%

Aspire to be in a leadership position 71% 61%

Have a mentor 67% 61%

Willing to allow work and personal life to ‘blur’ 15% 16%

Considered the availability of jobs before deciding on field of

study

89% 92%

Money is a factor in deciding field of study 52% 49%

Want to work for a Digital / IT / Technology company 24% 18%

Adopt new technologies fast 74% 64%

Have taken a computing /coding module 85% 77%

Continuously learning new digital skills 51% 45%

Have upskilled in digital technologies 67% 60%

Digital

Capability

Gender

assumptions

Career

Aspirations

FemaleMale

Priority for 30 – 40 years oldPriority for 20 – 30 years old

FGD RESULT

CAREER STRATEGY

Why do women advance through the workplace more slowly than men?

- Hampered career due to pregnancy and being a mother

- Receive minimum to no support from family to be a career woman

How can we improve? Focus on what women can do

Be quick to learn

Build new skills

periodically

Have an open

mind

Be updated on

tech developmentWork efficiently

Have leadership

skills

Be adaptable to

changes

Explore own

potential

• Respondents have just started working, hence

they feel like it is important to start learning to be

a good leader for their team and be adaptable

• Respondents feel they need to be quick in

learning due to a constant change and to keep up

with the younger generations

• They also think they need to be open minded to

the new way of doing things

12Source: FGD Women in Learning in the New 2017

Views of 30 – 40 years old

• Happy to stay in their well-established career,

only a few interest in entrepreneurship

• More concern on the distance between the

job location and their home13

Lead own business as

CEO

It is easier for women entrepreneur to become leadersbecause they not only manage the business, but also own flexibility…

Be own decision makerHave flexible time /

working arrangement

As employee to be successful need to have passion and ability to manage work-life balance

Work life balance fulfils aspects such as health, availability of personal time / time for

family, job location proximity to one’s residence and good working environment fit

Views of 20 – 30 years old

• All wants to be an entrepreneur

• Good working environment influences job

selection

Source: FGD Women in Learning in the New 2017

FGD RESULT

CAREER STRATEGY

18%

20%

24%

24%

29%

43%

7%

10%

11%

16%

16%

30%

Started your ownDigital/IT/Technology company

Started your own online business

Built or launched an App, website orsimilar

Moved into a technology career pathfrom a non-technology field

Worked for a Digital/IT/Technologycompany

Taken a training course in computingor coding

Slow Fast Track

3 EQUALIZERS

TECH IMMERSION ACCELERATES

14

Deep digital skills

are necessary

to advance

quickly…

40% of fast track

women, for example,

studied STEM* or

computer science, and

used their digital

experience to advance

in the workplace

*Science, Technology, Engineering and Mathematics

FGD RESULT

TECH IMMERSION

Our survey shows that women today have integrated technology into their daily life

and work approach

Learning

• Utilize e-learning or online course module to take training or classes

• Participated in regular webinar to update skill

• Use digital book to read and learn on-the-go

Work

• Using and mastering the technology used to support their job

• Allow work mobility / flexi time

• Closing distance between global offices using Skype for meetings

Lifestyle

• Online banking / payment

• Online shopping

• Online transportation and map

• Job search

Stay Current

• Continued observation on technology development to stay current, i.e. what is in,

what is trending, what is becoming obsolete

• Downloading and trying new apps for assessment of feature and use those that

brings value addition Source: FGD Women in Learning in the New 2017 15

WHO’S DOING IT WELL?

16

64%

34%

2%

46%

49%

5%

Yes, learn continuously Yes, learn periodically None

40%

53%

7%

Fast-Track Average Slow

Women on the fast-track are more likely to be continuously learning new

digital skills…

Within the study, we define fast-track women as women who

have reached manager level within five years, and have stayed

within the top 20 percent of their peer group for pay and position.

MOTHERHOOD:

JUGGLING WITH DIGITAL

17

18%

35% 30%

33%

28%30%

33%

27% 29%

16%10% 11%

Fast Track Average Slow

0 1 2 3+

Just 18% of fast-track

women are non-

mothers – a much

lower percentage than

other groups

Becoming a mother does not necessarily slow speed of

progression when equipped with digital skills…

(Number of Children)

MOTHERHOOD:

JUGGLING WITH DIGITAL

“Women will always have a chance to be equal

with men in career. Leading in the new is how we look

and discover our own quality, because learning

new knowledge has no limit. If we are able, we need to

keep discovering ourselves – while maintaining life

balance. Whatever the challenge, easy or difficult,

we are great women”

Karina Eva Poetry, Assistant Director of Communications

Century Park Hotel Senayan

Technology closes the hidden pay gap,

enabling women to lead in the new…

18

HOW CAN THE 3 EQUALIZERS HELP

WOMEN TO ADVANCE?

Career Strategyis a must, but we

cannot do it alone.

Businesses with

working environments

attractive to women

have big competitive

business differentiator.

Tech immersionhas positive effect

across board – higher

paid industry, career

advancement and

higher pay.

Digital Fluencyis the first step in

closing the pay gap

because it opens new

opportunities and

helps get more women

into work

ADVANCING GENDER EQUALITY…

TOGETHER

Gender equality is a global issue and an essential element of

an inclusive workplace.

Closing the pay gap globally requires action from the population as-

a-whole, rather than the onus being on the individual.

It’s about…

more women doing more

things than everyone doing

everything.

men and women using the

accelerators to the same

extent.

20

We strive to ensure that all our

people—women and men—are

treated and compensated

fairly and equitably from the

moment we hire them through

the milestones of their careers

here.

21

NEXT ACTION

Do what you

love instead of

having to love

what you do

HAVE PASSION FOR THE JOB

CONTINUOUS LEARNING

ADAPT TO NEW TECHNOLOGY

Keep up to date

with digital

skills required for

your line of work

Stay current and

use new

technology to

our advantage22