On 31 July 2024, Great Place To Work® unveiled the winners of the Best Workplaces in Indonesia™ in 2024. This year’s list honored 20 companies across three size categories: Small (for companies with 30-99 people), Medium (for companies with 100-999 people) and Large (for those with ≥1,000 people).
In this blog, we share insights into how our Best Workplaces have shaped their new normal, embraced diversity, equity and inclusion (DEI) as a core business imperative, and integrated purpose, structure and technology to empower people to innovate. These companies have to created a great place to work for all their employees, and here are three key themes we found prevalent among them:
Theme #1: Advancing Accountability for Diversity, Equity, and Inclusion
In today’s rapidly evolving business landscape, DEI has transcended from mere people programs to emerge as critical components of a robust business strategy. Our best workplaces recognize the value of embracing DEI as a core business imperative, focusing on leveraging their employees’ unique strengths and perspectives to drive innovation, enhance decision-making, and foster a more inclusive work environment.
One of the key tenets of this shift is the acknowledgment that DEI is not simply the responsibility of HR or diversity committees but rather a facet of leadership accountability. Many companies are now integrating DEI metrics into leaders’ key performance indicators (KPIs), signaling a clear organizational commitment to driving meaningful change at all levels.
Dedicated committees or councils, such as Diversity & Inclusion Councils, are being established to operationalize DEI effectively. These groups are tasked with planning, executing, and promoting DEI strategies and initiatives throughout the organization. This structural support reinforces the notion that DEI is not just a box-ticking exercise, but a fundamental priority integrated into the organizational fabric.
Accenture stands out for its Global Disability & Neurodiversity Inclusion Council. This council ensures that the company’s disability inclusion agenda is aligned with overall company priorities, enabling individuals with disabilities to thrive in the workplace.
Many of this year’s list-makers embrace models, frameworks, and tools to establish robust DEI strategies, to embed DEI as a core value by influencing various people programs such as training and development, benefits, onboarding, and corporate social responsibility initiatives.
A critical aspect of DEI is advancing gender equality, particularly in leadership roles. To this end, companies are setting targets and metrics to ensure that women are well-represented across all levels of leadership.
P.T Syngenta SEED Indonesia is committed to supporting and underscoring the positive impact of women on growing the business and building its culture. The company prides itself on its Women’s Leadership Program, designed to help more women fulfill their career aspirations and take on leadership positions across different levels. Its Female Network Programmirrors the company’s inclusive approach to supporting the growth of its women employees and extending the program to its male employees’ wives.
The journey toward empowering and maximizing potential through diversity, equity, and inclusion is ongoing and evolving. By embracing DEI as a strategic business imperative, organizations foster a more inclusive workplace and leverage the full spectrum of talent and perspectives within their workforce. As organizations continue to integrate DEI into their core business strategies, they stand to unlock new levels of innovation, creativity, and sustainable growth.
Figure 1: Comparison between IDN Best and Average Workplaces on
Employee Experiences around Diversity, Equity and Inclusion
IDN Best refers to companies on the Best Workplaces in Indonesia™ List for 2024.
IDN Average refers to responses of the average employee in Indonesia who participated in a separate commissioned research study in 2024.
Theme #2: Prioritizing Employee Growth and Well-being
As organizations have returned to work in the last two years and have redefined the new normal at work, employee well-being remains a top priority among the Best Workplaces in Indonesia. A holistic approach to employee wellness and opportunities for development are non-negotiables; this year’s list-makers are relentless in their efforts to understand and support the changing and unique needs of its employees. By adopting a person-centered approach co-created by employees and leaders, these companies truly support their workforce and foster a culture of positivity and growth.
They offer expanded health and well-being programs, comprehensive training catalogs, and actively nurture a learning environment.
Hilton’s Care For All program expanded in 2023 to include support for Substance Use Disorder (SUD) to ensure that every Team Member has the tools and resources needed to feel fully supported, both personally and professionally.
Another notable practice that promotes equity in learning is DHL Express Indonesia’s Talent World, an online system that supports group-wide Learning, Performance & Talent processes. My Talent World training catalog offers thousands of different training sessions and learning offerings in over 25 languages, catering for every ability level.
Opportunities for development and growth are accessible to all employees, with competency frameworks guiding their progression and career paths tailored to diverse roles. By implementing talent assessment models, organizations can identify and retain top talent, ensuring a robust leadership pipeline and organizational strength.
Leaders at these Best Workplaces foster open communication and are equipped to understand and support the physical, mental, and emotional well-being of their employees.
Managers continue to play a pivotal role in promoting the personal and professional growth of their teams, offering coaching, mentoring, and other tailored initiatives. Furthermore, inclusive benefits are designed to address the unique needs of employees, ensuring that everyone feels supported and valued.
Lastly, this year’s list-makers continue to see the importance of supporting employees through career transitions, even after they have left the company. By doing so, they demonstrate a genuine commitment to the well-being of their former employees. SC Johnson extends support to retired employees and those who have resigned, by offering resources and guidance to assist them in their career transitions.
Figure 2: Comparison between IDN Best and Average Workplaces on
Employee Experiences around Growth and Well-Being
Theme 3: Empowering Employees to Innovate and Embody Purpose
The role of leadership in aligning a company’s purpose and goals is pivotal. A key aspect of this responsibility involves empowering employees and fostering a culture of innovation and accountability. By nurturing these elements, leaders not only drive the business forward but also create a more fulfilling work environment for all stakeholders involved.
In Indonesia, we witnessed how this year’s list-makers integrate purpose, structure and technology to ensure that employees are not only cognizant of the company’s goals but also actively encouraged to take ownership in driving the business, living out their values and supporting their mission. Leaders in Best Workplaces know that empowering employees to provide feedback, ideas and opinions allows the company to leverage its diverse pool of knowledge and creativity, and ensure that each one is living out the values and desired culture.
“Stay Interviews” encourage employees at SC Johnson to share their thoughts and ideas for improvements. This practice enables management to understand key areas for improvement across work groups. Some areas highlighted were recognition and inclusion, which subsequently led to action plans to address the issues.
Within IGT Solutions’ Whistle-blower Protection and Reward Program, the “I Speak,” policy allows for confidential or anonymous complaints to address issues raised and encourage employees to report any actual or potential violations.
Encouraging employees to speak up and provide feedback is essential in cultivating a culture of innovation and continuous improvement. It is through these efforts that employees are given the opportunity to participate in solving problems, improving business processes, and driving positive change. Their insights and perspectives often lead to breakthroughs and advancements that might not have been realized otherwise.
Additionally, equipping employees with the knowledge and skills to align their personal purpose with the company’s vision is critical. Workshops and planning sessions are valuable tools for building capability and empowering employees to understand how their individual goals align with those of the team and the company as a whole. This not only provides clarity and direction but also ensures that everyone is working towards a common goal.
Linking Corporate Social Responsibility and Environment, Sustainability, and Governance initiatives to the company’s purpose and values offers opportunities for employees to utilize their capabilities and skills to create a positive impact on the communities they support. By engaging employees in such initiatives, leaders instill a sense of purpose and social responsibility that goes beyond the day-to-day operations of the business. PT. Ericsson Indonesia’s Connect to Learn Program is part of the company’s Technology for Good initiative that advocates for inclusivity and equity in technology for education and aims to provide internet access. The goal is to empower teachers and students and equip schools to deliver quality education that is accessible to all.
Employees gain a sense of ownership and purpose in their work, which, in turn, propels the business forward and creates a positive impact on the communities they serve. It is the thoughtful and proactive leadership that understands the importance of empowering employees and fostering innovation that paves the way for a more fulfilling and purpose-driven workplace.
Figure 3: Comparison between IDN Best and Average Workplaces on
Employee Experiences around Innovation and Purpose
Unsurprisingly, 90% of employees at IDN Best say they want to work there for a long time, as compared with 70% at IDN Average. To find out who made it to our Best Workplaces in Indonesia this year, click here.
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