ADB SME
DEVELOPMENT TA
BACKGROUND REPORT
TOWARDS A GENDER CONDUCIVE PLANNING IN SME DEVELOPMENT
JUTTA BERNINGHAUSEN
JULY 2001 Published by: ADB Technical Assistance SME Development State Ministry for Cooperatives & SME Jalan H.R. Rasuna Said Kav.3 Jakarta 12940 Tel: ++62 21 520 15 40 Fax: ++62 21 527 94 82 e-mail:
[email protected]
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I. TABLE OF CONTENTS I.
TABLE OF CONTENTS
I
II.
TABLE OF ABBREVIATIONS
III
III.
TABLE OF FIGURES
IV
IV.
TABLE OF REFERENCES
V
V.
EXECUTIVE SUMMARY ENGLISH
VI.
RINGKASAN EKSEKUTIF
1
THE NEED FOR A GENDER FOCUS IN SME DEVELOPMENT ...........................1
2
EMPOWERING WOMEN - GENDER MAINSTREAMING POLICIES AND INTERNATIONAL EXPERIENCE ......................................................................................2
2.1
The concept of gender mainstreaming .................................................................... 2
2.2
The Indonesian approach to Gender Mainstreaming............................................... 3
2.3
Gender conducive SME Development - International experience ......................... 4
3
GENDER ANALYSIS ON SME ...............................................................................6
3.1
Existing information on women’s involvement in SME............................................. 6
3.2
Background of the survey in Semarang and Medan................................................ 7
3.3
Women’s participation in SMEs. .............................................................................. 8
3.4
Gender specific constraints in SMEs ....................................................................... 9
3.5
Potential and strength of woman entrepreneurs .................................................... 13
3.6
Gender specific needs ........................................................................................... 14
4
TOWARDS A GENDER CONDUCIVE SME POLICY...........................................16
4.1
Addressing Strategic Gender Needs in Policy Design........................................... 16
VII X
4.1.1
Provision of gender disaggregated data
16
4.1.2
Review of underlying regulations
17
4.1.3
Ensuring representation of women in decision-making
17
4.1.4
Support of Gender conducive environment
17
4.1.5
Review of sector priorities:
18
4.1.6
Promote public appreciation of female entrepreneurs
18
4.1.7
Strengthen the role of women business associations
18
4.2
Addressing Practical Gender Needs in Policy Implementation.............................. 18 I
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4.2.1
1. Establishing Information Services for Women
18
4.2.2
Reflecting gender specific aspects in SME training programmes
19
4.2.3
Improving access to credit
19
5
APPENDIX.............................................................................................................20
5.1
Inventory of relevant studies, surveys and reports on the specific situation and constraints faced by women entrepreneurs in the SME sector.............................. 20
5.1.1
Pendahuluan
20
5.1.2
Hasil perolehan dan Analisis
21
5.1.3
Pembahasan
22
5.1.4
Kesimpulan dan Saran
23
5.1.5
Daftar Inventaris Studi Literatur
23
5.1.6
Daftar instansi yang dikunjungi
25
5.1.7
Hasil review homepages beberapa organisasi
25
5.2
Results of focal group discussions –...................................................................... 26
5.3
Stakeholder participation - Inventarisasi Stakeholder............................................ 28
5.3.1
Analysis of women stakeholder organizations
28
5.3.2
Assosiasi, Koperasi, Forum
29
5.3.3
Lembaga swadaya masyarakat
30
5.3.4
Research Center
33
5.3.5
Organisasi keagamaan
34
5.3.6
Lembaga Pemerintah
34
5.3.7
Lembaga donor
35
5.3.8
Media
35
5.3.9
Hasil evaluasi terhadap stakeholder
36
6
TABLES AND FIGURES.......................................................................................37
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II. TABLE OF ABBREVIATIONS ADB
Asian Development Bank
BPS
Biro Pusat Statistik (National Biro of Statistic)
GAD
Gender and Development
GTZ
Gesellschaft für Technische Zusammenarbeit
MOM
Ministry of Manpower
SME
Small and Medium Enterprises
TA
Technical Assistance
WID
Women in Development
III
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III. TABLE OF FIGURES Figure 1: Sector distribution
5
Figure 2: Survey sample according to sectors...............................................................8 Figure 3: Survey sample according to size.....................................................................8 Figure 4: Position of spouse ............................................................................................9 Figure 5: Tasks of spouse working in enterprise ...........................................................9 Figure 6: Age by gender..................................................................................................10 Figure 7: Marriage status of entrepreneur ....................................................................11 Figure 8: Reasons for not applying for bank loan........................................................11 Figure 9: Signature of spouse when applying for loan................................................12 Figure 10: Average salary of employees .......................................................................12 Figure 11: Performance of enterprises..........................................................................13 Figure 12: Performance of entrepreneurs………………………………………………….13 Figure 13: Education by gender .....................................................................................14 Figure 14: Main tasks of employees ..............................................................................14
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IV. TABLE OF REFERENCES Author
Title
Akatiga
Report of the research on the Impact of the Crisis on Women’s Employment Opportunity and working condition, Bandung, May 99, project, Jakarta 1999
Benjamin White
Studying women and rural non-farm sector development in West Java, West Java rural non-farm sector research project, working paper No.B12, 1991
Dr. Ir. Hj Aida Vitayala S. Hubeis
Gender Analysis Pathway (GAP) in Policy Outlook and Action Planning in Co-operatives and Small – Medium Enterprises, Bappenas, Jakarta 2000
Freddy Kusnady
Kedudukan Wanita Kawin Sebagai Pengusaha Dalam Hukum Pajak, PhD. Thesis, University of Indonesia, Jakarta 1996
Haryo Aswicahyono et al.
Gender Dimensions of Globalisation and Modern Sector Employment in Indonesia, Seapat working paper 5, ILO, Manila 1999
ILO
A comprehensive women’s employment strategy for Indonesia, Bangkok, 1993
Jerry Finnegan
Katrine Danielsen, Promoting the development of women entrepreneurs – Means and Ends in Women’s entrepreneurship Development, paper presented at Intercultural Micro Enterprise Development Summit, Colombo 28.8.1999
Jutta Berninghausen, Birgit Kerstan
Forging New Paths. Feminist Social Methodology and Rural Women in Java, Zed-Books, London 1992
Melinda K. Hendytio a.o.,
Indonesia: A gender review of globalisation, legislation, policies and institutional frameworks, Seapat working paper 4, ILO Manila 1999
Oey-Gardiner, M and Nick Dharmaputra
The impact of Economic Crisis on Women Workers in Indonesia: Social and Gender Dimensions, Report prepared under the AIT/ILO Research Project on the Gender Impact of the Crisis in South East Asia,1998
Sri Moertiningsih Adioetomo a.o.,
Gender Dimensions of the Economic Crisis and Employment in Urban Informal and Rural Sectors in Indonesia, Seapat working paper 6, ILO Manila 1999
Swisscontact, SMEP Project
Unit Studi Jender dan Pembangunan, Fakultas Ilmu Sosial dan Ilmu Politik UI, Strategi mengelola dan mengembangkan usaha kecil adalah perbedaan jender?, , Sept. 2000
Tim Peneliti Cess,
Identifikasi Analisis Faktor Faktor yang menghambat dan mendorong dinamika perempuan pada usaha mikro, kecil dan menegah dengan perspektif gender, Swisscontact SMEP Project, Jakarta 1999
Tri Ratna,
Mengembangkan Perempuan Pelakon Bisnis secara effektif, Buku Pegangan bagi Pendamping dan Pembimbing Perempuan, Swisscontact SMEP Project, Jakarta Sept.2000 V
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World Bank
Indonesia employment and training foundations industrialization in the 1990s, Washington, D.C. 1991
World Bank, ILO
Factory unemployment, (mimeographed), 1999
Gender
issues
and
for
impact
For further references see attached hereto Annex 52: “Inventory of relevant studies, surveys and reports on the specific situation and constraints faced by women entrepreneurs in the SME sector”
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V. EXECUTIVE SUMMARY ENGLISH The need for a gender focus in SME development ¾ The relatively big percentage of female entrepreneurs in micro and home based industries in Indonesia (44%) has its origins in a long tradition. Indonesian women have always been active in many business sectors and it is said that they are better in handling money than men. However the more formalised a business gets, the less women are involved in it. Following national statistics, less than 12% women are involved in enterprises with 5 and more employees. ¾ What are the particular constraints preventing women from developing their micro enterprises into economically more potential business units? Is the Indonesian law and policy conducive towards gender mainstreaming and do policy makers sufficiently reflect women’s potentials in SMEs?
The concept of gender mainstreaming ¾ To overcome the imbalanced distribution of power, a gender mainstreaming approach was introduced. The aim is to specify the different needs of men and women and transfer unequal power relations into an equitable development where women and men have an equal share in decision making. ¾ The gender mainstreaming approach starts in the phase of project identification. In a gender analysis the gender specific division of labour and the existing power relations between men and women are visualised and identified. ¾ Based on the identification of the different needs and potentials of men and women, gender specific objectives and indicators are defined and developed into programs. Activities aim at balancing the identified gender bias. ¾ Gender differentiated monitoring and evaluation measure to which extent policy objectives are reached.
The Indonesian Approach to Gender Mainstreaming ¾ The Gender Mainstreaming approach is reflected in the GBHN of 1999 and a very conducive basis for a gender mainstreaming development has been laid down with the Presidential Instruction No.9/2000. The Office of the State Ministry of Women’s Empowerment has developed a National Master Plan of Women Empowerment. Several gender focal points are established within the Line Ministries to ensure the gender mainstreaming approach. ¾ However Indonesia is missing concrete measures and programmes to support a gender conducive SME development, particularly in SMEs. ¾ Furthermore some articles in the Indonesian Marriage Law hamper a gender balanced participation in SME development. Article 31 determine the husband as head of the family being responsible of supporting his wife, while it is the wife’s obligation to take care of the household. The inheritance regulations (Article 36, 37) allow the distribution of property following the adat laws of the respective parties which is often disadvantageous for women.
International Experience ¾ Reflecting international experiences we see that gender mainstreaming programs are incorporated into the policies of most European countries. VII
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¾ All EU member countries are instructed to generate gender disaggregated data. ¾ Affirmative actions have been enforced to increase the percentage of women in all decision/making positions. ¾ EU countries have established specific start-up and support programs for women to empower their position in SMEs.
Gender Analysis on SMEs ¾ The reason to conduct a gender specific survey on SME was, that gender specific data is scarce, mainly concentrating on qualitative data. Quantitative data are widely missing. Therefore a quantitative and qualitative survey of 482 small and medium enterprises in Medan and Semarang was conducted in June 2001. The survey included 85 enterprises officially registered under the name of a woman. ¾ According to the latest governmental statistics, only 12% of small enterprises are owned by women entrepreneurs. This number is broadly misleading. The survey revealed that additionally to these 12 % in 22% of male owned enterprises wives are heavily involved in management, administration and strategic decision making. If we add these “secret female entrepreneurs” to the formal female owners, more than one third of Indonesian small and medium enterprises are in the hands of women. These business-women shape an invisible, unrecognized and unexploited societal resource. ¾ Business-women have to overcome specific constraints, mainly as a result of their double burden as business women and housewife. The reason for women to establish a business is mostly based on the wish to contribute to the husbands earning which has a negative impact on their ambition to expand their business. Together with the cultural bias towards career women this is one of the main reasons why most female headed enterprises remain in the micro scale. The survey clearly show restricted mobility which result in a lack of information concerning credit, market information and business services and restricted access to business networks. Due to the unequal distribution of property rights women entrepreneurs usually have less collaterals which may become a disincentive for them engaging in business. ¾ The results of the survey indicate also that women entrepreneurs have specific strength and potentials: Being obviously more cautious and realistic than their male counterparts, they are also very accurate in administrative and financial matters. Furthermore there is strong evidence that women entrepreneurs are more reliable regarding the repayment of bank loans. They also report fewer problems with business licenses and tax officials – there could be an interrelation to their superior social and communication skills.
Recommendations ¾ Policies need specific efforts to counteract the cultural values which mainly contribute to women’s disadvantaged position in SME. ¾ Increasing the involvement of women in business should become a key concern of Indonesian policy makers. Given the current underutilization of female entrepreneurial talent and management skills is hardly justifiable. ¾ Regular gender differentiated data collection and SME surveys is a precondition for any gender sensitive planning and indispensable for progress monitoring. ¾ To harness the special skills and experience of women entrepreneurs they have to be integrated more efficiently into the policy discussion and implementation process. The success of women entrepreneurs and the role of their secondary stakeholder
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organizations should be highlighted through formalized mechanisms and affirmative actions, specific gender awareness campaigns and selective Public relation measures. ¾ Restrictions towards women entrepreneurs have to be overcome by special support measures, as for example improved access to finance, training and special information centers for female entrepreneurs. A review of sector priorities, shifting the focus of attention from male dominated sectors as wood and metal processing to more female dominated sectors as food processing and pharmaceuticals would benefit female entrepreneurs.
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VI. RINGKASAN EKSEKUTIF Kebutuhan Memfokuskan pada Gender dalam Pengembangan UKM ¾ Relatif besarnya persentase wanita pengusaha dalam usaha mikro dan industri rumah tangga di Indonesia (44%) beranjak dari tradisi yang panjang. Wanita Indonesia selalu aktif dalam banyak sektor usaha, dan dapat dikatakan bahwa dalam hal memegang uang, wanita lebih telaten dibanding pria. Namun, begitu usaha diformalkan, semakin sedikit wanita yang terlibat. Berdasarkan statistik nasional, kurang dari 12% wanita yang terlibat di dalam perusahaan yang mempekerjakan 5 atau lebih pekerja. ¾ Hambatan-hambatan utama apa saja yang mencegah wanita mengembangkan usaha mikro mereka menjadi usaha yang secara ekonomis lebih potensial ? Apakah hukum dan kebijakan di Indonesia kondusif untuk pengarusutamaan gender (gender mainstreaming), dan apakah para pembuat kebijakan cukup mencerminkan potensi wanita dalam UKM dalam membuat kebijakannya ?
Pendekatan Pengarusutamaan Gender ¾ Untuk mengatasi ketimpangan kekuasaan, perlu diperkenalkan suatu pendekatan pengarusutamaan gender. Tujuannya, untuk menspesifikasi perbedaan kebutuhan antara pria dan wanita, serta mentransfer hubungan kekuasaan yang timpang menjadi pengembangan yang adil, di mana wanita dan pria mempunyai andil yang setara dalam pengambilan keputusan. ¾ Pendekatan pengarusutamaan gender diawali sejak tahap identifikasi proyek. Dalam analisis gender, digambarkan dan diidentifikasi pemisahan tenaga kerja secara spesifik dan hubungan kekuasaan yang ada antara pria dan wanita. ¾ Berdasarkan identifikasi atas perbedaan kebutuhan dan potensi antara pria dan wanita tersebut, ditetapkanlah tujuan dan indikator gender secara spesifik, kemudian dikembangkan menjadi program. Berbagai jenis kegiatan dimaksudkan untuk menyeimbangkan bias gender yang telah teridentifikasi. ¾ Pemantauan dan evaluasi perbedaan gender mengukur sejauh mana tujuan kebijakan telah tercapai.
Pendekatan Indonesia terhadap Pengarusutamaan Gender ¾ Pendekatan pengarusutamaan gender tertuang dalam Garis-Garis Besar Haluan Negara (GBHN) 1999, dan landasan yang kondusif untuk pengembangannya telah diletakkan dengan terbitnya Instruksi Presiden (Inpres) No.9/2000. Kantor Menteri Negara Urusan Pemberdayaan Perempuan telah menyusun Pola Induk Nasional Pemberdayaan Perempuan. Sejumlah tim pemberdayaan perempuan (gender focal points) telah dibentuk di dalam jajaran kementrian untuk menjamin pendekatan pengarusutamaan gender. ¾ Namun demikian, di Indonesia belum terdapat tindakan dan program yang konkret untuk mendukung pengembangan UKM yang kondusif terhadap gender, khususnya dalam UKM. ¾ Selain itu, beberapa pasal dalam Undang-undang Perkawinan merintangi terjadinya keseimbangan gender untuk berpartisipasi dalam pengembangan UKM. Pasal 31 menjelaskan tentang suami sebagai kepala keluarga yang bertanggungjawab untuk mendukung isterinya, sementara kewajiban isteri adalah mengurus rumah-tangga. Ketentuan tentang warisan (Pasal 36, 37) membolehkan pembagian harta menurut X
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hukum adat yang berlaku bagi yang bekepentingan, yang seringkali merugikan kaum wanita.
Pengalaman Internasional ¾ Bercermin pada pengalaman internasional, dapat dilihat bahwa program pengarusutamaan gender berkaitan dengan kebijakan di kebanyakan negara Eropa. ¾ Semua negara anggota Uni Eropa (UE) diinstruksikan untuk menyusun data yang dipisahkan berdasarkan gender. ¾ Tindakan-tindakan yang disepakati telah diperkuat untuk meningkatkan persentase wanita dalam semua posisi pengambilan keputusan. ¾ Negara-negara UE telah membentuk program awal dan dukungan yang spesifik bagi wanita dalam memperkuat posisinya di dalam UKM.
Analisis Gender UKM ¾ Alasan untuk menyelenggarakan survey UKM khusus tentang gender adalah kelangkaaan data yang spesifik tentang gender, terutama terpusat pada data kualitatif. Data kuantitatif umumnya terlepas. Karena itu, pada Juni 2001 telah dilaksanakan survey kualitatif dan kuantitatif terhadap 482 UKM di Medan dan Semarang. Survey tersebut termasuk 85 perusahaan yang secara resmi terdaftar dengan nama wanita. ¾ Menurut statistik pemerintah yang mutakhir, hanya 12% UKM yang dimiliki oleh wanita pengusaha. Angka ini menyesatkan. Survey membuktikan bahwa terhadap angka 12% ini harus ditambahkan 22% perusahaan yang dimiliki oleh pria, namun banyak melibatkan isterinya dalam hal manajemen, administrasi, dan pembuatan keputusan yang strategis. Kalau kita tambahkan “pengusaha wanita rahasia” ini ke dalam pemilikan wanita secara formal, maka lebih dari sepertiga UKM Indonesia berada dalam genggaman wanita. Wanita pengusaha ini merupakan sumberdaya yang taknampak, tak-disadari, dan tak-dimanfaatkan. ¾ Wanita pengusaha harus mengatasi berbagai hambatan khusus, terutama akibat beban ganda sebagai pengusaha dan sebagai ibu rumah-tangga. Alasan wanita untuk berusaha kebanyakan didasarkan pada keinginan untuk menambah penghasilan suami, yang bias berdampak negatif terhadap ambisinya untuk memperluas usahanya. Digabung dengan bias budaya mengenai karir wanita, inilah alasan utama mengapa kebanyakan wanita tetap saja mengepalai usaha dalam skala mikro saja. Survey dengan jelas menunjukkan hambatan mobilitas yang berakibat pada lemahnya informasi yang menyangkut kredit, informasi pasar, layanan usaha, dan hambatan untuk akses ke jaringan bisnis. Menyangkut ketimpangan distribusi hak milik, wanita pengusaha biasanya kurang memiliki agunan, yang barangkali menjadi disinsentif bagi mereka untuk tertarik pada usaha. ¾ Hasil survey juga menunjukkan bahwa wanita pengusaha mempunyai kekuatan dan potensi yang spesifik: Nyata-nyata lebih berhati-hati dan realistis dibanding mitranya yang pria, mereka juga sangat cekatan dalam hal administrasi dan keuangan. Selain itu nyata sekali bahwa wanita pengusaha lebih dapat diandalkan dalam hal pelunasan hutang ke bank. Studi ini juga melaporkan bahwa wanita pengusaha tidak begitu mengalami masalah dalam menghadapi perizinan usaha dan petugas pajak – barangkali ada interelasi dengan keterampilan komunikasi dan bermasyarakat.
Rekomendasi ¾ Berbagai kebijakan memerlukan upaya khusus untuk menetralkan (counteract) nilainilai budaya yang menyebabkan posisi wanita dalam UKM kurang menguntungkan.
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¾ Meningkatkan keterlibatan wanita dalam bisnis harus menjadi perhatian kunci bagi pengambil keputusan di Indonesia. Mengabaikan bakat wiraswasta dan keterampilan manajamen kaum wanita, sama sekali tidak dapat dibenarkan. ¾ Pengumpulan data gender secara terpisah dan survey UKM merupakan prasyarat untuk setiap perencanaan kepekaan gender dan sangat diperlukan untuk memantau kemajuannya. ¾ Untuk memanfaatkan keterampilan dan pengalaman khusus wanita pengusaha, hal itu harus dipadukan dengan lebih efisien ke dalam pembahasan kebijakan dan proses implementasinya. Keberhasilan wanita pengusaha dan peranan organisasi stakeholder sekunder harus disoroti melalui mekanisme formal dan keberpihakan, kampanye penyadaran gender secara spesifik, serta hubungan masyarakat yang selektif. ¾ Pembatasan terhadap wanita pengusaha harus diatasi dengan dukungan khusus, misalnya perbaikan akses terhadap pendanaan, pelatihan, dan pusat informasi khusus untuk wanita pengusaha. Kajian terhadap prioritas sektor, penggeseran fokus perhatian dari sektor yang didominasi pria seperti pengolahan kayu dan besi ke arah sektor yang lebih didominasi oleh wanita seperti pengolahan makanan dan obatobatan, akan memberi manfaat bagi wanita pengusaha.
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1 THE NEED FOR A GENDER FOCUS IN SME DEVELOPMENT Women in Indonesia hold very strong positions in the micro and home industry sector (44% female entrepreneurs). This relatively big percentage of female entrepreneurs is not a product of recent development efforts, but has its origins in a long tradition. Different to prevailing perceptions, the concept of women as housewives, staying at home taking care of the family, is not based on Indonesian tradition but derives from imported western role models. Particularly in Java women had held strong economic positions during the last centuries, while men were supposed to perform more in the public and official sphere Indonesian women have always been active in many business sectors. Just to mention a few of them: for long, the small trade sector has been exclusively in women’s hands and Batik, jewellery and cosmetic production was supposed to be a pure women’s business. Up to date it is an overall acknowledged fact that Indonesian women are better in handling money than men (Berninghausen/Kerstan 1991). This situation has drastically changed since Industrialisation entered Indonesia. The world wide development leading to a situation where, the more formalised a business would get, the less women are involved in it, is also valid for Indonesia today. The percentage of women as entrepreneurs decrease drastically when it comes to small enterprises with 5 and more employees (less than 12% female entrepreneurs) (BPS 1998). Is it true that women are widely excluded from the formal business sector? Or are they only regressing o invisible roles hiding under the statistical term “unpaid family helper”, the more formalized an enterprise gets? And if yes what are the reasons for this change in status? Women working longer hours and harder than men. There is strong evidence that the repayment rate of credits given to women is much higher than that of male borrowers. Women are considered to take fewer risks, which on the other hand could imply that female led enterprises are less dynamic. Can survey data support these theses? Can it even be that women are the more accurate and trustworthy entrepreneurs? What are the particular constraints prevailing women from developing their micro enterprises into economically more potential business units? Is the Indonesian law and policy conducive towards gender mainstreaming, with the aim to equally involve men and women in the development process? Do policy makers sufficiently reflect women’s potentials in the SME’s? Efforts to strengthening women’s involvement in SMEs should be seen in the context of “back to the roots”, supporting Indonesian women to regain their traditional strengths and potentials in the business sector.
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2 EMPOWERING WOMEN - GENDER MAINSTREAMING POLICIES AND INTERNATIONAL EXPERIENCE 2.1 The concept of gender mainstreaming Gender inequality is an international issue. The UNDP Human Development Report of 1995 revealed that until today women worldwide performed 75% of all work counted, but only earned 10% of the world’s income and owned not more than 1% of all property. 70% of the poor are women. The illiterate rate is still at 60%. The problem of women’s subordination led to a variety of efforts in all parts of the world to correct the imbalance. The aim was to integrate women more effectively into the development process so that benefits to them would increase. Policy approaches to women have shifted over the past decade. Since the mid-eighties, we have found a shift from policies addressing women’s concerns only, known as “Women in Development” (WID), to “Gender and Development” (GAD”). While the WID concept was directed towards activities addressing women only, “Gender and Development” seeks to understand women’s subordination through an analysis of the relation between men and women. What is Gender? While “sex” identifies the biological differences between men and women, the term “gender” was introduced to stress the socially constructed roles men and women are supposed to fulfill. Gender roles are learnt through a process of socialization. They have to be seen in the context of culture, economic situation and history and can change in response to altering economic or social circumstances. We cannot change our biological sex, but we have an influence on the gender roles we want to perform. The gender approach is based on the assumption that the position of women cannot be understood or altered without having a broader vision of the division of men’s and women’s roles and positions in society. The aim is to transfer unequal power relations into an equitable development where women and men share the decision making power. This process is called “Gender Mainstreaming”. In accordance with a project cycle, consisting of 4 phases, as there are identification, planning, implementation and monitoring/evaluation, the gender mainstreaming approach starts in the phase of project identification. ¾ With a Gender Analysis, the gender specific division of labor and the existing power relations between men and women in the context of the existing socio-economic and socio-cultural structures are visualized and identified. ¾ Equal participation of men and women in decision making has to be ensured in the planning phase. Based on the identification of the different needs and potentials of men and women, gender specific objectives, activities and indicators are identified and implemented. ¾ The activities might be directed towards men and women both, focusing at awareness raising and creating a gender conducive environment, or towards women only, in order to balance the identified gender bias.
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¾ Gender differentiated monitoring and evaluation instruments, which measure and guarantee the implementation of gender specific activities, have to be developed and applied in a last phase.
2.2 The Indonesian approach to Gender Mainstreaming Efforts for the advancement of roles and status of women have been reflected in Indonesia since the beginning of the last century, starting with the first Indonesian women’s congress held in 1928. Since 1945 the principle of equality between men and women is ingrained in the Indonesian Constitution. Additionally, Indonesia ratified a number of fundamental international conventions. ¾ ILO Convention Number 100 on Equal Rights for Equal value ratified by law No, 80/1957 ¾ The United Nations Convention on the Political Rights of Women, ratified by Law No. 68/1958 ¾ The United Nations Convention on the Elimination of all forms of discrimination against women by Law No.7/1984 ¾ ILO Convention No. 111 on discrimination in remuneration and position, ratified by Law No. 21/1999 Equal opportunities for Indonesian women to participate in all fields of development are emphasized in the Broad Guidelines of State Policy GBHN. Since 1978 the inclusion of a special chapter on the role of women in nation building led to specific programs and projects to enhance the involvement of women in the development process. Already in 1978, long before European countries started to establish specific ministries for Women, Indonesia appointed a Junior Ministry for the Role of women, which was elevated to a Ministry of State in 1983 and since 2000 changed into the “State Ministry of women Empowerment”. The Office of the State Ministry of Women’s Empowerment is responsible for national policy formulation, planning, coordination and advocacy. The implementation itself is within the responsibility of various Line Ministries. A focus on gender awareness raising was first added in 1994 to Repelita VI. Since 1999 a gender mainstreaming approach, in terms of empowering women towards gender equality and justice, is reflected in the Broad Guidelines of the State Policy. In December 20000, the President issued the Instruction No. 9/2000, stating that all Ministries, local Government and other Government institutions conduct gender mainstreaming in the sense that all government programs, policies and projects should adapt a gender mainstreaming approach. A National Master Plan of Women Empowerment (Rencana Induk Pembangunan Nasional bidang Pemberdayaan Perempuan – RIPNas) was developed in the year 2000.
Three main objectives and targets of National Master Plan: ¾ 1. To improve, develop and enhance government policies to become gender responsive and consider the welfare and protection of children (Target. It is expected that by the end of 2004, 50 percent of all policies, programs and government regulations are facilitated to be more gender responsive) ¾ 2. To improve the quality and coverage of the institutions network (Target: By the end of 2004 all Gender Focal Units will be operationalised at provincial level and 50 percent at regional level. 60 percent of Women’s study Centers carry out gender responsive research and teachings. 10 percent of regencies have NGOs which are concerned with women’s empowerment) 3
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¾ 3. To improve the capacity of the State Ministry of the Women’s Empowerment in carrying out its mandate. (Target: By end of 2004 coverage and technical assistance to strategic partners have increased, human resources development plan as well as control system has been developed.) At present there are several gender focal points established within the Line ministries. (tim pemberdayaan perempuan), which shall include a gender perspective into all planning activities of the Ministry. Although the Presidential Instruction No.9/2000 provided a conducive basis for a gender mainstreaming development in Indonesia, it seems to be difficult to break down the general presidential instructions into concrete measures. Until today specific programs and action steps to support a gender conducive SME development are rare. Recommendations for women empowerment in the business sector, promoted by Governmental as well as by Non Governmental organizations are manifold, but most of them remain general and are restricted to micro and home-based industries. Furthermore, there still exist laws that hamper a gender-balanced participation in development. ¾ The Indonesian Marriage Law (No.1/1974) determine the husband as head of the family being responsible of supporting his wife, while it is the wife’s obligation to take care of the household (Article 31). ¾ Another example is the inheritance regulations that allow the distribution of property following the adat laws of the respective parties (Article36,37). The adat laws are however often disadvantageous for women. ¾ Furthermore there is the taxation law that is “gender blind”. According to the prevailing regulations the subject of taxation is the husband. A woman who receives income must use her husbands taxpayer number, even when the husband has no income (see also 3.1.) These laws support practices prioritizing men in all formal actions for example concerning formal organization in business associations, access to credit and training services, as well as the registration of property certificates and business licenses under the name of the husband.
2.3 Gender conducive SME Development - International experience Today gender mainstreaming programs are incorporated into the policies of most European countries. The gender mainstreaming approach is part of the European Union agreements. As a first step all EU member countries are instructed to generate genderdisaggregated data as a precondition to identify specific problems and needs and to monitor the progress towards gender equality. This approach is also reflected in the programs of German development cooperation. The example of the GTZ project “Centro de Fomento de Iniciativas Econimicas” shows how gender disaggregated data can serve a gender sensitive project planning The center works with small enterprises, which have been running for a minimum of two years. It stresses the importance of including all productive members of a family business into project measures. Application procedures for training and credit imply questions on the gender specific division of labor and responsibilities in the enterprises and information on the economic activities of wives or other non-paid family members. This clarifies 4
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productive inputs of individual family members, which can be then included into promotion measures. It turned out that in most cases wives and children of the usually male owners worked as contributing family members in the business. In the case of real family enterprises, both partners, whether they are owners or not, have to sign the loan agreement, and may participate in the training courses. As a result, the participation rate of women in the promotion program is extremely high (45%). The numerous and active participation of women leads furthermore to an exceedingly conscientious repayment of the loans. (GTZ, Vocational Training, Eschborn 1997) Anti discrimination laws, affirmative actions have been enforced to increase the percentage of women in all decision-making positions in the society. Applications of women with the same qualification have to be given priority in recruitment procedures. Figure 1: Sector distribution Gender structure of German SME, 1995 Sector
Male
Female
Couple
Manufacturing
82%
8%
10%
Transport and trade
65%
25%
10%
Services
69%
26%
5%
Total
71%
21%
8%
Enterprises running functioning women promotion programs like for example “Volkswagen” are publicly exposed as role model. SME policies and support programs, historically strongly focused on the male-dominated manufacturing sector, are gradually refocused towards inclusion of ‘female’ sectors such
as tourism, trade, and health services. Based on the assumption that general business information services do not reflect the specific background, needs and language of women, many countries developed special information packages for women entrepreneurs This includes specific brochures for women business start-ups, as well as special information centers for women, or information counters in business centers for women entrepreneurs. Here women can receive consultancy and support concerning existing credit programs and vocational training courses available, assistance in the selection of location or information on business associations, Women specific consultancy is reflecting their disadvantaged conditions, often facing double burdens, lack of capital and lack of experience in business practices. Special credit lines for women entrepreneurs as well as leadership and management training programs for women are supporting these measures. Training courses for women have to particularly focus on negotiation skills, conflict solving, risk taking and self confidence, they have to reflect specific time constraints of women and offer possibilities for childcare. Sometimes women’s technical skills are less developed, which have to be reflected in contents, language and cases provided in training courses for women. Upon the finding that women were strongly underrepresented in start-up credit schemes, Germany recently introduced a new credit scheme oriented on the specific credit demand of female start-ups. Closing a gap in commercial credit supply, the scheme provides small-scale credit with long repayment periods of up to 20 years. Although interest rates are relatively high (about 2,5% above private mortgage interest rate), the new scheme has been very well received, in particular by female start-ups.
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3 GENDER ANALYSIS ON SME 3.1 Existing information on women’s involvement in SME National statistics indicate that the number of women-headed enterprises decreases with growth in scale. 44% female entrepreneurs are found in home and micro enterprises compared to only 11.7% in small enterprises. The highest percentage of women headed enterprises is found in food production (34%) and textile (27%). (BPS, Profil Industri Kecil dan Kerajinan Rumah Tangga, 1998) Additionally to the little information we can derive from the National statistics several studies and case studies on the specific constraints of women entrepreneurs have been carried out (see Annex 5.1. “Inventory of relevant studies, surveys and reports on the specific situation and constraints faced by women entrepreneurs in the SME sector”). However most of these studies focus on micro enterprises and not on SMEs. Many of them are already more than 5 years old. The weakness of these studies and assessments is, that they are all based on a very weak data base. The overall number of assessed data remain very small and can not be said to be a representative sample. One interesting finding of several case studies is, that as women’s enterprises grow in scale and capitalisation, quite commonly husbands, who previously played only a minor if any role in the enterprise, insert themselves as managers, the women then regressing to the status of unpaid family helpers. Here their contributions are often invisible until detailed observations are made. (White 1991).
Constraints faced by women entrepreneurs The main constraints of female headed enterprises mentioned in existing studies can be summarised as follows: ¾ Due to the patriarchal system, women entrepreneurs face the double burden of running their business activities as well as taking care of their domestic roles. ¾ Women’s scope of activity is more restricted to the home and the immediate surrounding. This limits their potential to operate in business, preventing them from establishing wider marketing chains and business contacts, procure supplies and meet customers. ¾ An ILO study on a review of globalization, legislation, policies and institutional frameworks sees the inequality of ownership between women and men as one factor in perpetuating inequality in the access to economic opportunity (ILO 1999). Women have less access to property succession rights from fathers or husbands. According to the traditional law women receive a smaller share then men when it comes to divorce or inheritance. This may become a disincentive for women engaging in business. ¾ This gender bias in the division of property makes it more difficult for women to get access to formal bank credits, as they often don’t have the requested collateral. Although repeatedly mentioned in several studies that access to credit is essential for women entrepreneurs, it seems that women can profit much less from existing credit schemes than men. As an example a recent World Bank study on the impact of the crisis on the unemployed workers revealed that 80% of the women interviewed found themselves in a serious disadvantage in gaining access to credit (World Bank1999). ¾ Some studies referring to the PhD Thesis of Kusnadi on the position of married women as entrepreneurs in the Tax Law, indicate that the existing taxation law is disadvantageous to married women entrepreneurs (Kusnadi1996). According to the actual practicing of the law the subject of taxation is the husband. A woman receiving 6
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income must use her husband’s taxpayer identification number, even when the husband has no income. ¾ Women are organized to a less extend in business networks which is due to the fact that in many formal organizations only the husband as head of the household is organized. There is a large number of organisations involved in providing support services to entrepreneurs. However, for a variety of reasons many of these organisations tend to act as barriers when it comes to providing assistance to women entrepreneurs. Their lack of support for the specific needs of women entrepreneurs when it comes to implement policies programmes contributes greatly to their continuing disempowerment. ¾ Vocational training is another sector, which is often concentrated on male dominated business sectors neglecting other sectors like services, trade, and handicraft, where women are more involved. A World Bank survey of 142 enterprises covering a total workforce of 56.000 (of which slightly more than half were women) found that women had less access than men to training (ILO 1993). Other factors, preventing women from participating in training are the unconducive timing, durations, locations or venues of training. In a World Bank survey (1991) of all MOM training centers, only one had a policy of enrolling 15% women.
Specific strength identified The existing studies are also mentioning specific strength and potentials of women entrepreneurs. Women are for example believed to be more honest, patient and sensible. They take fewer risks which may be a disadvantage but at the same time contribute to making women business more sustainable (see Annex 5.1.). A recent research on "Women’s employment opportunity and working conditions" revealed, that during the present economic crisis the increase of male unemployment has been higher than that of female and that the crisis has even increased the growth of female employment. (Akatiga, 1999).
3.2 Background of the survey in Semarang and Medan Almost all available statistics and studies focusing on women’s role in SME development are micro biased and do not provide sufficient information for the formulation of appropriate policies for SME development. The only quantitative data available, comparing the situation of male and female entrepreneurs are derived from the Biro Pusat Statistik. But again, only very few issues had been raised here. We can compare the number of male and female entrepreneurs in home based industries and small industries according to the different sectors. We can also derive information on the percentage of male and female workers employed in small and medium sized enterprises. We know how many women and men are working as employers, not differentiated by sectors and size. But this is already all we can learn from the National statistics. There are no sex disaggregated data referring to different sizes of enterprises, there is no data source, referring to credit sources of women entrepreneurs, neither is there information on vocational training or other services requested. Although the number of unpaid family workers is mentioned in the statistics, there is no information on sex or function of the unpaid worker. In line with the TA’s main tasks – providing inputs for policy formulation – the project decided to conduct a quantitative survey in the cities of Semarang and Medan. The survey, conducted in June 2001, covered a total of 482 small and medium enterprises. The definition of “small” and “medium” followed BPS criteria, i.e., enterprises with 5 to 19 7
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employees are classified as “small”, while “medium” enterprises employ 20 – 99 workers. The sample covers a broad sectoral mix (BPS categories) comprising manufacturing and processing (121 enterprises), services (120 enterprises), wholesale, retail, restaurants and accommodation (120 enterprises), transport, storage and communication (121 enterprises). The share of enterprises owned by women (n = 85) is purposefully over proportional. Data were collected and analyzed disaggregated by sex. The analysis was complemented with a qualitative focal group discussion to assess specific constraints and visions of female entrepreneurs and the division of tasks between men and women in family enterprises. Figure 2: Survey sample according to sectors Female, n=85
Male, n=397
Transport, storage & communication
16
19%
105
26%
Wholesale, retail, restaurants & accommodation
28
33%
92
23%
Services
24
28%
96
24%
Manufacturing
17
20%
104
26%
85
81%
397
100%
Figure 3: Survey sample according to size Female
Male
Small
70
82%
306
77%
Medium
15
18%
91
23%
85
100%
397
100%
3.3 Women’s participation in SMEs. Women are significantly involved as entrepreneurs in SMEs Our findings support the above mentioned hypothesis that, as women’s enterprises grow in scale and capitalization, quite commonly husbands, who previously played only a minor if any role in the enterprise, insert themselves as managers, the women officially regressing to the status of unpaid family helpers. Here their contributions are often invisible until detailed observations are made. However, although not formally registered as owners, these women informally still act as entrepreneurs with major decision-making power in the enterprise,
One third of all enterprises are lead by women - either alone or together with their husband: Regarding the official statistic women are only marginally involved when it comes to SMEs. However the survey data reveal a different picture. In 22% of the male owned enterprises surveyed, the wives also work in the firm. Nearly all of these spouses are involved in central decision-making areas; either in finance, production, marketing, or even in overall management of the business. If we add these women being in the position of an “invisible entrepreneur” to the 12 % female entrepreneurs officially registered in small enterprises, the share of SME in which women are involved as entrepreneurs increases substantially to more than 30%. 8
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Figure 4: Position of spouse Works in firm Govt./private employee Trade Houswife Other, incl. unemployed/retired 0%
5%
10%
15%
20%
25%
30%
Husband, n=60
35%
40%
45%
50%
55%
60%
Wife, n=355
Asked about their position in the business, nearly all helping spouses stated that they were involved in at least some of the major decisions concerning the business, either in financial decisions, management, production, marketing, or even in all aspects of the business. Only very few women really occupied the status of a helper, in the sense that they were working in the business without taking part in major decisions. Figure 5: tasks of spouse working in enterprise all finance production marketing management cooking for employees assist in production administration without decision cashier komisaris supervisor 0%
10%
20%
30%
Husband, n=16
40%
50%
60%
Wife, n=78
3.4 Gender specific constraints in SMEs Female entrepreneurs are facing specific constraints in establishing and running a business. If we reflect the situation of enterprises with more than 5 employees, registered under the name of a woman, we can say that female-led SMEs are successful, but rare. Women entrepreneurs in the sample have generally achieved a higher education level than men. Survey results may primarily reflect the situation and achievements of the ‘top performers” among women entrepreneurs, while the majority of female lead enterprises remain in the scale of micro enterprises not reflected in this survey. 9
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Women have to work harder than men: The double burden, resulting from the traditional division of labor is seen as the main constraint of all 15 entrepreneurs questioned in the focal group discussions. This is also reflected in the age distribution between female and male entrepreneurs. Obviously, it is more difficult for young women running a business while their children are still small. Therefore, female entrepreneurs are more often found in an age, where their children are already grown up. Figure 6: Age by gender Age by gender < 25 25 - 30 31 - 35 36 - 40 41 - 45 46 - 50 51 - 55 56 > 0%
5%
10%
15% Female
20%
25%
30%
Male
There still exist a cultural bias towards career women: The focal group discussion revealed that the reason for women to establish a business is mostly based on the wish to “contribute to the husband’s earning”. This is seen in accordance with the Indonesian marriage law, where it is the husband’s duty to support the family while it is the wife’s obligation to take care of the domestic duties. This inner concept of supplementary income has a negative impact on women’s ambition to expand their business from the very beginning. Together with the cultural bias towards career women this is one of the main reasons why most female headed enterprises remain in the micro scale.
Men are often unwilling to support the career of their wives In the focal group discussion women stated, that their husbands, being in the beginning very supportive to the business activities of their wives, had difficulties to accept their increasing success. Main reasons were jealousy and the fear that the wife would neglect her duties as housewife. The women considered it as crucial for their success in business, that they could finally convince their husband to support their business. Several widows among the respondents stated that they could only engage in business after their husband’s death, because the property was registered under the name of the husband before and their husbands had been unwilling to sign for collaterals. These statements may explain another interesting finding. Following our survey 30% of all female entrepreneurs were widowed or divorced, compared to only 3% of the male. Other reasons given for this were that the business was registered under the name of the husband before, now being transferred to her. 10
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Figure 7: Marriage status of entrepreneur Male
Female
Single
32
8%
1
1%
Married
35
89%
60
71%
Widowed
10
3%
24
28%
Women have difficulties to find collateral: The percentage of entrepreneurs ever received a bank loan was generally low for female and male entrepreneurs both. The reasons for not applying for a loan did not differ between male and female entrepreneurs. Only 22% of female entrepreneurs stated to have sufficient equity, while the percentage of their male counterparts was with 14% even less. However more women than men stated that they had no collateral, which may become a disincentive for women engaging in business. The reason for this is most probably due to the known fact, that women have less access to property succession rights from fathers or husbands, as inheritance practices favor men and most property certificates are registered under the name of the husband. Lack of collaterals and the unwillingness to take risks were the reasons why the questioned women would prefer rather small loan amounts. Figure 8: Reasons for not applying for bank loan Reasons for not applying for bank loan Enterprise still too small to receive loan Afraid enterprise not eligible Do not know procedure Do not have tax number Do not have collateral 0%
5%
10%
15%
20%
Female, n=26
25%
30%
35%
40%
Male, n=116
There is no gender bias in credit procedures: The survey gives reason to do away with the common assumption of a strong gender bias in credit procedures. Many studies state that female creditors require signature of their husbands, while men can take a credit without being asked for the signature of their wives. This survey proved that this situation has changed already. Of all married creditors who had ever asked for a credit, 82 % of the men had to bring the signature of their wife, while only 75% of the married women were asked to bring the signature of their husbands. May be that 7 years of gender mainstreaming approach in Indonesia have already lead to some results.
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Figure 9:Signature of spouse when applying for loan no
yes
total
Men who needed signature of spouse
14
64
78
17.9%
82.1%
100%
Women who needed signature of spouse
3
9
12
25.0%
75%
100%
Total
17
73
90
18.9%
81.1%
100%
Female employees are earning less than their male counterparts The fact that women’s earnings are only seen as addition to the man’s income results in lower salaries of female employees in SMEs. Most of the female wage laborers were earning a monthly salary between 200.000 and 300.000 Rp., while more men were found in higher salary scales. Figure 10: Average salary of employees Average salary of employees Rp 1.000.000 > Rp 901.000 - 1.000.000 Rp 801.000 - 900.000 Rp 701.000 - 800.000 Rp 601.000 - 700.000 Rp 501.000 - 600.000 Rp 401.000 - 500.000 Rp 301.000 - 400.000 Rp 201.000 - 300.000 Rp 100.000 - 200.000 < Rp 100.000
0%
5%
10%
15%
20% Female
25%
30%
35%
40%
Male
Women have a smaller scope of action Another major constraint uttered in the discussion was directed towards women’s restricted mobility. Women stated that they were not allowed to go far from home, they complained that their life was more risky, that it was dangerous for them to go out at night, that they had less access to transport and could not drive a car. All reasons, that prevented them from access to information, business networks and marketing options. In many cases they become dependant on intermediaries who are often men.
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3.5 Potentials and Strength of Women Entrepreneurs Women entrepreneurs have specific potentials and strength Women headed enterprises are sustainable Survey results indicate that enterprises managed by a woman or by a woman and a man together are more successful than male-led enterprises. While 51% of female-led enterprises have grown in the last two years, only 45% of male-led have. 25% of male-led enterprises have developed worse, but only 13% of female-led.
Female entrepreneurs are more accurate, realistic and cautious Figure 11: Performance of enterprises Female entrepreneurs are Gender of Managers Female Couple Male apparently more realistic and Business has improved in last years 51% 51% 45% cautious. In the group discussion, Business has gone down in last years 13% 19% 25% women described themselves as 61% 60% 60% being more accurate and better Business will improve in next years in planning, so that they would Wish to expand business 64% 71% 71% know exactly about risks and No need for bank loan 49% 33% 35% challenges before starting a new Business license 81% 75% 72% investment. Undertakings initiated Do not pay VAT and income tax 40% 50% 51% by men failed more often, as when it was in their own hands. This might also be the reason for the finding that women entrepreneurs are more hesitant to apply for bank loans. Accurateness is also reflected in female-led SME being more likely to having a business license and paying VAT and/or income tax. For female entrepreneurs, small is beautiful – they are over represented in SME with 5-6 employees and less likely to have more than 10 employees.
Women entrepreneurs have better social and communication skills Figure 12: Performance of entrepreneurs Female entrepreneurs report fewer problems with business licenses, tax officials or illegal Successful loan applications 68% 68% 56% levies than their male No business license problems 43% 33% 27% counterparts. This suggests that Difficulties with tax officials 6% 15% 12% female entrepreneurs are Pay more tax than I have to pay 8% 12% 18% describing themselves as having Have to pay protection money / illegal levies 23% 26% 29% better social and communicative skills than men. There is no significant gender difference in the use of BDS and access to information about BDS providers. Gender of Managers
Have received bank loan
Female
Couple
Male
16%
27%
19%
Female entrepreneurs were better educated In our sample women generally reached a higher educational level than men. These figures coincident with world wide findings, where women always have to be better then man in order to reach the same position.
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Figure 13: Education by gender Education by gender Primary school not graduated Primary school Secondary school not graduated Secondary school High school not graduated High school Academy/University not graduated Academy/University 0%
10%
20% Female
30%
40%
50%
Male
Women are strong in financial administration: The survey strongly supports the traditional stereotype saying that women are better in handling money than their male colleagues. Most female employees were involved in administration tasks (54%), while male employees were more often employed as skilled laborers. Same evidence is found, if we look at the position of spouses. Most of the helping wives (36%) were responsible for finances, while husbands were more used for marketing. This evidence should be taken into consideration in the distribution of bank loans. Figure 14: Main tasks of employees M ain t asks o f emp lo yees
M anager Administ ration Unskilled laborer Assistant t o skilled laborer Skilled laborer M andor/supervisor
0%
10%
20%
30%
40% Female
50%
60%
70%
80%
M ale
3.6 Gender specific needs Different constraints and strength of women entrepreneurs lead to gender specific needs. Asked about the main aim they wanted achieve for the future, all 15 women agreed on 2 targets: the extension of the business and the wish to later pass over the business to their 14
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children once they are grown up. The reason for this wish was not so much based on love for the children but on love for the enterprise, which they did not want to see going down. It turned out that in many cases the children had different ambitions and were unwilling to take over the business.
Access to capital During the focal group discussion priority was given to the need for better access to capital. Most of them did not know where to get a credit. Compared to male entrepreneurs in SMEs, women more often would need small credits with conducive conditions, as they usually have less capital and collateral.
Access to information The second urgent need identified, was the need for better information. All women would appreciate participating in vocational training, but they had no idea where they could ask for it.
Networking Lack of information was also given as main reason why only few women were organized in business organizations. Asked whether they would prefer a women organization or a gender-neutral business organization, most women stated that they felt more comfortable and less shy to participate in a pure women’s organization.
Support of husband All women questioned saw the support of their husbands as the crucial factor for their success. Otherwise it would not have been possible for them to expand their business. The widows among the participants stated that they could only expand their business after the death of their husband. Other factors for success were seen in endurance and self-confidence.
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4 TOWARDS A GENDER CONDUCIVE SME POLICY Regarding the specific constraints female entrepreneurs face, it becomes obvious that it is not law or regulations, but the underlying cultural values, which mainly contribute to women’s disadvantaged position in SME. Women’s work is invisible, they are facing double and tripe burdens, having less access and control over resources and are less involved in decision making processes. However, sometimes it is not sufficient that existing laws and regulations are gender neutral, but policies have to make specific effort to counteract to a cultural determined gender bias. Experiences in Europe show that special regulations as well as special governmental support to women have been successful instruments to react to existing gender biases. What are the concrete measures to be recommended towards the development of a gender balanced SME development? It might be helpful to make a distinction between improving the immediate, difficult conditions that women in SMEs face - addressing their practical gender needs regarding policy implementation - and considering the underlying structural causes and the arising long-term or strategic gender needs, more focussing on policy planning processes..
4.1 Addressing Strategic Gender Needs in Policy Design Increasing the involvement of women in business should become a key concern of Indonesian policy makers. Given the countries' economic situation, the current underutilization and waste of obvious female entrepreneurial talent and management skills is hardly justifiable. Moreover, female entrepreneurs display a more cooperative attitude towards the government, represented by higher compliance with registration and tax requirements. Increased participation of women in business is therefore likely to promote a more partnership-based relation between government and SME, which is a prerequisite for acceptance and effectiveness of any economic policy.
4.1.1 Provision of gender disaggregated data Precondition for any gender sensitive planning is a gender sensitive target analysis. The collection of gender-disaggregated data will visualise the actual and often hidden role of women in SME development and will provide information on the division of roles and labour and the participation in decision making functions. Therefore it should be considered to: ¾ Establish a task force with authority to review and complement data collection forms and regulations related to business registration and business licences to ensure gender-disaggregated data collection. Gender disaggregated data should at least include information concerning size, sector and education, function and position of entrepreneur, employees and assisting family members, access to credit, business services and organisation in business associations. ¾ Ensure a systematic mapping and synchronizing of existing data on women in SMEs ¾ Make an official request to the national statistic office (Biro Pusat Statistik) to assist in identifying gender specific data in SMEs. ¾ Ensure that all studies and situation reports on SME developments released by governmental institutions reflect the gender-differentiated situation in terms of their specific needs and potentials. 16
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¾ Ensure the monitoring and evaluation of the progress of women empowerment in the SME sector in all programs ¾ Allocate funds to conduct a gender-disaggregated survey of selected business organisations and cooperatives.
4.1.2 Review of underlying regulations Although equal rights of men and women are laid down in the Indonesian constitution, the already above mentioned Articles in the Indonesian Marriage Law are contradicting this statement, if the various ratified anti discrimination regulations are taken seriously. As a long-term future Agenda the Indonesian Government might consider to review the Marriage law in respect of gender biased formulations (see also chapter 2.2.) ¾ Particular reference has to be made to Article 31 determining the husband as head of the household and the wife being responsible for the household. ¾ Furthermore the regulations reflecting inheritance. (Article 36, 37) which allow an unequal distribution of property between men and women could be reviewed A closer view should also be laid on the Indonesian Tax regulation. Although not discriminating women it might be at least classified as “gender blind”, giving way for traditional practices, prioritising men. Article 1(a) Act No.10of 1994 – Income Tax postulates that a tax object is an individual or corporation which according to the tax laws are required to fulfil his/her tax obligations, including tax collections and withholding. Even though the wording does not explicitly distinguish between men and women, several studies indicate that in practice an Individual Tax Object can only be either men/husband or husband and wives who, before marriage, drew up a marriage contract separating their wealth and income. It seems that the Individual Tax Object does not include married women in its practice. If it is true that tax authorities do not issue registration numbers to married women, some women stakeholder might consider suing the Republic of Indonesia in front of the administrative court.
4.1.3 Ensuring representation of women in decision-making Up to now women are only marginally included into the decision making processes of SME development. Although some Ministries have installed Gender Focal Points, there is no sufficient Budget allocation provided for these functions, nor is the assigned personnel trained in Gender Planning methodologies. Women Business associations and NGOs are rarely involved in developing government policies to SMEs. Therefore it is suggested that: ¾ Gender Focal Points are operational in all Ministries relevant for SME development and provided with a sufficient budget allocation. ¾ Personnel allocated to Gender Focal Points receive training in gender planning methodology. ¾ Additionally to the recommendations formulated in the policy paper on stakeholder participation affirmative actions are taken to ensure the participation of women business associations, cooperatives and LSMs in stakeholder participation on policy formulation
4.1.4 Support of Gender conducive environment ¾ The women’s office (Biro Perempuan) and cooperative offices (Dinas Koperasi) at district level should be requested to raise gender awareness and disseminate information concerning the Presidential instruction No.9/2000 and the gender
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mainstreaming approach to SMEs and their respective stakeholders. For this purpose a special leaflet could be produced. ¾ It is suggested to launch a gender awareness campaign to promote the concept of gender equality in the development process, addressed to government officials as well as to business associations and cooperatives at provincial and district level.
4.1.5 Review of sector priorities: A modern, dynamic urban service sector is emerging. A respective review of sector priorities would benefit female entrepreneurs, which are strongly engaged in services. In the manufacturing sector, to date, 'male' sectors such as wood and metal processing seem to receive more attention than 'female' sectors such as food processing and cosmetics/ pharmaceuticals.
4.1.6 Promote public appreciation of female entrepreneurs The government needs to promote public appreciation of female entrepreneurs by means of media and information campaigns. Such campaigns should primarily stress the strengths, potentials and achievements of female entrepreneurs. Public awards for the 'Female Entrepreneur/ Manager of the Year' and the ' Association/ Cooperative with Highest Gender Awareness' can greatly contribute towards promoting the idea of women as important economic actors.
4.1.7 Strengthen the role of women business associations Female entrepreneurs attach particular importance to business associations as a mean to gain business relations and friends, as they are significantly less integrated into informal business networks. They generally feel more at ease in organizations of their own gender. 61% of SME are not organized in any association or cooperative. However, SME attribute roles in policy advocacy, legal representation and business information to associations. Policy makers should try to strengthen associations through inclusion in policy dialogue, and not duplicate associations' functions in business information by public institutions. The support of international networking and transfer of knowledge would further strengthen these organizations.
4.2 Addressing Practical Gender Needs in Policy Implementation Increasing the percentage of women entrepreneurs in small and medium enterprises is only possible if measures also address micro enterprises and start-up activities for women. Following measures promote development of all female entrepreneurs in their function as owners and co owners.
4.2.1 1. Establishing Information Services for Women ¾ The development of a special information service for women entrepreneurs, either being installed as a special branch or counter of a business service centre or located in offices of women business associations or women cooperatives would contribute to ensuring a better access to information. This measure would simultaneously strengthen the respective organisation. Services could include information on bank or non-bank credits, vocational training courses, business associations and other business services. Aim is a tailor-made consultancy of women entrepreneurs who need to enlarge or establish an enterprise. 18
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¾ The information services should be initially supported by government funds. ¾ Information leaflets and brochures are produced, focussing at women specific problems and needs in establishing and running an enterprise ¾ Personnel are trained to be able to react to the specific needs of women entrepreneurs.
4.2.2 Reflecting gender specific aspects in SME training programmes ¾ Special training curriculum for women entrepreneurs should be developed and included into the running programmes of Vocational training centres. Additionally to normal curricula they put a focus on negotiation skills, conflict solving, risk taking and self-confidence, taking into account technical shortcomings and the lower educational level of women. ¾ Women might be specifically considered as target group for training on finance and accountancy ¾ Training courses have to reflect time constraints of women and eventually offer possibilities for childcare.
4.2.3 Improving access to credit ¾ The survey showed that women have less access to capital. Therefore, emphasis should be put on small-scale loans with low interest rates. ¾ Women have more difficulties in finding collaterals. A credit information system, which has a differentiated approach towards credit risk assessments, (as already suggested in policy paper “Best Practice in Promoting Market Based Lending”) could be a gender conducive instrument. If it is true that women are more trustworthy in paying back their loans, a credit information system would increase their chance to receive a loan. ¾ The banking community should realise that it is mostly women who are responsible for the finances in SMEs and actively considerate this fact in future credit strategies related to SME credit.
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5 APPENDIX 5.1 Inventory of relevant studies, surveys and reports on the specific situation and constraints faced by women entrepreneurs in the SME sector RANGKUMAN HASIL-HASIL LAPORAN, PENELITIAN DAN SURVEY - PERMASALAHAN YANG DIHADAPI OLEH PEREMPUAN PENGUSAHA KECIL MENENGAH DI INDONESIA
5.1.1 Pendahuluan Laporan ini merupakan upaya untuk mengetahui seberapa jauh penelitian dan semua yang berkaitan dengan permasalahan yang dihadapi oleh perempuan pengusaha kecil menengah selama 18 bulan ke belakang atau sekitar Juni 1999. Pengumpulan data dilakukan melalui penelusuran di perpustakaan-perpustakaan yang ada di Jakarta dan Bogor, baik itu pada lembaga swadaya, masyarakat (LSM),perguruan tinggi, lembaga internasional seperti Perserikatan Bangsa-Bangsa maupun Kedutaan bahkan internet dan koleksi pribadi perorangan. Pengumpulan informasi dilakukan dalan waktu 3 minggu atau 15 hari kerja. Koleksi yang terkumpul baik dalam bentuk penelitian maupun yang telah menjadi buku atau artikel, merupakan upaya untuk melengkapi informasi-informasi yang dirasakan perlu untuk diketahui dan sebagai bahan pertimbangan lebih lanjut. Pada kenyataannya sulit untuk mendapatkan laporan, penelitian dan survey yang berkaitan dengan permasalahan yang dihadapi perempuan pengusaha kecil menengah. Walaupun banyak tulisan-tulisan tentang usaha kecil menengah, terutama pada kurun waktu 1990 hingga 1994, namun jarang yang mengungkapkan tentang perempuan pengusaha kecil menengah dalam laporan ataupun survey dan penelitian. Jika pun ada, hanya merupakan angka dan tidak memberikan lebih banyak penjelasan atau data lainnya. Sebagai contoh, laporan dari Akatiga - TAF tentang Studi Dinamika dan Dampak Krisis pada Usaha Kecil Menengah. Dalam laporan studi ini hanya pada halaman 24 disampaikan karakteristik pengusaha kecil menengah berdasarkan jenis kelamin. Namun dalam pembahasan dan analisis selanjutnya, tidak ada analisis ataupun pembahasan perilaku UKM berdasarkan jenis kelamin sehingga dinamika dan dampak krisis pada UKM tidak dapat terungkap lebih detail. Demikian pula data untuk Business Development Services (BDS) pun tidak terpenuhi karena hasil penelitian dan bahasan UKM yang ada tidak membedakan perilaku dan peran jender. Sebagai parameter lainnya, perpustakaan Universitas Atmajaya yang telah 30 tahun memperhatikan masalah-masalah perempuan, ternyata tidak memiliki koleksi penelitian tentang perempuan dan usaha kecil menengah. Dari seluruh upaya pengumpulan laporan, penelitian dan survey, hanya diperoleh 25 buku dan berkas yang dapat dimanfaatkan untuk mengetahui masalah yang dihadapi perempuan pengusaha kecil menengah. Khusus untuk data penerima Kredit Mikro dari Bank Indonesia, walaupun ada indikasi bahwa data tersedia, namun data tersebut tidak dapat kami akses karena dari informasi yang diperoleh pelaporan tidak direkam berdasarkan jenis kelamin. Indikasi adanya data tersebut didukung oleh bukti surat edaran Bank Indonesia kepada Bank Umum dan Bank Perkreditan Rakyat tanggal 16 Januari 2001 no.3/3/BKr perihal Proyek Kredit Mikro, bahwa pada laporan bulanan proyek Kredit Mikro tersebut tercantum kolom nama debitur dan jenis kelaminnya.
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5.1.2 Hasil perolehan dan Analisis Dari ke 25 buku laporan, penelitian dan survey diperoleh indikasi bahwa penelitian perempuan umumnya merupakan penelitian yang bersifat kualitatif, merupakan studi kasus serta jumlah sample yang relatif rendah dengan area penelitian yang terbatas. Lokasi penelitian umumnya berada di Jawa (>10 tulisan). Perempuan pengusaha kecil menengah banyak bergerak di sektor perdagangan (3 buku), kerajinan tangan: keramik dan konveksi (4 buku), home industri seperti makanan (1 buku). Kredit yang diterima perempuan umumnya merupakan kredit yang ditujukan bagi kelompok pra-sejahtera secara umum yang tidak ditujukan hanya kepada perempuan. Dari laporan yang ada, perempuan mendapatkan akses kredit dalam bentuk KUKESRA (1 buku), BRI, Kredit Usaha Kecil (KUK), 16 Skim Kredit yang dikeluarkan oleh Departemen Koperasi dan PKM pada saat itu. Juga ada yang mendapatkan Kredit Koperasi Unit Desa (KKUD) (1 buku). Pelatihan yang diberikan kepada kelompok perempuan juga masih sangat terbatas pada pelatihan manajemen usaha kecil-mikro (1 buku), sedangkan upaya untuk membuat buku pelatihan khusus untuk perempuan pengusaha kecil sudah ada (2 buku) yang berisikan pelatihan kesadaran jender, menejemen termasuk pengajuan proposal. Jaringan yang telah berkembang tampaknya juga masih terbatas. Selain Departemen Koperasi dan Pengusaha Kecil Menengah (sekarang Kantor Menteri Negara Koperasi dan UKM) sebagai jaringan utama (1 buku), LSM yang membuka jaringan untuk perempuan usaha kecil seperti yang ada pada laporan dan penelitian juga baru satu yang dikenal yaitu Yayasan Pendamping Perempuan Usaha Kecil (YASPPUK). Jaringan Koperasi Jembatan Kesejahteraan (JK) memberi layanan kepada perempuan dan laki-laki pengusaha kecil menengah yang menjadi anggota koperasi. Dalam buku-buku tersebut jelas dikemukakan bahwa pada umumnya perempuan menjadi pengusaha (kecil menengah) didorong untuk menambah penghasilan keluarga atau pun suami, dan akibat tanggungan keluarga yang cukup berat. Namun demikian ada juga yang berkeinginan untuk mempunyai usaha atau penghasilan sendiri. Ada juga perempuan yang menjadi pengusaha karena adanya kerjasama dengan temantemannya. Dua buku yang saling mengisi (karena berasal dari studi yang sama) membahas banyak masalah kebijakan pemerintah yang bias jender. Diungkapkan bahwa dari hasil penelitian di 10 kota besar di Indonesia, berbeda dengan UKM laki-laki yang memberikan penilaian tidak kondusif terhadap jasa keuangan dan birokrasi, maka UKM perempuan cenderung memberikan penilaian kondusif terhadap lingkungan usahanya. Upaya pemerintah dalam mengembangkan UKM terkesan setengah hati karena kebijakan dan pendekatan programnya yang sangat parsial. Satu buku membahas pola pemberian kredit bagi perempuan menyimpulkan bahwa perempuan sulit mendapatkan kredit dari bank karena umumnya usaha mereka masih merupakan usaha informal. Sedangkan secara legalitas dan regulasi perbankan, khususnya bank BNI, BRI, Bank Mandiri dan BPD tidak ditemukan diskriminasi jender. Namun banyak pengusaha terdaftar, kepemilikannya (NPWP) adalah laki-laki, meskipun pengelolanya adalah perempuan. Hal ini menyebabkan pemilik resmi UKM kebanyakan laki-laki. Dalam pengajuan kredit ada kecenderungan bahwa analisis kredit dilakukan lebih cermat dalam persyaratan dan prosedur apabila yang mengajukan kredit adalah perempuan. Pada umumnya hasil penelitian dan laporan mengusulkan adanya pemberikan dukungan baik itu berupa bantuan kredit sebagai stimulasi usaha yang dilakukan oleh perempuan, juga adanya pendampingan dan layanan kepada perempuan pengusaha kecil menengah. Dalam kegagalan implementasi kebijakan, khususnya yang berkaitan dengan jender,
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perlu pengenalan jender kepada para analis kredit, para pelaku implementasi kebijakan di lapangan dan asosiasi pengusaha. Kendala utama yang dihadapi kaum perempuan pengusaha ini adalah adanya peran ganda yang harus dipikul perempuan, asset yang selalu tergantung asset suami, status kepemilikan usaha yang harus atas nama kepala keluarga/suami, sulitnya memperoleh tambahan modal atau kredit, adanya pengaruh koneksitifitas (KKN) yang kurang dimengerti oleh kaum perempuan, serta tingkat pendidikan yang kurang memadai. Berdasarkan hasil analisis SWOT (CESS,1999), ada beberapa faktor pendorong internal untuk perempuan pengusaha yaitu, keuletan, kejujuran, kesabaran, lebih rasional, kemampuan membaca pasar (untuk komoditi tertentu), dan secara eksternal adanya kesempatan berdasarkan stabilitas harga, dukungan keluarga, lingkungan sosial tidak mentabukan perempuan berusaha. Sedangkan faktor penghambat meliputi: Pendidikan yang rendah, kesempatan berusaha tergantung fungsi reproduksi, keterbatasan modal awal. Dan secara eksternal terdapat bebrapa ancaman untuk wanita pengusaha yaitu dijadikan alat oleh oknum-oknum tertentu, kebijakan kredit yang buta gender, program pelatihan yang buta gender, keterbatasan wewenang kantor Memperta, minimnya inisiatif kebijakan dari Pemda, lingkungan sosial yang masih mentabukan laki-laki mengerjakan aktivitas domestik dan adanya diskriminasi pendidikan, paling tidak dimasa lalu.
5.1.3 Pembahasan Usaha pemberdayaan perempuan di Indonesia sebenarnya telah dilakukan sejak tahun 1978 melalui pendekatan pembangunan (women in development). Dalam perkembangannya, upaya ini dinilai kurang efektif karena tidak melihat kepada hubungan peran jender, sehingga pendekatan saat ini lebih ditujukan kepada pendekatan yang berwawasan jender (gender mainstreaming). Komitmen Pemerintah dalam upaya meningkatkan kesetaraan dan keadilan jender ditunjukkan melalui Instruksi Presiden no 9/2000 tentang Pengarusutamaan Jender. Dari Instruksi ini diharapkan bahwa seluruh instansi di lingkungan Pemerintah melaksanakan pengarusutamaan jender, yang berarti memasukkan isu-isu jender sebagai bagian dan bahan pertimbangan dalam setiap perencanaan, pelaksanaan kegiatan, monitoring dan evaluasinya. Dari hasil pengumpulan informasi dan penelitian yang dilakukan oleh berbagai pihak tampaknya isu jender masih merupakan sesuatu yang baru. Apalagi digabungkan dengan pengamatan terhadap pengusaha kecil dan menengah yang juga baru mulai dikenali dan dilirik oleh Pemerintah setelah tahun 1993, dengan dibentuknya Departemen Koperasi dan Pembinaan Pengusaha Kecil. Hasil pengumpulan informasi juga memberikan indikasi bahwa perhatian masyarakat terhadap pengusaha kecil menengah perempuan masih sangat kurang. Terbukti dengan kurangnya penelitian dan kurangnya pengamat yang memperhatikan pengusaha kecil menengah perempuan. Hal ini juga kurang didukung Metoda penelitian yang banyak menggunakan metoda penelitian feminisme, yang cenderung menggunakan metoda pengamatan dan interview yang mendalam, yang mendorong lebih banyak data kualitatif, sedangkan secara kuantitatif jumlahnya menjadi kecil. Akibatnya, penelitian-penelitian yang dilakukan cenderung merupakan studi kasus pada wilayah yang kecil, dan jumlah pengamatan yang terbatas. Laporan hasil penelitian yang terkumpul, walaupun diupayakan dapat mewakili seluruh perempuan pengusaha, sulit untuk dijadikan dasar untuk men-generalisasi keadaan perempuan pengusaha. Jumlah informasi yang terkumpul juga didominasi oleh penelitian di daerah pulau Jawa, sehingga untuk dijadikan suatu patokan atau dasar perilaku perempuan pengusaha kecil menengah sulit diterima. Penelitian-penelitian yang ada lebih banyak menekankan kepada faktor ketenagakerjaan dibandingkan dengan usahanya.
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5.1.4 Kesimpulan dan Saran Dapat disimpulkan bahwa penelitian terhadap perempuan pengusaha kecil menengah atau pun penelitian usaha kecil menengah yang berwawasan jender masih sangat terbatas. Oleh sebab itu perlu dilakukan lebih banyak kajian dan penelitian yang dapat memberikan peta dan mewakili kondisi perempuan pengusaha kecil menengah di Indonesia. ¾ Berdasarkan hasil fokus group diskusi ILO dan CEMSED (1997), Pada hakekatnya wanita pengusaha masih menghadapi kendala baik dari masyarakat ataupun dari dalam dirinya sendiri (memandang usahanya sebagai pekerjaan sampingan). Masyarakat masih menutup mata pada wanita pengusaha sementara wanita pengusaha sendiri dari waktu ke waktu diperhadapkan dengan pilihan berusaha dan menjadi ibu rumah tangga. Akibatnya kelebihan wanita pengusaha, yaitu kemampuan adaptasi dan keluwesan berkomunikasi, seakan-akan tidak tampak. Alternatif yang bisa ditawarkan adalah mendidik wanita untuk lebih berani dan adanya pengertian dalam keluarga. ¾ Kendala lain yang dihadapi adalah akses pada permodalan, dimana seorang istri harus meminta persetujuan dari suami untuk dapat mengambil kredit. Disamping itu wanita pengusaha terbatas dalam pengetahuan penyusunan laporan keuangan sebagai syarat pengambilan kredit. Justru dengan bergabung dalam organisasi tertentu wanita pengusaha mempunyai kekuatan yang lebih dalam mendapatkan akses permodalan. ¾ Pemerintah tampaknya masih kurang memperhatikan mengenai pelayanan pengembangan usaha terutama pada pengusaha wanita. Pelayanan pengembangan usaha justru lebih banyak hanya berupa teoritis. Kembali lagi pada kenyataan bahwa bergabung dengan organisasi akan memudahkan pengusaha wanita untuk mendapatkan layanan pengembangan usaha. ¾ Pengusaha wanita masih menganggap bahwa aliansi strategis hanya berupa jaringan pemasaran dan bahan baku. Akibatnya apa yang diharapkan oleh pengusaha wanita hanya berupa pasar bersama dengan tempat khusus dan biaya sewa yang rendah. ¾ Akhirnya disebutkan bahwa program-program pemerintah untuk memberdayakan UKM seringkali tumpang tindih dan terbatas pada pengucuran kredit saja serta tidak diadakan secara berkesinambungan. Kesemuanya yang tersebut di atas memberatkan posisi wanita sebagai pengusaha.
5.1.5 Daftar Inventaris Studi Literatur ¾ Hapsari, Hepi; Lucyana Trimo; Kuswarini Kusno. 2000. Identifikasi Potensi Sumberdaya Wanita Pedesaan Dalam usaha Pengembangan Home Industri. Lembaga Penelitian Universitas Padjajaran, Bandung. ¾ Indriati, Suci; Imam Santosa; Suhari M. Yahya. 2000. Analisis Tentang Aspek Orientasi Ekonomi, Aksesibilitas dan Respons Wanita Miskin terhadap Fasilitas KUKESRA di Pedesaan. Fakultas Ekonomi Universitas Jenderal Sudirman, Purwokerto. ¾ Asrori, M. 1999. Pengembangan Model Pendidikan dan Pelatihan untuk Peningkatan Usaha Tradisional Wanita Berskala Rumah Tangga khas Kalimantan Barat, Fakultas Ilmu Pendidikan, Universitas Tanjung Pura Pontianak. ¾ Heriberta, Setyaningsih, Zulfanetti. 1999. Faktor-faktor yang Mempengaruhi Keberhasilan Usaha Wanita Pengusaha di Kotamadya Jambi. Fakultas Ekonomi Universitas Jambi.
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¾ Soesilowati, Endang S. 1999. Pengembangan Usaha Wanita Pedagang Kecil. Puslitbang Ekonomi dan Pembangunan, LIPI. ¾ Suriadinata, Yadi S.A; Mochamad Fatwadi. 2000. Kajian Kondusifitas Lingkungan Usaha Bagi Usaha Kecil dan Menengah. TAF-USAID-Swisscontact. ¾ IDEA. 2000. Democratization in Indonesia : An Assessment. Forum for Democratic Reform, UNDP. ¾ Tim Peneliti CESS. 1999. Identifikasi dan Analisis Faktor-Faktor yang Menghambat dan Mendorong Dinamika Perempuan pada Usaha Mikro, Kecil dan Menengah dengan Perspektif Gender. CESS dan Swisscontact. ¾ Indraswari. 2000. Dikotomi Gender- Sebuah Tinjauan Psikologis. Makalah disampaikan pada Diskusi Panel Dikotomi Gender dalam Hukum Positif Indoensia. Himpunan Mahasiswa FH Dan Lembaga Penelitian Unika Parahiyangan, Bandung. ¾ Akatiga dan The Asia Foundation. 2000. Studi dinamika dan dampak krisis pada UKM. ¾
Koto, Adrizal dan Daday Hudaya. 2001. Memikul Gunung; Kisah-kisah para Pewarung. Koperasi JK. Editor: Laode Budi Utama.
¾ Kantor Menteri Negara Pemberdayaan Perempuan dan Lembaga Demografi Fakultas Ekonomi Universitas Indonesia. 2000. Pelaksanaan Studi Penyempurnaan Pola Pemberian Kredit bagi Perempuan. ¾ UNDP. 2000. Human Development Report: Gender Related Development Index. ¾ YASPPUK. Perempuan
Modul buku 1-2 Pelatihan Manajemen Usaha Kecil-Mikro untuk
¾ Romany Sihite, Sita van Bemelan, Atashendartini Habsjah dan Lugina Setyawati. Perempuan Pekerja Rumahan Apakah Tersentuh Kebijakan Pembagunan. Dalam Benih Bertumbuh. 2000. Jakarta. ¾ Ida Ruwaida Noor, Sita van Bemelan, Atashendartini Habsjah dan Lugina Setyawati. Startegi Usaha Kecil Menengah dan Isu Gender. Dalam Benih Bertumbuh. 2000. Jakarta. ¾ Adriani Sumampouw, Linda Gumeulis, Denny B.C. Hariandja. 2000. Ada Bersama Tradisi. Swisscontact & LIMPAD, Jakarta. ¾ Adriani Sumampouw, Linda Gumeulis, Denny B.C. Hariandja. 2000. Memotong Jerat Tradisi. Swisscontact & LIMPAD, Jakarta. ¾ Tourism Resource Consultant and Kinsa Associates. 1999. Women Weavers Project: Feasibility and Design Study Report. Lombok, Indonesia. ¾ CEMSED & PEMDA TK I. Jawa Tengah. 2000. Pemberdayaan & Perlindungan Tenaga Kerja Rumahan dalam Konteks Pengembangan Industri Kecil Menengah di Jawa Tengah dari Perspektif Gender. ¾ CEMSED & Chatolic Relief Service/PT UKABIMA. 1999. Economic Impact of PT Ukabima BPR on The Clients.
Assessment on Socio-
¾ CEMSED. 2000. Transformasi Kinerja Industri Kecil dan Menengah Berbasis Tenaga Kerja Rumahan dalam Prespektif Gender di Jawa Tengah. Riset Unggulan terpadu VII.1 Bidang Dinamika Sosial Ekonomi dan Budaya.. ¾ CEMSED & Deperindag Jawa Tengah. 1997. Analisis Peran Gender dalam Pengembangan Usaha Kecil di Jawa Tengah. Laporan Penelitian. ¾ Cholil, Abdullah. 2000. Penjelasan Umum Mengenai INPRES no. 9 Tahun 2000 tentang ketidak setaraan dalam masyarakat.
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¾ Cholil, Abudullah. Perempuan.
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Strategi Pemerintah dalam Program Pembangunan dan
5.1.6 Daftar instansi yang dikunjungi ¾ Perpustakaan Lembaga Ilmu Pengetahuan Indonesia; Pusat Informasi Studi Wanita PDII, Jl. Gatot Subroto Jakarta ¾ Perpustakaan Bank Indonesia, Jl. MH. Thamrin, Jakarta ¾ Perpustakaan PBB, Jl. MH Thamrin, Jakarta ¾ Perpustakaan Kedutaan Australia, Jl. HR Rasuna Said, Jakarta ¾ The Asia Foundation, Jl. Darmawangsa Raya No 50 Kebayoran Baru Jakarta ¾ Swisscontact, Jl. Wijaya XII No 44 Kebayoran Baru, Jakarta ¾ Center of Economic Social Studies, Jl. Tebet Timur Dalam VIII No 2 Jakarta ¾ USAID dan Kedutaan Amerika, Jl. Medan Merdeka , Jakarta ¾ IAL ¾ YASPPUK, Jl. Lidi blok A no 20 Kav. PTB DKI, Podok Kelapa Jakarta ¾ YAPPIKA, Jl. Pedati Raya No 20 OTISTA Jakarta ¾ BINA DESA, Jl. Otista Raya gg. Saleh Abud 18-19 Jakarta ¾ IWAPI, Jl. Kalipasir 38 Jakarta Pusat ¾ Pusat Pengembangan Sumber Daya Wanita, Jl. Swadaya Raya, Rawa Domba, Jakarta atau Duren Sawit Asri Kav 4 No 14 Jakarta ¾ Akatiga, Jl. Cilamaya No 7 Bandung ¾ Pusat Kajian Wanita Universitas Indonesia, Jl. Salemba Raya, Jakarta ¾ LPEM Universitas Indonesia, Jl. Salemba Raya, Jakarta ¾ Perpustakaan Universitas Kristen Atmajaya, Jl. Jend. Sudirman, Jakarta ¾ British Council, Widjoyo Building , Jl. Jend. Sudirman, Jakarta ¾ Perpustakaan Yayasan Kesuma Multiguna, Jl. Olahraga I, Kemanggisan Jakarta ¾ Koleksi Pribadi Ibu Sulikanti Agusni (Kantor MenegKop, Jl. HR Rasuna Said) Jakarta ¾ PSW IPB, Kampus Baranangsiang, Bogor ¾ CEMSED, Universitas Katholik Satya Wacana, Salatiga.
5.1.7 Hasil review homepages beberapa organisasi www.theworldbank.org ¾ Ada beberapa penelitian dan publikasi yang dikeluarkan world bank melalui homepages mereka tentang wanita pengusaha yang berkaitan dengan hambatan, pemberian training, lokakarya, seminar dan pemberian bantuan modal. Tetapi kebanyakan kegiatan tersebut berlangsung sekitar tahun 1996 sampai 1998. Kegiatan yang sampai dengan tahun 2001 juga ada tetapi tidak begitu banyak. ¾ Seluruh publikasi melalui Homepages tentang wanita pengusaha berkisar 751 publikasi yang didalamnya terdapat beberapa publikasi kerjasama kegiatan dengan beberapa lembaga lain seperti ILO, UNDP, OECD, CARE, ASIP, ESD, USAID, dan bebrapa lembaga lainnya. 25
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¾ Hasil-hasil dari publikasi melalui homepages worldbank ini lebih banyak mengemukan tentang kendala dan hambatan yang dihadapi wanita pengusaha seperti masalah bantuan modal, training keahlian, serta masalah tenaga kerja. Masalah lain yang penting adalah Peran ganda wanita yang seringkali menjadi hambatan dalam pelaksanaan kegiatan. ¾ Alternatif-alternatif saran yang dikemukakan sebagai hasil seminar, penelitian ataupun lokakarya tentang wanita pengusaha lebih kepada bentuk dukungan training untuk keahlian, bantuan modal dalam bentuk kredit dan juga membantu dalam hal pembentukan kelompok ataupun pemasaran.
www.usaid.org Homepages USAID yang mempublikasi kegiatan mereka berjumlah 120 publikasi tentang wanita pengusaha. Didalamnya terdapat publikasi yang berkaitan dengan penelitian dan seminar serta pelatihan untuk wanita pengusaha. Dapat disimpulkan bahwa kegiatan USAID untuk membantu pengembagan usaha yang dikelola oleh perempuan ada dan melibatkan lembaga-lembaga lain yang sama seperti world bank. Publikasi USAID lebih banyak tentang wanita pengusaha dan juga keterlibatan lembaga ini dalam membantu penelitian dan pengembangan untuk kegiatan usaha kecil menengah secara umum termasuk didalamnya kegiatan wanita pengusaha serta kendala dan hambatannya. Selain itu USAID juga membantu untuk program-program kesehatan wanita dan juga tenaga kerja dalam industri rumah tangga.
www.undp.orgilo dan undp Homepages PBB ini juga sama halnya dengan The world bank dan USAID memuat publikasi kegiatan, hasil penelitian, dan program-program mereka untuk wanita pengusaha di Indonesia serta usaha-usaha untuk mengembangkannya. Samahalnya dengan world bank dan USAID kegiatan mereka juga berkerjasama dengan lembagalembaga lainnya baik pemerintah maupun non pemerintah. Khusus untuk ILO lebih banyak berfokus pada kegiatan yang menyangkut buruh wanita pada suatu industri ataupun kesehatan buruh wanita. Sedangkan UNDP lebih banyak mempublikasikan hasil-hasil penelitian yang lebih umum seperti kesehatan wanita, buruh dan juga wanita pengusaha.
5.2 Results of focal group discussions – SEMARANG, 23 JULI 2001 NOTULENSI WORKSHOP PEREMPUAN PENGUSAHA Peserta: ¾ 20 Perempuan Pengusaha di Kodya Semarang (Daftar Terlampir) ¾ Jutta Berninghausen, Job R. Purba, Meili Narti (TAADB-Fornas UKM) ¾ Sri Sulandjari, Setia Candra Jati, Suryanto (CEMSED)
Waktu/Tempat: 23 Juli 2001/ Graha Santika, Jl. Padanaran, Semarang
Pertanyaan-pertanyaan: ¾ Apa perbedaan antara pengusaha perempuan dan pengusaha laki-laki dalam menjalankan usaha? ¾ Kendala-kendala apa yang dihadapi Pengusaha Perempuan pada umumnya? 26
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¾ Alasan memulai Usaha? ¾ Harapan/cita-cita ?
Hasil Diskusi: Perbedaan antara Pengusaha laki-laki dan perempuan: Lebih teliti, cerewet, suka memakai perasaan, sederhana, toleransi terhadap karyawan lebih tinggi, lebih luwes terhadap konsumen, berani menerima tantangan, Tidak terlalu ambisius, lebih sosialisasi, lebih sadar diri.
Kendala-kendala yang dihadapi: ¾ Peran Ganda dalam rumah tangga ¾ Sumber Modal ¾ Mendapatkan Izin usaha ¾ Lebih banyak menggunakan perasaan ¾ Seringkali kurang dihargai ¾ Suami sering kurang mendukung pada awal memulai usaha ¾ Kurang memiliki jaminan ¾ Kurang kekuasaan dengan pekerja ¾ Kurang memiliki fasilitas seperti Mobil (untuk mendukung kegiatan diluar rumah kalau malam hari dan ditempat yang jauh) terutama untuk pemasaran produk
Alasan memulai usaha: ¾ Membantu keuangan keluarga karena gaji suami rendah atau suami telah meninggal ¾ Mengisi waktu luang karena anak-anak sudah besar
Cita-cita: ¾ Kebanyakan Perempuan Pengusaha berkeinginan agar usahanya dilanjutkan oleh anak-anaknya ¾ Para Perempuan pengusaha ingin agar usaha bisa lebih berkembang dan maju
Rahasia Sukses para Wanita Pengusaha: ¾ Ramah ¾ Solidaritas tinggi ¾ Ada dukungan dari keluarga (anak dan suami) ¾ Tekun dan tidak mudah putus asa
Kenapa tidak ikut organisasi pengusaha: Kebanyakan perempuan pengusaha yang ikut dalam lokakarya ini telah ikut dalam organisasi a.l: Forum Daerah Usaha Kecil Menengah, APJI, IWAPI, APIK JIMBARAN. Dan yang tidak ikut dalam suatu organisasi dikarenakan tidak pernah dapat informasi tentang bagaimana ikut dalam organisasi tersebut.
Catatan tambahan: Pada saat memulai usaha kebanyak perempuan pengusaha tidak didukung oleh para suami mereka dan setelah usaha mulai berkembang para suami mulai mendukung 27
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SME DEVELOPMENTTA
Pada umumnya modal awal berasal dari modal sendiri Modal dari bank pada awalnya sangat sulit diperoleh dan setelah usaha mulai maju dan pengembalian lancar baru Bank memberikan kepercayaan. Pada umumnya para perempuan pengusaha memulai usaha pada usia yang relatif muda yaitu: antara 20 – 30 tahun dan beberapa memulai dari usia 40 – 55 tahun.
DAFTAR PESERTA DIALOG YANG DIHADAPI PEREMPUAN PENGUSAHA HOTEL GRAHA SANTIKA SEMARANG, 23 JULI 2001 NO
NAMA
JENIS USAHA
1
B. SATINI MARFUAH
KONVEKSI PAKAIAN SEKOLAH
2
NY. SRI HARYATI S.
TOKO SERBA ADA
3
NY. SITI AMNA S.
KATERING
4
NY. SRI PRAJANJI
KATERING
5
NY. AGUS H
TOKO PAKAIAN
6
EMA R
KATERING
7
NY. ENDANG S
BAKERY
8
NY. MARDIJO
IWAPI JATENG
9
NY ASRI
IWAPI JATENG
10
NY ESTI
IWAPI JATENG
11
TUNIS S.
SETIAJAYA UD/TOKO
12
MARYATI
ANGKUTAN MIKROLET
13
ARINI SETYOWATI
PETERNAKAN
14
BUDI HARTINI
BENGKEL
15
NOERETNO S
LKB HULUK SEMARANG
16
LANI RIBOWO
TOKO
5.3 Stakeholder participation - Inventarisasi Stakeholder 5.3.1 Analysis of women stakeholder organizations The prevailing traditional division of labor supports the low rate of participation of women in SME stakeholder organizations. Evidence indicates that it is often the head of the household, which is in most cases the husband who will participate in formal organizations. This might be the reason why women are only marginally involved in most business organizations. However exact data on women’s participation are not available. At the other hand research shows that women feel also more at ease, building networks with other women rather than organizing in mixed organizations.
28
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SME DEVELOPMENTTA
As shown in Annex 5.3. there are several women associations, with a focus ranging from political and legal subjects to business organizations and credit cooperatives. Most of these associations are however located only at National level or in Java, Bali and Sumatra. In more remote areas it is still difficult to find a women’s association. Since the last 20 years lots of non-governmental organizations (NGO) have focused on gender issues as well. Same evidence counts for research centers. The major constraint of all these potential stakeholder organizations is, that they have only very restricted funds, in general much less than most male dominated associations and that up to now they have little to no stake in policy making processes.
5.3.2 Assosiasi, Koperasi, Forum 1
Asosiasi Eksportir dan Produsen Handicraft Indonesia (ASEPHI)
Home address: Jl. Cipaku I No.28 Jakarta 12170 Office: Jl. Wijaya I no. 3A, Kebayoran Baru, Jakarta 12170 CP: Rudi Lengkong (Director)
7252032 / 7522062 33
•
Improvement of small and medium enterprises (with various methods)
• •
Women in development, Vocational/technical training
2
Asosiasi Perempuan Indonesia untuk Keadilan (LBH APIK) (Indonesian Women’s Association for Justice)
Jl. Raya Tengah No. 16 RT 01/09 Kampung Tengah Kramat Jati Jakarta Timur 13540 CP: Nursyahbani (Ex. Dir) Ibu Shinta (General Affairs)
9164130, 87797289 87797289
•
Women legal Consultancy, Campaign
3
Forum Kerjasama Pengembangan Koperasi (Forum for Cooperative Development)
Jl. Pancoran Timur VIII/6 B Jakarta Selatan CP: Ahmad Miftah (Ex. Secr)
79197387 79180452
•
Training and education about Cooperatives, including gender issues, economic and cultural aspects
•
Community organizing
•
Shared forum on Asia and World‘activities on women
•
Training and Seminar on gender issue
•
Economic and business, education, vocational training strengthening business enterprises
• •
Financing small industry
•
Development governance
Forum Komunikasi LSM Perempuan (Indonesian NGO Forum on Women)
Jl. Raya Tengah No. 16, RT. I/9 Kampung Tengah, Kramat Jati Jakarta Timur 13540 CP: Nursyahbani Katjasungkana (Director) Diah Pintarini (Information Documentation)
5
Ikatan Wanita Pengusaha Indonesia (IWAPI) (Indonesian Business Women’s Association)
Jl. Kalipasir 38 3154625 Jakarta Pusat, 3140674 Jakarta 10330 3103060 CP: Dra Suryani Sidiq Motik (Ketua Umum) Ibu Ester (Secretary)
9
Koperasi Serba Usaha Gg. Kebon Pisang 35/34B Bina Mitra Warga Bandung Bandung 42210
4
CP: Andi Rikkardi (Ketua) Krisdianto (Bendahara) Wawan (Sekretaris)
87797289 87797288
(22) 4202537
326433
-
aid, Media
Small entrepeneurship empowerment of
good
29
SME DEVELOPMENTTA
ADB
10 Perkumpulan untuk Peningkatan Usaha Kecil (PUPUK) (The Association for Advancement of Small Business)
Jl. Permata Bumi Raya Kav. 6, Cisaranten Kulen Arcamanik Bandung 40293
(22) 7834483 (22) 7834486
11 Gerakan Pemberdayaan Swara Perempuan (GPSP)(Movement for Empowering Women)
Jl. Sinabung I No. 1, Kebayoran Baru, Jakarta 12120 CP: Indu Devi Sartadi (Secretary)
12 Gerakan Perjuangan Anti Diskriminasi (Indonesiam Anti Discrimination Movement)
Jl.Raya Kebayoran Lama 53678143, No. 72 53678144 Jakarta 12210 CP:Wahyu Effendy (Deputy President) Albertus Sugeng (General Secretary)
13 Kelompok Kerja Convention Watch (Convention Watch Working Group)
Women’s Studies Graduate Programme University of Indonesia, Gedung Rektorat Lama , 4th. Fl. Jl. Salemba Raya No. 4 Jakarta 10430 CP: Prof. Dr. Saparina Sadli (Ket) Prof.DR. T.O Ihromi (Wk. Ket) Ibu Hasni (Secretary)
14 Koalisi Perempuan Indonesia untuk Keadilan dan Demokrasi (KPIKD) (Indonesian Women’s Coalition for Justice
Komplek kejaksaan Agung 7801021 Blok C No. 8 78845150 Jl. Raya Ragunan, Pasar 9100076 Minggu Jakarta Selatan 12520 CP: Ibu Antarini Arna (Presidium) Mrs. Nursyahbani Katcasungkana (Sekretaris Jenderal) Ibu Diah Pintarini (Public Policy Advocacy)
CP: Yunki Sailendra (Information Officer)
7269325
3924392 0829444971 (Prof. Saparina Sadli)
(22) 7834484
72796351
•
Small and Medium Enterprises Counselling
•
Research on agribusiness sectors
Seminars on Women’s political rights
53677024
3924392
7801021
•
Equality of Gender, Religion, Race, Ethnic
•
Education, Advocacy
Training,
and
• • •
Monitoring gender issues
•
Women’s agenda for change in all sectors of society, in both private and public spheres. Public education tools (e.g. pamphlets, booklets and papers)
•
Voter’s education is conducted through extensive campaigning
•
Working group on Politic education, Policy Advocacy and Mass Mobilization
Seminar and workshop on labour Introducing Women‘s Studies at Faculty of Law in several universities
5.3.3 Lembaga swadaya masyarakat 1
2
Lembaga Penelitian,Pendidikan dan Penerangan Ekonomi dan Sosial (LP3ES) Insitute for Economic and Social Research, Education and Information
Jl. S. Parman 81, Slipi Jakarta 11420 PO Box 1493 Jakarta 10002 CP: Imam Ahmad (Director) Rustam Ibrahim Ervan Maryono
5674211- 5683785 13 5667141
Pusat Pengembangan Sumber Daya Wanita (PPSW) (Centre for Women Resources Development)
Duren Sawit Asri Kav. 4 No 14 Jl. Swadaya Raya, Rawa Domba Duren Sawit, Jakarta 13440 CP: Ibu Zulminarni Ibu Ani (Secretary) Bpk. Yanto (Bag. Keuangan)
86603778 86003789
•
Micro/small development research, information;
•
Working on an NGOdirectory profile & brochure available
• •
Social Economic
• • • •
Migrant Workers
Reproductive Right;
enterprise community publication,
Health and
Education Violence against Women Environmental
30
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3
4
5
6
7
Yayasan Dian Tama
Yayasan Indonesia Sejahtera (YIS) (The YIS Foundation) yi
Taman Alfa Indah H3 No. 17. Kebayoran Lama, Jakarta 12260 CP: Drs. Johnny W. Utama (Dir) Head Office Jl. Suhada No. 8 Pontianak 78121
5851929 5850624 Pontianak (0561) 737133
Jl. Kramat VI No. 11 Jakarta 10430 3902973 CP: Sri Joewarini Juadi (Sekretaris Pengurus) Sunarti Teguh Santosa (General Manager at Solo)
5850624 Pontianak (0561) 738931
326914
Yayasan Kalyanamitra Jl. Kaca Jendela II No. 9, Kalibata, (Kalyanamitra Foundation) Jakarta 12750 CP: Ruth Indiah Rahayu (Head of The Working Group)
7902109 7902112
Yayasan Mitra Usaha (YMU)
79180346 9163364
Jl. Kalibata Utara V No. 23 Rt 01, Rw 02, Pancoran Jakarta 12740 CP: Muchtar Abbas (Ex. Director)
Yayasan Pusat Inkubasi Bisnis Jl. H. Samali No. 21, Kalibata Usaha Kecil (PINBUK) Jakarta 12740 CP: Baihak A. Majid (Development And Promotion Manager)
8 ABHISEKA: Pusat Pelatihan Pengembangan Diri dan Bisnis
9 APIKRI: Yayasan Pengembangan Industri Kerajinan Rakyat Indonesia (APIKRI Foundation)
Jl. Ungaran 12, Kotabaru Yogyakarta 55224 CP: Ir. Muslich Zaenal Asikin, MBA (Director) Ibnu Novo Hafidz (Training Manager)
7989814
(0274) 564316 (0274) 566759
Jl. Imogiri Barat, Km 4,5 No. (0274) 163 A 371932 Yogyakarta 55187 CP: Indro Bawono (Pelaksana Harian)
7902112
7989814
(0274) 374596
(0274) 371932
SME DEVELOPMENTTA •
Development of non timber product
•
Participation of rural women in development
• •
Small industry development
•
Biodiversity Conservation Network with USAID
•
Monitoring the forest fire prevention
Cooperated with SFDP (Social Forestry Development Project) in Sanggau
•
Women in development, informal education, communication, micro/small enterprise development)
•
Health program
•
Research, monitoring and evaluation mostly in Health population areas
•
The implementing agency is in Solo
•
Training Centre in Solo
•
Assistance to the female victims of violence
•
To promote the awareness on women’s issues in Indonesia via symposia, discussions, research, publications, demonstrations, assisting women’s group, networking
•
Development of people’s economy
• •
NGO training
population
Grameen bank replication
•
Community-based economy empowerment
•
Development of micro economic (non bank) financial institution such as BMT
•
Training, research and publication on human resource development and SME development
•
Community development
• • •
Handicraft Marketing Improvement of human resources especially within
31
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SME DEVELOPMENTTA the handicraft field of work
10 Perkumpulan Mitra Tani (MT) (Mitra Tani Association)
Jl. Nitikan Baru 95 Yogyakarta (0274) 55162 381101
(0274) 381101
CP: Triyas Prasetyo (Ex. Secr)
11 Lembaga Pendidikan Jl. Bahkti No. 21A Kel. Dadok (0751) Pengembangan Ekonomi Sosial Tunggul Hitam 443617 Masyarakat (LP2ESM) Padang 25176 CP: Syarifuddin (Pimpinan)
12 Lembaga Pengkajian dan Pemberdayaan Masyarakat (LP2M)
-
(0751) 54383
Jl. Batang Tarusan No. 125 Padang 25138
(0751) 53773
(0751) 54501
CP: Lusi Herlina (Exec. Dir)
13 Yayasan Annisa Swasti Jl. Pamularsih No. 38, (YASANTI) Patangpuluhan Annisa Swasti Foundation Yogyakarta 55251
(0274) 376014
(0274) 376014
CP: Amin Muftiyanah (Ex. Dir.)
14 Sekretariat Bersama Perempuan Yogyakarta (SBPY) (Yogyakarta Join Secretariate for Gender Issues)
15 Yayasan Pengembangan Swadaya Masyarakat (PESAT) Self Support Community Development
Jl. Patehan Lor 2B Yogyakarta 55133
(0274) 378652
(0274) 378652
CP: Dian Gayatri (Ketua Pelaksana Harian)
Jl. Siliwangi No. 16 Bandung 40141 CP: Itje Sandra (Petugas Lapangan) Kosasih (Progr. Manager)
(22) 2042945 (22) 2037407
(22) 2036515
• •
Farmers‘ empowerment
•
Organizational development
•
Economic development, in particular for poor communities
• •
Training on group dynamic
• •
Women empowerment
•
Supporting women to be actively involved in public politic at the rural level (done within the framework of regional autonomy
Small entreupeneurs‘ empowerment
Community development
Counseling for groups of women
•
Advocacy (both litigation and non litigation)
• • • •
Research
•
Counselling for migrant workers and domestic workers
• •
Provide pre-departure training
•
Workshop for Bilateral Agreement on Domestic Workers
Documentation and library Training Gender issues
Produce workers
a
film
on
migrant
•
Women empowerment in rural areas
• •
Cooperation Training for women on clean water
32
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16 Yayasan Melati Melati = Manajemen Latihan dan Penelitian (Institution of Management for the Advancement of women)
Jl. Semangka Blok S No. 37 7970593 Perumahan Kalibata Indah Jakarta 12750 CP: Dr. Ny. E. Sri Hartati P. Pandi, MPH (Ketua) Nini Haryono (Ex. Secr)
7970593
17 Yayasan Bina Desa Indonesian Scretariate for the Development of Human Resources in the Rural Areas (INDHRRA)
Jl. Otista Raya, gg. Saleh Abud 18- 8199749 19, Jakarta 13330 8500052 CP: Dwi Astuti (Kapus Humas & 8519611 Hubint)
8500052
18 Yayasan Forum Kerjasama Pengembangan Koperasi (FORMASI) (Forum for Cooperative Development)
Jl. Jatipadang 1A/9, Pasar Minggu, 7806427 Jakarta 12540 CP: Mukhtar Bahar (direktur pelaksana) Sari (Staf Program)
7806427
SME DEVELOPMENTTA • • • • • •
Women’s empowerment
•
Women and Self Health Care
Leadership training Income generation Women in politics Research Struggle on gender equality and justice
• •
Community development
• •
Women in cooperatives
The number of NGOs under the umbrella of Bina Desa is approx. 800 NGOs where once a year they meet to discuss development issues
Establishment of revolving fund for Formasi only
(16 NGOs + 2 cooperative) 19 Yayasan Pendamping Perempuan Usaha Kecil (YASPPUK) Foundation for Women in Small Business
Jl. Lidi Blok A 20 No. 23 Kavling PTB-DKI, Pondok Kelapa Jakarta 13450 CP: Dra. Titik Hartini (Exec. Secr.),
8655138
8655138
•
Empowerment of women in micro, small and medium enterprises with gender perspective
•
Empowerment of NGO members within YASPPUK
• • •
Advocacy Publishing Network empowerment
5.3.4 Research Center 5254427
•
Research on finance areas
5703306 5734355 ext. 228 5703306 5734355
•
Research on child labour or gender
•
Working with NGO’s urban target groups, street children
•
Information dissemination on Women and Children Studies
•
Publication and bibliography on women labour
1
Institute of Development of Economics and Finance (INDEF) i
Jl. Wijayakarta II No. A4, 5277760 Kuningan Barat, Mampang 5254427 Jakarta 12710 CP: M. Nawir Messi (Director) Hasan Sulaeman (Project Manager) Hilda Wahyuni (Secretary)
2
Lembaga Penelitian Pusat Kajian Pembangunan Masyarakat "Atmajaya" (PKPM) (Centre for Societal Development Studies)
Universitas Katolik Atmajaya Jl. Jend. Sudirman No. 51 Jakarta 10001 CP: Mrs. Clara Adjisuksmo, Ph.D (Directors) Mr. Irwanto, Ph.D (Psychologist-family)
Pusat Informasi Wanita Dalam Pembangunan (PIPW PDII-LIPI) (Information Center for Women in Development)
Jl. Jend. Gatot Subroto No. 5733465 10 Jakarta Selatan 12170 CP: Woro Diah Ediningsih Palupi
3
5733467
economic
and
33
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4
5
6
7
8
Pusat Analisis Sosial Jl. Cilamaya No. 7 Akatiga Bandung 40115 (Akatiga Foundation Center for Social Analysis) CP: Erna Ermawati (Research Coordinator) Haswinar Arifin (Ex. Dir)
(22) 4235526 (22) 4260875
Himpunan untuk Penelitian & Pengembangan Masyarakat (HP2M) (Association for Research and Community Development)
Komp. Perkantoran Ciputat 9148319 Indah Permai Blok D/31 Jl. Ir. H. Juanda No. 50 Ciputat 15419 CP: Bpk. Very Muchlis Ariefuzaman (Director)
9148319
Pusat Studi Wanita IPB
Jl. Raya pajajaran Bogor 16151
344113
Pusat Studi Wanita Universitas Indonesia
Pusat Studi Wanita Universitas Sumatera Utara
328105
Jl. Salemba Raya 30 Jakarta
Jl. Universitas 36 Medan
SME DEVELOPMENTTA
• •
Research related to advocacy
• •
Training Institution
Public education advocacy
or
group
Consultancy service
• •
Community development
• •
Community development
• •
Community development
•
Studies on Women
• •
Community development
•
Studies on Women
• •
Community development
•
Studies on Women
• •
Community development
•
Studies on Women
• •
Community development
• •
Community development
•
Studies on Women
Empowerment of people economy (focus on women) Studies on empowerment
community
Empowerment of people economy (focus on women)
Empowerment of people economy (focus on women)
Empowerment of people economy (focus on women)
5.3.5 Organisasi keagamaan 1
Aisyiah
Jl. Tebet Timur Dalam no 4 8301815 Jakarta
Empowerment of people economy ,Sosial, Health ,Education Focus on Women
5.3.6 Lembaga Pemerintah 1
2
Kantor Menteri Negara Koperasi
Jl. HR Rasuna Said Kav 3 Jakarta
Kantor menteri Negara Pemberdayaan Perempuan
Jl. Medan Merdeka Selatan Jakarta
5204366-74 5204383
Empowerment of people economy (focus on women)
Empowerment of people Health & economy(focus on women)
34
ADB
SME DEVELOPMENTTA
3
Bank Indonesia
Jl. Budi Kmeuliaan Jakarta 2310108
•
Policy for SME’s & Credit
4
BKKBN
Jl. Permata 1 Halim Perdanakusuma Jakarta
• •
Community development
•
Studies on Women
• • • •
Economic Reform
• • • • •
Economic Reform
• • • • •
Economic Reform
• • • • • •
Economic Reform
•
Focus
Empowerment of people Health & Economy (focus on women)
5.3.7 Lembaga donor 1
2
The Asia Foundation
USAID
Jl. Darmawangsa Raya 50 Jakarta
7261860
Jl. Medan Merdeka Selatan 5 Jakrta
2
FORD FOUNDATION
Jl. Medan Merdeka Selatan 5 Jakrta
2
ILO AND UNDP
Jl. MH THAMRIN Jakarta
7262834
Governant and Law Womens political participation International Relations
Governant and Law Womens political participation International Relations Environmental
Governant and Law Womens political participation International Relations Environmental
Governant and Law Womens political participation International Relations Workers Refugess & Health
5.3.8 Media 1
BISNIS INDONESIA
Jl. Gatot Subroto Jakarta
on
economyc
and
political issues
2
KOMPAS
Jl. Gajahmada Jakarta
2601624
•
General
Issues
Economic,
including
Gender
and
political issues
35
ADB
SME DEVELOPMENTTA
5.3.9 Hasil evaluasi terhadap stakeholder Berdasarkan hasil evaluasi terhadap keseluruhan lembaga yang memiliki fokus terhadap pengembangan usaha kecil menengah yang dikelola teruatam oleh perempuan maka dapat disimpulkan sebagai berikut: ¾ Sebagian besar lembaga merupakan lembaga yang berkepentingan dan terkena dampak, baik negatif ataupun secara langsung dari suatu kebijakan misalnya lembaga donor, pemerintah, kelompok wanita dan keagamaan serta media ¾ Sebagian kecil lainnya merupakan lembaga yang berkepentingan tetapi tidak berpengarub langsung terhadap kebijakan misalnya asosiasi, forum dan kelompok peneliti ¾ Sebagian besar stakeholder yang diinventaris secara dapat mempengaruhi atau memegang peranan penting bagi keberhasilan atau kegagalan sebuah kebijakan, misalnya lembaga penelitian, asosiasi/forum/LSM/media
36
ADB
SME DEVELOPMENTTA
6 TABLES AND FIGURES Position of Spouse Husband, n=60
Wife, n=355
Works in firm
16
27%
78
22%
Govt./private employee
17
28%
39
11%
Trade
9
15%
20
6%
Housewife
0
0%
202
57%
18
30%
16
5%
60
100%
355
100%
Other, incl. unemployed/retired
37
ADB
SME DEVELOPMENTTA
Tasks of Spouse working in Enterprise all finance production marketing management cooking for employees assist in production administration without decision cashier komisaris supervisor
8 4 2 5 4 0 0 0 0 0 0 23
Husband, n=16 50% 25% 13% 31% 25% 0% 0% 0% 0% 0% 0% 144%
19 28 17 13 21 5 3 1 3 1 2 113
Wife, n=78 24% 36% 22% 17% 27% 6% 4% 1% 4% 1% 3% 145%
all finance production marketing management cooking for employees assist in production administration without decision cashier komisaris supervisor 0%
10%
20%
30%
Husband, n=16
40%
50%
60%
Wife, n=78
38
ADB
SME DEVELOPMENTTA
Age by Gender Female 1% 6% 9% 25% 8% 18% 15% 18% 100%
< 25 25 - 30 31 - 35 36 - 40 41 - 45 46 - 50 51 - 55 56 >
Male 1% 8% 15% 19% 18% 15% 10% 14% 100%
Age by gender < 25 25 - 30 31 - 35 36 - 40 41 - 45 46 - 50 51 - 55 56 > 0%
5%
10%
15% Female
20%
25%
30%
Male
39
ADB
SME DEVELOPMENTTA
Reasons for not applying for bank loan Female, n=26 23% 27% 31% 27% 35%
Enterprise still too small to receive loan Afraid enterprise not eligible Do not know procedure Do not have tax number Do not have collateral
Male, n=116 15% 36% 26% 15% 24%
Reasons for not applying for bank loan
Enterprise still too small to receive loan Afraid enterprise not eligible Do not know procedure Do not have tax number Do not have collateral 0%
5%
10%
15%
20%
Female, n=26
25%
30%
35%
40%
Male, n=116
40
ADB
SME DEVELOPMENTTA
Average salary of employees < Rp 100.000 Rp 100.000 - 200.000 Rp 201.000 - 300.000 Rp 301.000 - 400.000 Rp 401.000 - 500.000 Rp 501.000 - 600.000 Rp 601.000 - 700.000 Rp 701.000 - 800.000 Rp 801.000 - 900.000 Rp 901.000 - 1.000.000 Rp 1.000.000 >
8 58 125 55 54 20 6 7 3 3 0 339
Female 2% 17% 37% 16% 16% 6% 2% 2% 1% 1% 0% 100%
Male 4 42 132 96 99 45 15 22 3 6 2 466
1% 9% 28% 21% 21% 10% 3% 5% 1% 1% 0% 100%
Average salary of employees Rp 1.000.000 > Rp 901.000 - 1.000.000 Rp 801.000 - 900.000 Rp 701.000 - 800.000 Rp 601.000 - 700.000 Rp 501.000 - 600.000 Rp 401.000 - 500.000 Rp 301.000 - 400.000 Rp 201.000 - 300.000 Rp 100.000 - 200.000 < Rp 100.000 0%
5%
10%
15%
20%
Female
25%
30%
35%
40%
Male
41
SME DEVELOPMENTTA
ADB
Education by Gender Female 2% 5% 2% 6% 0% 40% 5% 40% 101.0%
Primary school not graduated Primary school Secondary school not graduated Secondary school High school not graduated High school Academy/University not graduated Academy/University
Male 5% 7% 4% 9% 3% 31% 8% 34% 100.0%
Education by gender Tidak tamat SD Tamatan SD Tidak tamat SMP Tamatan SMP Tidak tamat SMA Tamat SMA Tidak tamat universitas/ akademi Sarjana tamatan universitas/ akademi 0%
5%
10%
15%
20% Female
25%
30%
35%
40%
45%
Male
42
ADB
SME DEVELOPMENTTA
Main tasks of Employees
Mandor/supervisor Skilled laborer Assistant to skilled laborer Unskilled laborer Administration Manager
36 64 61 24 262 19
Female 7% 13% 13% 5% 54% 4%
Male 200 342 174 55 87 41
41% 71% 36% 11% 18% 9%
Main tasks of employees
Manager Administration Unskilled laborer Assistant to skilled laborer Skilled laborer Mandor/supervisor
0%
10%
20%
30%
40%
Female
50%
60%
70%
80%
Male
43
